Once TAP strategy has been defined, the actual "spend" of TAP
needs direction and measured effectiveness.
As college and university tuitons rise 11%-14% each year - so
does your TAP. More employees are using TAP to invest in
their career growth and the cost of education is skyrocketing.
So how do you control the costs while most effectively
educating your employees?
TAP "caps", or maximum funding is a start to controlling
costs - or is it?
Maximum funding can administratively control costs, but is it
educating employees at the rate you need talent? This can be
measured and proven if cost effective or not.
TAP caps are not the only way to reduce costs for
education. Employee selection of proper providers is the most
effective way to control the "spend" for TAP.
Here are some examples:
- Employees enroll at state universities which have lower tuition
rates, but these schools are often more traditional in their
offerings so it takes longer for employees to complete their
degrees. The cost of a course is less, but the cost of the
degree is more.
- Employees don't know about options to gain credit for work/life
experiences at schools. By not using these options, an
employee may spend money for courses they already know, and could
- Employees often don't know that a better Major area of study
for career gowth in your company exists at another school
- Employees with Military experience can get 1-4/credits of
Physical Education credit at most schools for their Boot-Camp
experience. But, they are not aware they own credit for their
- Employees do not know that they can get a discounted tuition
rate for your company.
These are just a few of the many senerios that waste
your TAP funds. EASi's EduPlanner gives employees the
information they need to best select educational providers and
not miss out on cost-savings ways to earn their degrees - with YOUR
With proper TAP data, this can easily be monitored and