Qualified, motivated, and committed employees are a prerequisite for remaining competitive in times of technological and social change. Lifelong learning and a high level of qualification are therefore indispensable. At KIT, the promotion of individual qualification measures is regulated in a transparent and uniform manner, while still considering each individual case. Ideally, qualification needs are identified during the annual appraisal.

What we promote

The promotion primarily applies to further training measures with a vocational qualification, such as:

• IHK continuing education programs (e.g., "Fachwirt, Bilanzbuchhalter, Personalfachfrau/mann")
• Training to become a state-certified technician or master craftsperson
• Bachelor’s/Master’s degree programs
• Subject-specific additional qualifications (e.g., "Compliance, AEVO, Coaching")

Other formats (e.g., seminars/workshops/language courses) are assessed and approved by the respective supervisor based on their operational necessity.

Basic principle: Classification according to operational interest

KIT’s level of involvement depends on the extent of operational interest. In each individual case, the potential benefit for the current or planned role (project/job relevance) and the external career advantage for the employee are evaluated.

A distinction is generally made between predominantly operational interest, to a great extent operational interest, and private and operational interest. For predominantly operational interest, full reimbursement of costs is generally provided. For to a great extent operational interest, costs of up to 100% may be reimbursed in justified cases, otherwise typically 60% to a maximum of 90%. For private and operational interest, partial reimbursement of up to a maximum of 50% is possible.

Prior to the start of the measure, the promotion must be coordinated with the Human Resources Development Department (PEBA) and formally agreed upon for each individual case. A qualification agreement must be concluded; for formal reasons, it cannot be established after the start or completion of the measure. The qualification agreement specifically regulates:

• Type, objective, and duration of the further training measure,
• Scope of funding as well as the employee’s own contribution (financial and/or time-based),
• Working hours and release from work arrangements (e.g., crediting of one-site times; regardless of this, up to three days of leave per calendar year for examinations are possible according to § 29 TV-L/TVöD),
• Retention period and repayment terms, including pro rata reduction.

Repayment obligations apply to the agreed-upon costs and only arise if the termination of employment falls within the employee’s area of responsibility. The retention period is determined proportionally, based on the duration and cost of the measure as well as its external benefit. As a general guideline: the higher the recognized qualification and the greater the employer’s financial contribution, the longer the appropriate retention period.

Please coordinate qualification needs, job/project relevance, and budget independently and at an early stage with your supervisor. Afterwards, contact PEBA as early as possible (no later than one month) before the start of the measure for classification and for concluding the qualification agreement.

 Application available for download on the Intranet