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Full-Time Employee Handbook
Other Core Benefit Programs
   

Ivy Tech supports professional development through academic pursuit and provides opportunities for its employees, their spouses and dependent children to attend Ivy Tech classes at substantially reduced costs.  Ivy Tech also supports benefits-eligible employees with tuition assistance for course work and degree attainment at other accredited institutions.

   

Fee Remission for Ivy Tech Courses

 

Benefits-eligible employees may be eligible to have their fees waived for enrollment in Ivy Tech courses for up to twelve (12) credit hours or an equivalent in non-credit courses (fees remitted for non-credit courses not to exceed credit course fees for twelve (12) credit hours) per semester.  The employee’s spouse and dependent children may have their fees waived for up to fifteen (15) credit hours or an equivalent in non-credit courses per semester.  Educational travel courses are not eligible for fee remission.  The College will waive the general fee, technology fee, and distance education fee for the credit hours/noncredit courses when a fee remission waiver request form is approved prior to registration for the course.  A dependent acknowledgment form must also be completed when requesting fee remission for a dependent.

   

Tuition Reimbursement - Benefits Eligible Faculty & Staff Pursuing Undergraduate & Graduate Degrees or Coursework on an Elective Basis

 

Benefits-eligible faculty and staff who wish to enroll in college and university classes outside of Ivy Tech on an elective basis may be supported for up to (12) credit hours per fiscal year, provided budgetary funds are available and the course is taken at an institution accredited by the federally recognized regional association (i.e., Higher Learning Commission for an Indiana college or university). Faculty and staff who receive these benefits and voluntarily leave the College within three calendar years of receipt of such reimbursement will be obligated to repay the College consistent with the tuition repayment policy found below. For attendance at an Indiana state-supported college or university, the amount of tuition eligible for reimbursement by the College is the general fee credit hour rate.  For attendance at a private or out-of-state college or university, the College may reimburse tuition up to but not to exceed the in-state general fee credit hour rate of the state college or university in close proximity offering a similar course.  The College will only reimburse the tuition fees when:

   
 

The course is related to the employee’s current job responsibilities or possible future responsibilities within the College at the time the policy is applied, or the course is an elective toward degree completion and the degree is related to the employee’s current job responsibilities or possible future responsibilities within the College at the time the policy is applied. A copy of the degree curriculum requirements must be on file with the Human Resources office.

  A tuition reimbursement request form is approved prior to registration for the course.
  The employee has provided proof of a final grade of A, B, or C, and a copy of the tuition fee statement.
  A tuition repayment agreement form is signed.
       

Tuition Assistance - Benefits Eligible Faculty & Staff Pursuing Required and Terminal Degrees

 

Benefits-eligible faculty and staff pursuing a terminal degree or degree required as a condition of employment may be supported for up to twenty-four (24) hours per fiscal year, not to exceed nine (9) credit hours per semester provided the coursework is taken at an institution accredited by the federally recognized regional association (i.e., Higher Learning Commission for an Indiana college or university)  Faculty and staff who receive these benefits and voluntarily leave the College will be obligated to repay the College consistent with the tuition repayment policy.  The faculty or staff member will be supported based on the following: 

   
 

The College will pay, prior to the start of the class, for tuition at any Indiana public institution.  If the faculty or staff is attending a private or out-of-state regionally accredited institution the College will pay, prior to the start of the class, for tuition as follows:

       
   

Tuition for graduate courses at the graduate rate equivalent to IU-Bloomington for a comparable IU program OR the actual graduate tuition rate, whichever is less.

    Tuition for undergraduate courses at the undergraduate rate of the nearest state supported institution for a comparable program OR the actual undergraduate tuition rate, whichever is less.
       
 

Tuition assistance for Associate degree enrollment at an institution other than the College is not permitted.  Employees required to complete an Associate degree may utilize the College’s Employee Fee Remission benefit.

 

The employee is financially responsible for all other expenses, including texts, travel, fees, housing and meals.

  The College will pay tuition when the faculty or staff member has an approved academic plan, approved tuition assistance/reimbursement request form, signed tuition repayment agreement and submits an invoice from the institution.  The faculty or staff member must present evidence of successful completion at the end of the course.  The faculty or staff member must return the payment of tuition back to the College if the course is not successfully completed, as defined by the institution.
  Tuition assistance for faculty is to be in their teaching field.  Tuition assistance for staff is to be directly related to their job function.  If it is mutually agreeable between the faculty or staff member, their supervisor, and Chancellor, Vice President or designee a faculty or staff member may use tuition assistance funds to make a change in teaching field or employment aspirations.
 

