Implementing provisions on continuing education in the cantonal administration - Scope

1. These implementation provisions apply to all employees of the cantonal administration, insofar as the legislation does not contain differing provisions for individual personnel categories.

2. The further education of teachers in cantonal schools is regulated in the Teachers Ordinance.

1. Continuing Education is the continuation or resumption of organized learning after the completion of an initial phase of education at a technical, vocational, or higher education institution. Acquired knowledge and skills are renewed, deepened, or expanded, or new knowledge and skills are learned.

2. Continuing education particularly includes seminars, courses, internships, distance learning courses, as well as programs for obtaining a higher professional diploma or postgraduate studies.

1. Supervisors at all levels shall ensure appropriate further training for their employees. It is advisable to aim for two further training days per year for the employees.

2. The Personnel Office advises and supports supervisors and employees, particularly in non-technical further training measures.

3. Employees are obligated to optimally apply the knowledge they have acquired.

1. Anyone newly assuming a leadership position must complete a leadership seminar, generally within one year of taking on the role. This seminar varies depending on the management level, previous training, and experience of the individual concerned.

2. The Department of Finance periodically determines the required leadership training for each level of management. In principle, the programs offered by Continuing Education Central Switzerland should be utilized.

3. For special occupational groups or in exceptional cases, supervisors, in collaboration with the Human Resources Office, may prescribe other equivalent leadership training or exempt someone from leadership training.

4. Planning, steering, and control of leadership training is the responsibility of the supervisors. The Human Resources Office provides supervisors with a list of those who have not completed the respective training as a tool at the end of each year.

1. Applications for further training should be submitted to the superior along with the necessary documents for assessment. The superior will then submit a request to the competent authority.

1. Responsible for granting approval for further education and for determining the assumption of costs within the budget are

a. the head of the office and the department secretary for further education requests up to five working days per application, as well as for covering course costs up to CHF 5,000;

b. the head of the department in all other cases.

2. The personnel office must be consulted before approval if the course costs for further education exceed CHF 3,000.

1. The approval of further training and the employer's cost contribution to the total expenses (course and travel costs, remuneration, costs for accommodation and meals) are determined by the degree of the employer's interest in the further training of employees according to Article 7 of these implementation provisions.

2. The basis for the contribution is formed by the costs for the standard study duration as specified by the chosen educational institution. The employer does not provide contributions for course parts or examinations that need to be retaken.

3. ...

1. The Employer Grants Training and Contributes to Training Costs According to the Following Criteria

The table is provided in the appendix for technical reasons.

2. The time required to attend an approved training course from Level l to lll, which takes place during working hours, is considered as working time. A maximum of 8.4 hours per training day or 4.2 hours per half-day is credited as working time.

3. Training time that falls on the chosen working days of part-time employees is considered as working time within the framework of Section 2.

1. In cases where the employer covers 100 percent of the training costs, they settle directly with the educational institutions.

2. In other cases, the course costs are usually paid by the employees. The original invoice, with the visa of the person responsible for approval, is submitted to the personnel office, and the employer's contribution to the costs is reimbursed with the salary payment.

1. With the exception of leadership training according to Art. 3a of these implementing provisions, a training contract must be concluded before the start of any further training where the employer's total cost participation exceeds CHF 5,000.-. This contract shall establish a specific obligation period. The Personnel Office must be informed without delay by the approving person using the "Further Training Assessment" form.

2. The Personnel Office shall prepare the training contract, in which the obligation period, any potential reimbursement of costs, and the calculation thereof shall be stipulated.

3. For modular training, the entire training program is taken as a basis, and the individual modules are accordingly summed. If the modules are applied for individually, the preceding modules must be included in the calculation of the total costs and the obligation period in each new contract.

1. The employee commits, by virtue of the further training contract, to continue the employment relationship after the completion of the further training for a specified duration (commitment period). The commitment period is determined as follows (amounts in CHF)

Total Share of the Employer (Course Fees, Compensation, Expense Reimbursement) | Commitment Period

up to 5,000.- | none

over 5,000.- up to 12,500.- | 12 months

over 12,500.- up to 20,000.- | 24 months

over 20,000.- | 36 months

2. The commitment period begins with the completion or end of the further training. The date of issue of the respective certificate from the training institute is decisive. The employee must submit the certificate to their supervisor and the personnel office without being asked. In case of failure to pass the exam, a corresponding confirmation must be submitted.

1. Upon termination of the employment relationship during the commitment period, the employee is required to reimburse the employer for incurred expenses (course fees, remuneration, and compensations) minus a non-committal amount.

2. The reimbursement amount is reduced for each full month spent in the employer's employment after completion of the further training by the corresponding proportion of the total contract duration.

1. The Refund Amount is Calculated as Follows

| Item | Amount |

| --- | --- |

| Course Fees (Employer's Share) | CHF ...... |

| Salary Costs (Employer's Share) | + CHF ...... |

| Expense Compensation (Employer's Share) | + CHF ...... |

| Total Employer's Share of Costs | = CHF ...... |

| Deduction of Non-Binding Amount | - CHF 5,000.- **\*** |

| Binding Amount | = CHF ...... |

| Deduction for Completed Commitment Period | - CHF ...... |

| Refund Amount | = CHF ...... |

2. The remuneration is calculated per hour as 1/2184 of the annual salary without social and other allowances.

1. Upon termination of the employment relationship during the training, the costs incurred by the employer (course fees, remuneration, and compensation) must be reimbursed in full or in part.

2. The head of the department determines the reimbursement amount after consulting the personnel office.

3. The reimbursement amount may be offset against the salary.

1. In the event of termination of the further training or failure to pass a final examination, reimbursement may concern the costs incurred by the employer or part thereof, minus the non-binding amount.

2. The head of the department determines the reimbursement amount after consulting the personnel office.

3. The obligation period within the meaning of Article 10 of these implementing provisions is determined by the sum of the unreimbursed costs.

4. The reimbursement amount can be offset against the salary.

1. In special cases such as illness, disability, abolition of the position, or permanent cessation of employment, the head of the department may, after consulting the personnel office, waive the employer's reimbursement of incurred costs in whole or in part.

1. The Continuing Education Enforcement Directive of April 2003 of the Finance Department is repealed.

1. These implementing provisions shall enter into force on March 1, 2009.