At Medtronic, a global healthcare technology company, innovation is key to staying ahead in business. The company has also taken an advanced approach to its
Introduced in 2022, Medtronic Advancement Pathways and Skill-Building, or MAPS, provides employees in the U.S. and Puerto Rico with tuition coverage for various online
The offering is part of a larger effort to recognize alternative education pathways. The company has already replaced degree requirements with skills-based requirements for 160 of its roles in IT, supply chain, manufacturing, quality and HR, creating a
"What makes Medtronic unique is how they believe and invest in their people," says InStride CEO Craig Maloney. "By removing degree requirements to expand access to jobs and carving clear career education paths to in-demand roles, Medtronic is creating a culture where employees of all backgrounds can grow and drive impact through education."
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So far, more than 3,000 Medtronic employees have enrolled in the MAPS program. Fifty nine have completed undergraduate degrees, and more than 700, including some still in the admissions process, are working toward one. Another 2,300 have completed a certificate or short-course program. In 2023, 20% of MAPS participants were promoted to the next job level in the company within one year.
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Combining career and passion
Lakeisha Dickerson, a quality control inspector at Medtronic for over 17 years, began her MAPS journey in late 2022 after being encouraged by her supervisor to pursue a bachelor's degree. She immediately knew she wanted to pursue a focus in psychology and found a good program at the University of Memphis. She is now getting ready to begin her second semester.
"I've never had an opportunity to go to college," Dickerson says. "[There was the] financial burden of, 'How am I going to pay for this?' Or, 'Am I really ready to go back to school?' This opportunity finally presented itself, I took it, and it's been exciting ever since."
Rather than jump right into a degree program, she enrolled in an associated prep academy for one year, which helped to refresh her academic skills, such as paper writing. The academy is self paced and offers credits toward a participant's degree once completed. After being out of school for so long, this was essential to her success in the regular program, which follows a more rigorous pace, Dickerson says.
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Dickerson works from 7:00 a.m. to 3:00 p.m., and then she and her 7-year-old daughter sit down and do their homework together in the afternoon. Along with psychology, she is also taking Spanish, which her daughter enjoys studying alongside her.
"Every time I'm doing my Spanish homework, my daughter says, 'Let me help you!'" Dickerson says. "I try to incorporate her, because that will show her that it's never too late [to go back to school]."
Dickerson cites helping people as her passion, often offering advice and feedback to those around her. While continuing her career at Medtronic, she hopes to use her psychology education to make a difference in the lives of others in an area such as counseling.
In the meantime, the skills she's gained from her college experience will be beneficial for the company, too, says Ken Fairchild, SVP Global Rewards at Medtronic. Offering employees free upskilling or the chance to achieve their education goals only enhances the likelihood of professional success and retention.
"MAPS is more than just an education benefit — it's a strategic investment," Fairchild says. "MAPS gives employees the tools to step into critical roles and grow with us."
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For Dickerson, it's a dream come true and a testament to how much her company cares about its employees.
"Besides having my daughter, this is probably the best thing that has ever happened to me," she says. "It gives me a reason to stay, because the company actually wanted me to further my education, grow and be in a better position. I feel valued, and this is something I can cherish for the rest of my life."
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