Westlock policy aims to improve employee training accountability

The Town of Westlock is overhauling its 2008 employee training policy to increase accountability and update rules for casual staff.

The Town of Westlock is looking to overhaul its employee training and development rules to improve accountability, prompting debate among councillors over travel costs and administrative discretion. On June 16, during a committee of the whole meeting, administration asked council to review the proposed Employee Training and Development Policy. If approved, the rules will replace the town's existing 2008 policy.

Acting chief administrative officer (CAO) Danielle Pougher explained that current practices were no longer following the written policy, while Mayor Jon Kramer noted the old rules failed to cover mandatory training for casual employees like junior lifeguards. The new policy limits town funding to one course and one conference per eligible employee each year, subject to budget availability. Coun.

Mitch Tinant questioned this limit, noting many professional development programs require multiple courses. Pougher clarified that larger programs are still allowed if staff secure supervisor approval. Tinant also questioned paying travel costs for personal career development.

"Usually professional development is something that's done by the individual to upgrade their skill sets for possible promotion," Tinant said. "If somebody has to travel for their course, why would the town pay for it?" Pougher responded that travel expenses are covered for approved courses, but approval requires a conversation between the employee and their supervisor regarding training goals and budget limits.

Coun. Randy Wold highlighted the difference between mandatory equipment training and elective learning. "If we get a new piece of equipment and the operator has to go into Edmonton to learn how to run that piece of equipment, we would send him in at the town's expense," Wold said.

"But if he's going in to take a Toastmasters course, I don't think we would pay his travel expense." While Tinant preferred tighter restrictions, Pougher warned that forcing administration to track the difference between mandatory and discretionary travel would make reimbursements too cumbersome. Kramer argued the town benefits from investing in its staff.

"It's a lot cheaper to retain and grow within than it is to try to poach," the mayor said. The proposed rules establish a clear threshold for return-of-service agreements. Employees receiving more than $2,500 in a calendar year for town-funded tuition or travel must sign an annual agreement.

Pougher noted this threshold is typically reached when staff take multi-course programs. Under the policy, the agreement is triggered if total annual town-funded expenses exceed $2,500. If an employee resigns within three years of completing the training, they must repay the town on a prorated basis: Leaving before one year requires 100 per-cent repayment; Leaving between one and two years requires two-thirds repayment; Leaving between two and three years requires one-third repayment; No reimbursement is required after three years.

Additionally, if an employee fails a town-funded course, they have 12 months to finish it at their own expense before the town recovers tuition costs via payroll deductions. The committee recommended that council adopt the new policy at its regular meeting on July 13, 2026.