By Stephen D. Bruce, PHR Editor, HR Daily Advisor
A quick review of the detailed responses below will let you know how your organization's benefits compare with those of the approximately 1100 employers who responded to the survey, which was conducted by BLR's HR Daily Advisor in August-September 2010. It is one of a series of targeted benefits series BLR conducts each year.
This increase in companies providing tuition assistance was accompanied by a narrowing of the most common reimbursement pre-requisites, however. Ninety-six percent of organizations offering tuition assistance in the current survey require verification of the grade earned, compared with 50% having that requirement in 2007. Similarly, 76% of companies require the course to be job related, as compared to 47% with that requirement in late 2007.
The survey, which garnered nearly 1,100 responses, was conducted by BLR's HR Daily Advisor in August-September 2010. See end of survey report for demographic breakdowns.
Here are the detailed results:
Organization offers a Tuition Assistance Plan:
Number
Percent
Yes
920
85%
No
164
15%
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Both Exempt and Nonexempt personnel are eligible for Tuition Assistance:
Yes, both Exempt and Nonexempt personnel are eligible
889
98%
Only Exempt personnel are eligible
16
2%
Only Nonexempt personnel are eligible
3
0%
Length of service required for Tuition Assistance eligibility:
No length of service minimum
213
23%
0-3 months
80
9%
4-6 months
210
7-11 months
53
6%
One year or more
352
39%
Part-time personnel are eligible for Tuition Assistance:
334
37%
571
63%
Courses taken must be job related:
693
76%
215
24%
Graduate level courses are covered:
860
95%
47
5%
Professional certification courses are covered:
508
56%
396
44%
Seminars from informal sources such as Dale Carnegie covered:
268
30%
636
70%
Reimbursement includes amounts for books and/or supplies:
511
57%
384
43%
Tuition reimbursement is grade-dependent:
814
91%
85
Verification required of grade earned:
862
96%
37
4%
Percentage of tuition reimbursed:
Less than 50%
65
8%
At least 50% but less than 75%
At least 75% but less than 85%
78
At least 85% but less than 100%
29
3%
100%
376
Percentage depends on grade earned
221
26%
Maximum tuition reimbursement offered per year:
Less than $1,000
At least $1,000 but less than $2,000
167
19%
At least $2,000 but less than $3,000
126
14%
At least $3,000 but not unlimited
260
Reimbursement capped only by IRS deductibility
Dollar limits depend on grade(s) earned
Repayment of tuition benefits required if employee leaves company:
No, repayment is never required
339
38%
Occasionally, on a case by case basis
Yes, if employee leaves within 3 months of course completion
15
Yes, if employee leaves within 4-6 months of course completion
42
Yes, if employee leaves within 7-12 months of course completion
288
32%
Yes, if employee leaves over a year after course completion
132
Tuition Assistance plan has changed in last two years:
Yes, we have reduced benefits
117
11%
Yes, we have increased benefits
No, the plan has not changed in the last two years
810
78%
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Anticipated change in Tuition Assistance plan in the next year:
We plan to reduce benefits
59
We plan to increase benefits
107
10%
No changes are anticipated
868
84%
Title of Survey Respondent:
Human Resources Director or Manager
696
67%
Human Resources Staff
236
Consultant, Human Resources
14
1%
Other
89
Industry:
Manufacturing and Construction
20%
Transportation, Communications, and Utilities
62
Services and Trade
240
Government and Public Administration
86
437
42%
Approximate number of Employees:
1-99
243
100-499
367
35%
500-999
134
13%
1000 or more
291
28%
Location:
Northeast US
307
Southern US
222
21%
Midwestern US
329
Mountain States
33
Western US
144
What should our next benefits survey topic be? Let me know at sbruce@blr.com.
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