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Date: | Fri, 9 Jun 2000 08:06:26 -0400 |
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Thanks for your response. We actually do fund a lot of seminar and 4-5 day
training for our staff. The real question is going after a masters or even
a BA.
----- Original Message -----
From: Deb Fuller <[log in to unmask]>
To: <[log in to unmask]>
Sent: Thursday, June 08, 2000 5:52 PM
Subject: Re: Continuing Education Reimbursement
> In a message dated 6/8/00 5:39:07 PM Eastern Daylight Time,
[log in to unmask]
> writes:
>
> > Does anyone have any suggestion? At what level does the Museum
participate,
> > 100% if related to current position? Do you require a minium number of
> years
> > work before you offer this benefit, or require continued service after
for
> a
> > period of time?
>
> IMHO - training is invaluable and should be available to all, regardless
of
> time of service at the museum. For example, if your curators wanted to go
to
> a seminar on preservation techniques that could be directly applied to the
> collection they work on, why would you want to keep someone from that
unless
> you knew they were gonig to be leaving soon and not using their training
at
> your museum?
>
> The way I've seen training handled is a couple of ways. One is to give
people
> a fixed training budget per year. This could be per department or per
person.
> I think anything under $1000 is an insult as one can barely take a Word
> workshop for that amount of money let alone attend a professional
conference.
>
> The other way is to handle it on a case by case basis or let the
supervisors
> handle training requests. If people are asking for reasonable training
that
> relates to their jobs and there is money, let them do it but track it in
case
> things start to get out of hand. I think people are smart and won't take
> advantage of it if you make it clear that they should only ask for things
> that are relevant to their jobs and keep an eye out for training they'd
like
> to attend.
>
> Deb
>
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