The ROI of Tuition Assistance. Driving Employee Performance

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Jonas Cameron
5 years ago
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1 The ROI of Tuition Assistance Driving Employee Performance

2 Our Speakers Lynn Hall HR Consultant, Benefits, Cincinnati Children s Hospital Medical Center Nathan Hays Benefits Manager, Sprint Tom Maraday Vice President, Business Development and Client Relations, EdAssist 2

3 Bright Horizons A Family of Solutions at Work Customized child care and early education centers at or near the work site Family care support: children and adults/elders Educational advisory services for employees with newborns to highschool students Program management and advisory services for employees going back to school Work/life consulting to increase effectiveness of people strategies 3

4 About EdAssist in tuition schools participants 4

5 Transforming Tuition Administration from Benefit to Strategic Tool Educational Advising Education Network Tuition Assistance Administration 5

6 Maturity Model 6

7 Change the Outcome Largest children s hospital in Midwest 14,000 total employees; 3,000 nurses $5M annual TAP spend 1,300 TAP participants 60% of workforce pursuing advanced degrees 7

Maintaining Magnet Status Institute of Medicine: Increase proportion of nurses

8 Our Challenges Manual process No quantifiable outcomes or measuring capabilities One-sided relationship at schools Internal recruiters asked for career advice Maintaining Magnet Status Institute of Medicine: Increase proportion of nurses holding bachelor s degree to 80% by 2020 Improved outcomes Sources of evidence Data and reporting 8

9 Impact on Our Nurses and Hospital Nurse Janice manages a NIH $2.2M study and 6 nurses BSN seeking MS in clinical research management EdAssist advisor suggested Arizona State University, saving Janice $21,500 over life of degree 9

10 ROI Achieved Administrative vs. strategic Increased collaboration across organization $450k saved in first six months Targeted discussions with key local schools 10

11 Fortune 100 company providing wireless and wireline services to 93% of Fortune 500 companies 60% of Sprint employees are frontline customer care or retail/sales support $4M annual TAP spend 1,900 TAP participants 11

Career: Social: Financial: Physical: How you occupy your time/liking what you do each day Relationships and love in your life Managing your economic life to

12 Career: Social: Financial: Physical: How you occupy your time/liking what you do each day Relationships and love in your life Managing your economic life to reduce stress and increase security Good health and enough energy to get things done on a daily basis Community: Engagement and involvement in the area where you live 12

well-being programs that are comprehensive, achieve

13 Best Employers for Healthy Lifestyles Platinum Award National Business Group on Health Recognizing well-being programs that are comprehensive, achieve strong levels of engagement, and improve health outcomes. 13

14 ROI Achieved $1.5M: Advising and Network savings ( ) Advising support Expansion of program: seven education fairs/events in 2013 Articulation pilot Pursuing an advanced degree made my career path more specific, and I can see my current role in the big picture. Elrese Peterson, Military Veteran and Sprint employee 14

15 College Coach Pilot College Admissions The Insider s View Saving for College Workshop: 476 Participants 462 Participants 5,803 total hours saved 15

16 Questions & Answers Lynn Hall HR Consultant, Benefits, Cincinnati Children s Hospital Medical Center Nathan Hays Benefits Manager, Sprint Tom Maraday Vice President, Business Development and Client Relations, EdAssist 16 16

President s Community Advisory Council January 30, 2014

President s Community Advisory Council January 30, 2014 Advisory Council Chair Rhonda Curtis Wells Fargo Advisory Council Introductions Your Needed Some Possible Reasons Good economy New guidelines for