DEVELOPMENT OPPORTUNITIES FOR EMPLOYEES
This starts with how we treat employees and the care that is put into decision making around them. We have established a great culture and have a lot of very tenured employees based on Doing Good by our people.
At Frontier Co-op, we believe it’s important for employ- ees to continue to grow personally and professionally so they feel challenged and fulfilled by their work. GROW PROGRAM To support employees who are still exploring options for the next step in their career, we implemented a GROW development program. This program helps employees identify their unique skills, strengths, and professional interests. It serves as a tool for managers and employees to begin the conversation about their development, and explore the potential paths the employee may be interested in pursuing. TUITION REIMBURSEMENT For employees who are interested in formal schooling to continue their learning and professional development, we provide a reimbursement program. We reimburse up to $5,250 per year for Associate’s and Bachelor’s degrees, and $10,000 per year for Master’s degrees that can be used for tuition, books, and fees. Unlike other
employers with tuition reimbursement, our support is with no strings attached. We don’t include any “golden handcuff” requirements for years of employment after graduation. As a result, we have supported more than 20 employees work toward their advanced degrees in just the last two years. We also cover the cost of employees’ participation in other types of professional development including tech- nical and soft skills trainings and certification programs. In addition to education reimbursement, we offer the following as development opportunities through
external partnerships and memberships: • Frontier Co-op Mentorship Program
— Mike Wehr, VP of Operations
• Board Opportunities • Leadership Academy • Leadership in Manufacturing • Leadership for 5 Seasons • Business Partners Program • Elevate Leadership
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