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This procedure applies to all staff which includes non-represented classified and exempt employees and faculty, when applicable. To the extent this procedure addresses terms not covered under collective bargaining agreements for represented employees or faculty, the terms of this procedure shall prevail.
(1) Administrative Responsibility
(A) President’s Cabinet
1. Set the institutional tone for the university by fostering a culture where learning expands beyond the student body to encompass faculty and staff.
2. Support resources needed for a training and development program.
(B) President, vice presidents and division and department heads
1. Ensure managers and supervisors attend mandatory training within established timeframes.
2. Ensure employees complete training required by state and/or federal law.
1. Discuss with each employee, at least annually through the performance management process, 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 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.
(E) Human Resources
1. Develop and recommend the training and development policy and procedures.
2. Administer these procedures in accordance with Washington State and university policies.
3. Designate a learning 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 the Washington State and university policy on training and development.
(F) Central Learning Academy (CLA)
1. Provide leadership and coordination for training and development activities and initiatives.
2. Encourage and actively communicate best practices to supervisors and managers.
3. Design, coordinate, and implement learning programs to assist the university in accomplishing its mission.
4. Provide assistance and guidance in the development of succession plans and mentoring programs.
The expectation of the mandatory training outlined in CWUP 2-30-260 will be met as follows:
(A) New Employee Orientation (NEW)
This expectation is met by attending NEW. It is recommended that employees attend on their first day of employment; Therefore, sessions are scheduled to coincide with start dates and fall on the 1st and 16th of each month or the first business day following.
(B) Supervisory Enrichment Program
This expectation is met by completing Supervisor Skills training (16 hours) as well as eight additional hours to be selected form various management resources based on individual learning needs.
(C) Emergency Preparedness
This expectation is met by participating in instructor-led Emergency Preparedness workshop at least every other year. This workshop may also be met by an online course or courses, as deemed acceptable by the Director of Police Services.
(D) Appropriate Workplace Behavior
This expectation is met by completing one of the following two options every three (3) years:
1. Attend Treating People with Dignity and Respect instructor-led workshop;
2. Complete three (3) online courses: Diversity for All Employees, What is Title IX?, and Sexual Harassment—What Employees Need to Know.
[03/16/2005; 07/01/2005; 09/01/2009; 03/30/2012; Responsibility: BFA; Authority: WAC 357-34 and FLSA, CWUP 2-30-260; Reviewed/Endorsed by: Cabinet/UPAC; Review/Effective Date: 06/03/2015; Approved by: James L. Gaudino, President]