6.89 – Mandatory Employee Training; Opportunities for Professional Development

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Scope: NMSU System

Source: ARP Chapter 6 | HR - Hiring, Work Rules and Assignments

Rule Administrator:

Last Updated: 03/13/2018

Related

Cross-Reference:

Revision History:

03/13/2018 Amendment approved by Chancellor
2017 Recompilation, formerly Rule 3.19.25
10/21/2015 Board of Regents approved replication of Policy 3.19.25 as initial Rule 3.19.25
05/08/2015 Policy adopted by Board of Regents

PART 1: PURPOSE


This rule is established to enhance the university’s compliance efforts with regard to the various federal, state, or other laws, regulations and standard grant/contract provisions applicable to university operations.

PART 2: TRAINING REQUIREMENTS AND OPPORTUNITIES


  1. Definition of Compliance Training: Compliance training refers to training made available by the university concerning state or federal laws and regulations and/or university policies and procedures which may be relevant to an employee’s organizational responsibility or to individual obligations as a university employee.
  2. Mandatory Nature of Compliance Training: As a condition of employment, all employees must complete annual compliance training and other training that the chancellor or the executive vice president and provost designate as mandatory.
  3. Facilitation of Compliance Training: Supervisors and managers are responsible for coordinating and facilitating the timely completion by their employees of the annual compliance training and other training designated as mandatory.
  4. Other Professional Development Opportunities: NMSU regularly offers training sessions for the development of skills, knowledge, abilities, and individual growth, in conformance with the institution’s mission, vision and strategic plan. NMSU employees may request to attend such trainings.  Supervisors also may require employees to attend these trainings, or other relevant training, to enhance work performance.

PART 3:  PROCEDURES


Human Resource Services-Center for Learning and Professional Development (HRS-CLPD), with the concurrence of the assistant vice president for human resource services may issue training schedules and supplemental directives in addition to those listed below, provided they are consistent with this rule.

  1. Mode of Providing Training/Employee Access to Training Record: Training will be offered via computer, in person, or any other medium that the assistant vice president human resource services deems appropriate.  HRS-CLPD will make professional development and training requirements and records available to employees at https://trainingcentral.nmsu.edu
  2. Training Records: Maintenance and storage of NMSU employee training records will be performed by HRS-CLPD, with the exception of training records for NMSU personnel who work in:  1) Research Compliance, 2) Police Department and 3) Fire Department. These three units will maintain accurate training records for their respective personnel, in coordination with HRS-CLPD as necessary.
  3. Supervisory Responsibilities: Supervisors and managers will monitor and comply with communications received from administration pertaining to required training.  Supervisors are expected to implement disciplinary measures for their employees who fail to comply with training requirements.