Towards a holistic approach for tuition reimbursement programmes at the University of Malta

Abstract

The Tuition Waiver Programme at the University of Malta allows University employees to follow academic courses free of charge. Considering that such courses can cost thousands of euros, this is a considerable investment on the side of the University and a substantial benefit for the employees themselves. In this project, I investigated the programme from two points of view. Firstly, from the point of view of the University and the extent to which it stands to benefit from this investment. Secondly, from the point of the employees, I investigated their motivations for participating in such a programme the extent to which these motivations are being met, and the repercussions of situations when expectations are not met. Following a review of similar programmes in other Universities, an interview with a highranking HR representative and an online survey amongst University employees, I concluded that (1) the University is committed to helping employees’ pursue their ambitions but could do more to reap benefits from the programme itself; (2) there are communication issues between the Department of Human Resources and the Department of Finance with regards to the programme; (3) there are communication issues between the Department of Human Resources and employees about why certain expectations might not be met; and (4) there is no planning for what happens after employees graduate so as to ensure some level of continuity in the employees’ careers. Following these conclusions, I make five recommendations. These are (1) involve the Department of Human Resources in the administration of the Tuition Waiver Programme; (2) support jungle-gym career paths within the University; (3) support temporary internal work placements within the University; (4) set up a mentoring programme for participants of the programme; and (5) improve communication between the Department of Human Resources and employees.