Although it’s not usually the first thing a prospective employee asks during a job interview, most are aware of continuing education programs existing within potential Northern Nevada workplaces.

“We’re proud of the opportunities we provide for employees,” says Julie McGuire, vice president of human resources at Saint Mary’s Hospital. Like other larger employers, Saint Mary’s, with a staff numbering about 1,700, has a tuition reimbursement program — up to $1,250 annually.

“Everyone can utilize it and can work towards a degree at any accredited institution like Truckee Meadows Community College, the University of Nevada or the University of Phoenix, among others,” she says. Courses must aid in current or future jobs at Saint Mary’s, McGuire says; however, like its counterparts, Saint Mary’s doesn’t require its workers to sign a contract to remain employed. But, she says, continuing education appears to be extremely helpful when it comes to retaining and recruiting. In addition, employees who avail themselves of the programs find that learning about new technologies and new ideas within their fields provides an added boost to furthering their careers at Saint Mary’s.

Bill Parsons, director of organizational development at Washoe Medical Center, says his hospital has strong partnerships with such entities as the Orvis School of Nursing at UNR. Additionally, TMCC and the University of Phoenix are two schools where many professionals at Washoe Med receive advanced degrees. Although Parsons didn’t specifically state the amount of tuition the hospital pays, he says there is a designated dollar allocation within the budget for continuing education.

According to Parsons, Washoe Medical Center, with an employee roster of 4,600, deems continuing education at all skill levels vital. “We believe it’s important to have our employees understand the connection between the work they do and the larger economic issues in terms of maintaining and gaining market share when it comes to delivering excellence. We’ll [contribute to] different amounts and degrees of education depending on which level of employee they are,” Parsons says.

In addition, Washoe funds offsite conferences geared to employee development. Managers and supervisors in such areas as nursing and nutrition services may receive more complex education based on business operations; front line leaders and various other employee groups participate in courses specifically related to their work. Currently, Washoe is building an online elearning resource for specific administrative, clerical or patient care functions.

“It’s good business practice to have employees who are highly competent and current,” Parsons says. “I think employee education is a business imperative. Employees see the programs as a chance to develop their skills — most people realize that development of skills is essential in today’s labor market and to career success.”

Like Saint Mary’s, Washoe Medical Center requires no employment contract; however, Parsons said educational programs add incentive to stay on the job and invoke loyalty to an employer. “It shows that we’re committed to investing in them,” he says. If education is significant within the private sector, it’s also important to the public sector.

Steve Englert, director of human resources for Lyon County, says his department has a policy to reimburse education as long as it’s job related. “It’s done on a department-level basis — each one has a budget which varies from year-to-year.”

While the county doesn’t pay for college degrees, it may pay for job-related courses for full-time employees approved by a department head. Englert believes education incentives are valuable in a tight labor market. “It’s part of the benefit plan,” he says. But the bottom line in Lyon County, it seems, is lack of sufficient dollars to spend on auxiliary educational incentives.

Another government entity, the State of Nevada, has a 17-month leadership program funded by the Legislature. It’s open to all public servants including those at the city, county, state or federal levels. Forty slots are designated for state employees at no cost; others must pay the going rate of $2,400 per person.

Dubbed the Certified Public Managers program, this is a nationally accredited course with a goal of developing worldclass leaders in the public sector, says Patricia Hoppe, program administrator for the State of Nevada’s Office of Employee Development. “The exciting thing is we graduated 37 public managers in the last year, and state employees pay no money for the classes.”

Hoppe says graduates must apply what they learn. “They must be able to demonstrate results. They must complete a quality improvement project showing how they make government run more efficiently. “This is one of the best things I’ve seen. People tell me it has changed their lives,” says Hoppe. “I believe educational opportunities differentiate you as an employer from another who doesn’t offer continuing education. People may not spend education dollars on themselves, but if an employer pays for education, that’s a huge benefit in my opinion.”