Lexmark encourages professional and personal growth for each employee and supports continued education as a way to help employees become more effective in their current positions through our education assistance programs. Program requirements and benefits vary by location, but provide financial assistance to employees who wish to continue their education by attending undergraduate or graduate courses. Funding programs for external training vary by location and are provided to develop employees in their current roles and to prepare for future roles.
Lexmark’s Educational Leave of Absence allows employees with at least two years of regular employment, and who have demonstrated professional ability and potential, to enhance their educational experiences and resumés for their benefits as well as Lexmark's. Approval is based on the relevance of the study program to Lexmark's goals and interests, academic and work records and the business needs at the time of the proposed Educational Leave. The duration of an Educational Leave depends on the time required to complete the approved course of study, but is typically no more than four years.
Employee Category* |
Number of Employees | Average Training Hours |
| Executive Vice President |
59 | 25 |
| Director | 188 | 40 |
| Manager | 1,129 | 40 |
| Individual Contributor | 11,755 | 40 |
These numbers are based upon the corporate-level systems that capture employee development activities and do not include formal education paid for in part by Lexmark. Therefore the actual hours will be greater than reported in some employee categories.
*Lexmark senior management includes Directors and Executive Vice Presidents.
All of our 13,131 regular, worldwide employees work with their managers to create objectives that support department, division and company goals. Success criteria are established for each objective. Employees then use a system-based, multi-rater feedback tool and other forms of data gathering to solicit feedback on their performances against their objectives. Eighty-five percent of Lexmark employees participate in this process. The 15 percent that do not participate in this process are hourly workers in two plant locations and do not have access to the system containing the multi-rate tool. These employees use site-specific processes and tools to set and review performance expectations. Managers and employees have performance progress discussions at the end of each performance period.
Extensive training in technical and business skills are delivered both at the corporate level and through resources within our various business areas. At the corporate level, we offer leadership training and participation in such company-wide development programs as operational excellence and change management.
Learning occurs in traditional classroom settings around the world, while third-party programs and proprietary instruction are available 24/7 via i-Learn, Lexmark’s worldwide online learning platform.