Staff Members May Take Job-Related Classes Paid For by Phillips Academy; Funding Is Limited

At Phillips Academy, a staff tuition reimbursement program, which is part of the Human Resources Department’s budget, is set aside each year to fund professional development programs. Maureen Ferris, Interim Director of Human Resources, said, “[This fund] is open to staff members who are budgeted to work 1,000 hours per year or more and who have been employed for at least one year. [Staff] may use to money to attend seminars or college level courses that will help them in either their current job or an aspiring job.” To make sure that all staff members are aware of this benefit, Ferris said, “Information...is provided to staff members in a general information sheet that is given at the time of interview and in the Staff Employee Handbook, which all staff members receive. We cover the benefit at new employee orientation and run periodic Gazette articles reminding people about the benefit.” The Andover Gazette is a newsletter distributed to the faculty and staff. The fund is popular among staff members, but some are concerned about whether it meets the needs of all of the staff members. Ferris said, “Funds are granted on a first-come, first-serve basis to a maximum of $1,500 per eligible employee per fiscal year. Funds have been sufficient to meet demand to date.” In some years, this fund is exhausted by staff tuition requests, but on the occasion that there may be extra funds left over, Ferris said, “If funding remains available after March 31 in a given fiscal year, department managers may request remaining funding to support group training specific to their own departments [or] employees.” Still, Phillips Academy does provide incentives for staff members at Isham to remain working here despite the difference in salary. Anne Vispoli, a Registered Nurse at Isham Health Center said, “[The staff] like the work environment and the accommodating hours. For example, I have young children and working here allows me to respond quickly if there is an emergency.” Aramark, a food service company, employs all but four Commons staff members. However, all Commons staff may participate in a student-initiated community service program, “Commons ESL,” in which staff members learn English from students. Lidia Soto, a server often found in Commons’ lower right dining hall, said, “[Commons ESL] is good-- very good. [The program] helps us a lot.” Soto said she is “very happy here. There is enough pay.” In the OWH Library, there are more developmental opportunities. Sara Ciaburri, an Instructional Librarian, said, “[I have] absolutely no complaints about the benefits I receive.” Ciaburri participated in a conference where she “presented the use of technology to serve students to other high school librarians in both public and private high schools.” She said that most of her developmental programs are technology related, such as the frequent seminars organized by NOBLE, the North of Boston Library Exchange, and the Massachusetts State Library Association. Ciaburri said, “[Phillips Academy] is a place where it is encouraged to take advantage of [the developmental opportunities].” Vispoli, a recipient of this funding, said, “The school provides $1,500 per staff member per year in reimbursements for CEU’s with strings attached.” CEU’s are Continuing Education Units required by law, and can consist of seminars, lectures and conferences. They do not include requirements that staff members have to fulfill before working for Isham, such as emergency life support skills. The requirements for the CEU credits, many of which require the recipient to pass a post test, vary depending on the staff member’s position. Vispoli also said, “[Phillips Academy] does not provide any extra [professional development programs] outside of the law requirements...unlike other hospitals and clinics.”