There will be no reduction in teaching loads or work assignment.  However, teaching loads shall, to the extent possible, be assigned around required course schedules in the fall and spring semesters.  Staff work assignments may be flexible to accommodate course schedules if not disruptive to the departmental work flow.  Vacation time or faculty release time may be used per college policy.  During the summer contractual period, faculty may assume a teaching contract per college policy as outlined in APPM 3.7.  However, course obligations shall not interfere with the teaching obligations, and the College must not incur costs for substitutes for circumstances not outlined in college policy.

 

Tuition assistance for dissertation hours is limited to two (2) years following completion of required coursework.

   
  In terms of priority for these benefits, the first priority is given to a faculty or staff member needing the degree to meet the education credential requirement.  Consideration for remaining priority is based on regional needs.
       

Tuition Repayment

  Employees who have received tuition reimbursement or have had tuition paid directly to an institution on their behalf by the College are expected to continue employment at the College for a period of time no less than three (3) years, providing the employee’s job performance remains satisfactory and his/her position remains active.
       
  With the exception of the existing policy for the Indiana State University Cohort program (Cohorts Fall 2010 & Prior), the College’s policy concerning repayment of tuition reimbursement if employees voluntarily leave employment is as follows:
     
   

Employees who voluntarily leave employment within twelve (12) months of receiving tuition reimbursement or having tuition paid directly to an institution on their behalf will be required to fully reimburse the College for monies received/prepaid.

         
    Employees who voluntarily leave employment between twelve (12) and twenty-four (24) months of receiving tuition reimbursement or having tuition paid directly to an institution on their behalf will be required to reimburse the College for two thirds of the monies received/prepaid.
     
    Employees who voluntarily leave employment at the College between twenty-four (24) and thirty-six (36) months of receiving tuition reimbursement or having tuition paid directly to an institution on their behalf will be required to reimburse the College for one-third of the monies received/prepaid.
     
    Employees who voluntarily leave employment three (3) years or more after receiving tuition reimbursement or having tuition paid directly to an institution on their behalf will not be required to make repayment to the College of monies received/prepaid.
     

ISU Cohort Program - Applies Only to Cohorts beginning Fall 2010 and Prior

  The college has, in conjunction with Indiana State University (ISU) developed an Educational Administration PhD cohort program for Ivy Tech employees wishing to pursue a PhD in Educational Administration - Specialization in Higher Education Leadership.  Ivy Tech policy allows for reimbursement of up to 12 credit hours worth of tuition per year.  The ISU PhD program calls for 72 credit hours within a two-year period.  In an effort to help Ivy Tech employee’s purse and obtain the PhD degree, Ivy Tech has agreed to “loan” the cost of tuition in excess of the usual 12 credit hours per year amount, to those employees, who have obtained proper prior approval and have been accepted into the ISU PhD program. This “loan” shall be interest–free, and may be excused in full, subject to the terms and conditions contained in the loan agreement form employees in this program are required to sign.  Employees interested in pursuing a PhD through this cohort program should contact their human resource office for further details.
     

Recognition for Degree Completion

 

The College recognizes and acknowledges the importance of degree attainment.  Benefits-eligible employees who meet the stated eligibility criteria will receive a base salary increase for the completion of an Associate’s, Bachelor’s, Master’s, or Doctorate degree.  Employees completing a lesser degree than required for their position are eligible provided the degree is pertinent to their continued employment with the college.  An employee is limited to one (1) base salary increase per degree level.

     
 

Eligibility criteria:

  successful completion of the ninety (90) working day probationary period
  the degree is related to the employee’s current position or for possible future employment opportunities at the college.
  an official transcript is submitted to human resources to document the degree attainment
 
 

The Chancellor or Vice President has the discretion to determine the amount of the increase within the ranges listed below:

    Associate's Degree $250 - $500
    Bachelor's Degree $500 - $1,000
    Master's Degree $1,000 - $2,000
    PhD, EdD, JD $2,000 - $4,000
 
For more details about this benefit, contact your supervisor or Human Resources Administrator.
 
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