Applies to - This procedure applies to all staff which includes non-represented classified and exempt employees and faculty, when applicable. To the extent that this procedure addresses terms not covered under collective bargaining agreements for represented employees or faculty, the terms of this procedure shall prevail.
The President’s Cabinet shall:
1. Render decisions on matters for which authority has not been otherwise delegated.
2. Support resources needed for a training and development program.
President, vice presidents and division and department heads shall:
1. Ensure that managers and supervisors attend mandatory training within established timeframes.
2. Ensure that employees complete training required by state and/or federal law.
3. Consult with human resources regarding this policy, the training and development plan, and university procedures.
1. Discuss with each employee, at least annually, job or career-specific training and development needs and opportunities.
2. Assess employee training and development needs and work with each employee to develop a realistic plan.
3. Operate in compliance with the university’s training and development plan.
4. Attend mandated supervisor training within six (6) months of the date of appointment to a supervisory position.
5. Ensure that employees complete training required by state and/or federal law.
1. Participate in assigned training and development activities.
2. Notify their supervisors, for their consideration, of any training opportunities that appear relevant to the employee’s job or career and are likely to enhance the employee’s knowledge, skills, or abilities.
3. Complete training required by state and/or federal law.
Human Resources shall:
1. Develop and recommend the training and development policy.
2. Administer this procedure in accordance with the WAC and the training and development plan.
3. Designate a training administrator who is responsible for employee training and development.
4. Develop the university training and development plan and related procedures.
5. Provide interpretation and consultation to managers and supervisors regarding this policy/procedure and the training and development plan.
The expectation of the mandatory training outlined in CWUP 2-30-260 will be met as follows:
New Employee Orientation:
This expectation is met by attending the first New Employee Orientation session held following the employee’s first day of employment. These sessions are normally scheduled the first Thursday of each month.
Supervisory Enrichment Program:
This expectation is met by completing all classes included in the Supervisor Enrichment Program. “Employees appointed to a permanent supervisory or management position must be enrolled in the required training within six months of the date of their appointment, or if a program is not available, as soon as possible after it becomes available” (WAC 357-34-070). The training program must include at least twenty-four hours of instruction (WAC 357-34-060).
This expectation is met by participating in Emergency Preparedness Planning and Response to a Hostile Intruder at least every other year.
Appropriate Workplace Behavior:
This expectation is met by completing both Preventing Sexual Harassment and Preventing Employment Discrimination once every three years. These classes are offered as part of the classroom course schedule and through online access.
[03/16/2005; 07/01/2005; 09/01/2009; 03/30/2012; Responsibility: President’s Division/Human Resources; Authority: WAC 357-34 and FLSA, CWUP 2-30-260; Reviewed/Endorsed by: Cabinet/UPAC; Review/Effective Date: 06/06/2012; Approved by: James L. Gaudino, President]