Financial Assistance
Return Service Commitment
Alberta Interchange/Interchange Canada Programs
Reclassifications or Changes in Position
Related Information
This directive provides information to assist deputy heads in implementing workforce development initiatives. It covers financial assistance, the return service commitment, the Alberta Interchange and Interchange Canada initiatives, and reclassifications or changes in position.
The Government of Alberta is committed to being a learning organization and will create continuous learning opportunities for employees. Deputy heads will foster and sustain employees’ competence to support the achievement of a department’s business plans, goals, vision, and mission.
Workforce development initiatives include any activities including, for example, education leave, intended to expand or improve employees’ competence. A Competency is any attitude, skill, behaviour, motive, or other personal characteristic that is essential to performing a job. See supporting information as follows:
Financial assistance is money paid to an employee or on an employee’s behalf to support an approved workforce development initiative. The deputy head determines the amount of financial assistance.
Employees may be required to provide proof that they have successfully completed learning and development initiatives. Where financial assistance was granted and the employee is unable to comply, the deputy head may require that financial assistance be repaid.
If employees are receiving financial assistance, they may accept separate financial aid, including scholarship, fellowship, teaching or working assistance, or other employment. The combined financial assistance granted for salary and the separate financial aid is limited to a maximum of 100 percent of their normal salary. See the following document.
The Deputy Minister shall establish a Learning and Wellness Account as a form of financial assistance to support employees in developing their competencies for career development and to encourage an individual commitment to personal health. The Deputy Minister is accountable for expenditures within the account that meet these objectives. The financial assistance provided for each eligible employee in each fiscal year shall be $500. For further information please contact your ministry's Human Resources Office.
If employees receive financial assistance for a learning or development initiative, they may be required to enter into a return service commitment if the deputy head considers the initiative a significant investment. They will enter a contractual agreement with their employer to work a specified period or to repay the financial assistance. See the following document.
When employees participate in a learning or development initiative through the Alberta Interchange or Interchange Canada program, the deputy head must approve all agreements. If employees are at the executive manager level, the Public Service Commissioner’s signature is also required. See the following document.
When a learning or development initiative results in a reclassification or a change in salary, the respective policies on classification, salary, and benefits will apply.
For information on managing employee performance, see directive
For information on salaries and benefits, refer to the
| Effective Date: | 1 April 2005 | |
| Contact: |