Handbook of Operating Procedures > Series 400 Budget, Finance and Operations > 4.17.3 Employee Education and Training

4.17.3 Employee Education and Training

A. Purpose

The purpose of this policy is to set forth orientation, education, and training program guidelines and responsibilities for employees of The University of Texas at Tyler, including the Health Science Center and off-campus instructional sites (the “University”) pursuant to the State Employees Training Act and related Rules and Regulations of The University of Texas System Board of Regents.   

B. Persons Affected

The University of Texas System Board of Regents’ Rules and Regulations Rule 30112, Training and Education

Texas Government Code Section 656.048 – Rules Relating to Training and Education

Persons Affected: This policy applies to all employees of the University. 

C. Definitions

N/A

D. Policy and Procedures

1. Orientation. Orientation is a foundational step for new employees joining the University that provides for faster adaptation to job responsibilities, contributes to a more effective and productive workforce, improves employee retention, and promotes communication between the supervisor and new employee.
   1. New Employee Orientation - The New Employee Orientation program is coordinated by the Office of Human Resources (HR) and consists of a hybrid format that includes a combination of designated synchronous and asynchronous training sessions. All employees must participate in New Employee Orientation. It is the responsibility of the department head to ensure their staff participate.
   2. Department Specific Orientation – Each department is responsible for providing employees with department/unit specific orientation before they begin their regular duties within the department. Department Orientation includes such items as department specific safety procedures, policies, and job-related goals and expectations. Due to accreditation rules and regulations, the Health Science Center at UT Tyler Departmental Orientation must be documented by the supervisor and placed in the employee’s designated electronic file system.
2. Mandatory Training.
   1. University employees are required to complete all mandatory-related training offered as part of their role. These trainings may require completion within 30 days of hire and every year thereafter or more frequent depending on the subject. Specified topics will be covered at designated times throughout the year to include synchronous and asynchronous training. 
   2. It is the responsibility of managers and supervisors to ensure that their employees complete the mandatory compliance training. Employees who do not complete their mandatory training will be subject to disciplinary action, up to and including termination.
   3. Responsible offices and/or subject matter expert(s) will monitor compliance of the mandatory training and shall communicate compliance with the department directors.
3. Job-Related Education and Training.

   Job-oriented training may include on-the-job training, training in preparation for a specific job assignment and/or continuing training that is related to an individual's work role at the University. This type of training may be provided on the basis of the University's business needs.

   Job-oriented training is designed to train an employee to perform a particular task within a particular situation, equip him/her to deal with new technological and legal developments, develop additional work capabilities, or increase a level of competence. Such training may include Orientation, Task Training or Advanced Training as required.

   Employees may be trained on the basis of individual needs for a particular job and the business needs of the University.

4. Use of University Funds to Provide Education and Training for Employees

   The University may expend funds as appropriate to pay all or part of the salary, tuition and other fees, travel and living expenses, training stipend, expense of training materials, and other necessary expenses of an instructor, student, or other participant in a training or education program. Fund expenditure for eligible employees’ education and training will be determined by organizational priorities, budgetary constraints, and administrative discretion.

 E. Responsibilities

See Policy and Procedures section.

F. Review

This policy shall be reviewed by the Office Human Resources every five years or as legislation changes.