San Bernardino County Assistant Assessor Adam Aleman got reimbursed for $8,280 in college courses he took last year, including a course in ornithology -- the study of birds.

Aleman needed the course to fulfill a requirement for the degree in business administration that he expects to obtain this year, a spokesman said.

But government watchdog groups say taxpayer dollars should not support courses that have no correlation to an employee's job.

"In an era when they say they're running short of revenue, there should be a higher level of scrutiny," said Jon Coupal, president of the Howard Jarvis Taxpayers Association.

Riverside and San Bernardino counties spend millions of dollars each year to help cover the tuition for employees' college courses. Tuition reimbursement programs help to retain employees and assist their career development, officials say.

But the two counties differ in their oversight of reimbursements.

A 2006 report from the Riverside County Human Resources Department found that about $3 million was spent on conferences, education and tuition expenses, but "no screening or determination is made regarding the employee's ability to successfully complete the proposed course of study, nor do the students receive ongoing counseling or support for their development plan. There is no check to insure the attended programs are accredited."

The report prompted an overhaul of the tuition program. Today, employees must sit down with a career counselor to ensure that the courses meet a career development plan. The human resources staff also checks to ensure that the school is accredited.

San Bernardino County does not require counseling. Nor does it check the accreditation status of schools.

"We don't check ... that is up to the employees to go to a valid school to get their degrees," said Peggy Dillaman, communication and career service manager in the county Training and Learning Department.

San Bernardino County approves reimbursement if the employee has earned at least a C grade in the course. Riverside County requires a C for undergraduate courses and a B for graduate work.

Coupal said neither county's requirement is sufficient.

"To get value for your dollars, you should see a higher level of performance, at least B-plus," he said.

Job Relevance

County records show Aleman, the assistant assessor, received $1,000 to take the ornithology course at the University of La Verne and paid the remaining $820 out of his pocket.

The bargaining agreement that Aleman falls under sets a cap of $1,000 on tuition reimbursements each year.

Aleman was able to get full reimbursement for four additional business and management courses -- which cost $7,280 -- because another section of the bargaining agreement allows department heads to reimburse for expenses "related to obtaining advance degrees which will advance the employee's career in service to the county."

All of Aleman's payments were approved by Assessor Bill Postmus. Neither Postmus nor Aleman was available to comment Friday, said Ted Lehrer, an assessor's office spokesman.

Lehrer said Aleman had been pursing a bachelor's degree in political science. But when he was appointed assistant assessor in January 2007, he decided to pursue a business administration degree instead. The degree was not a job requirement.

Aleman took the ornithology course to fulfill a life science requirement, for a life science course, Lehrer said.

All courses were taken on weeknights and weekends, and Aleman paid an additional $9,200 for four other courses, Lehrer said.

Coupal, from the taxpayers' group, said he supports reimbursing employees who need additional training to stay in their current jobs. But he draws the line at supporting employees who take courses outside the scope of their current jobs.

"What obligation should taxpayers have to educate employees who want better-paying jobs or want to progress higher up the food chain?" he asked. "Isn't it in their interest to spend their money to get a better-paying job?"

Tracy Westin, CEO of the Center for Governmental Studies, agreed that reimbursements should be given only if the courses relate to an employee's career path.

While San Bernardino County encourages employees to get higher degrees, they don't have to pursue courses related to their line of work, said Dillaman, the career service manager.

"We consider it career development, and they are not required to study in their field," she said.

The county does not verify whether the reimbursed courses go toward degrees that employees are pursuing.

"We assume people aren't going to take classes beyond what's required," Dillaman said.

Range of Courses

A review of records from six out of San Bernardino County's 15 bargaining units showed:

A Probation Department employee received $2,371 for an international business course.

A registrar of voters' office employee was reimbursed $1,371 for a University of Phoenix course called Introduction to Popular American Culture.

A Sheriff's Department employee received $385.83 to study world drama.

A Probation Department employee received $2,670 to study English composition and Christian Life at Cal Baptist University.

A public defender's office investigator received $400 to take a course at The Rock School of Ministry/Bible College.

A Probation Department employee received $3,000 to take a course at Abraham Lincoln University, an online law school. Unlike most accredited law schools, it doesn't require students to take an entrance exam or to have an undergraduate degree.

Riverside County tries to steer its employees to local colleges and universities because their quality is known and the tuition is less expensive than that at private schools, but it is not required, said county spokesman Ray Smith.

Wide Discretion

San Bernardino County department heads are given wide discretion as to what their employees can study and how it benefits the department, said Michelle Scray, the county's assistant chief of probation.

"They best know the needs of their departments," Scray said.

Certain entry-level positions in the Probation Department have a lower education requirement, she said. For a lot of probation employees, it's necessary for their career advancement to go back to school, she added.

Just because Probation Department employees may take a drama or art course, it does not mean they aren't earning degrees that will directly benefit the county, Scray said.

"Most people will need to get their general education to get their degree," she said, referring to required courses.

The county's reimbursement practices are largely governed by the county's agreements with the employee unions, said county spokesman David Wert.

Different bargaining units have different caps on how much employees can be reimbursed each year. Employees in Craft, Labor and Trades have a cap of $400, while those in the Specialized Peace Officers unit have a $3,000 limit.

Riverside County does not give out more than $6,850.

Better Service

Dina Ridings, who works in the San Bernardino County Probation Department, received $1,632 to take two psychology courses at Chapman University during the 2005-06 fiscal year, records show.

Ridings said she obtained a psychology degree in June and hopes it will help her advance into positions in social work, corrections or behavioral health.

Critics have to look at the big picture, she said. When employees gain more knowledge, they can serve the county -- and the public -- better.

Farah Hendrix, an employee in the auditor-controller's office, received $400 to take the course Philosophy -- Search for Wisdom online from St. Leo University in Florida. She said the course has helped her with her customer service skills.

"If I'm trying to improve myself, it's not only a benefit to me, but my employer," she said.

Hendrix said she has tried to get reimbursement for other classes, but it is competitive, and the money dries up quickly.

Reach Douglas Quan at 951-368-9479 or dquan@PE.com