/policies/,/policies/administrative/,/policies/administrative/uwhc/,/policies/administrative/uwhc/uwhc-wide/,/policies/administrative/uwhc/uwhc-wide/personnel/,

/policies/administrative/uwhc/uwhc-wide/personnel/919.policy

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UWHC,

Policies,Administrative,UWHC,UWHC-wide,Personnel

Internal Education & Training (9.19)

Internal Education & Training (9.19) - Policies, Administrative, UWHC, UWHC-wide, Personnel

9.19

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Administrative (Non-Clinical) Policy
Category:
 UWHC only (Hospital Administrative-entity wide)  UWMF only (entity wide)
 UWHC Departmental (indicate name)  UWMF Departmental (indicate name)
 UWHC and UWMF (shared)
Policy Title: Internal Education & Training
Policy Number: 9.19
Effective Date: June 1, 2015
Chapter: Personnel
Version: Revision
I. PURPOSE

The University of Wisconsin Hospital and Clinics (UWHC) will provide training and education to
develop, update, and enhance the competency of its employees. The core organizational performance
standards serve as the foundation for UWHC's training model.

II. PERSONS AFFECTED

This policy applies to all regular employees, temporary employees, including Graduate Medical
Education trainees, employees in training, and student employees assigned and paid to perform work at
UWHC.

III. POLICY
A. Employee education provides a core foundation for UWHC. All UWHC employees are expected
to take responsibility for their own education and development to the greatest extent possible.
B. Internal offerings are job-related training or education sponsored by or through Learning &
Development or by UWHC departments. External offerings are those sponsored by other sources.
Whenever an employee's needs can be met by attending an internal offering, priority should be
given to the internal offering.
C. Required training for all employees includes, but may not be limited to, New Employee
Orientation, Annual Safety & Infection Control training, and Annual Compliance Training. New
employees who do not attend full-day New Employee Orientation should also complete The Road
to a Harassment-Free Workplace training. New managers should complete additional courses and
activities as detailed in a communication sent to new managers by Learning & Development.
Additional requirements for both employees and managers may be communicated by other
parties. Employees are encouraged to request appropriate optional training but managers must
consider departmental and organizational needs before approving any requests.
D. Mandatory Safety and Infection Control Training
1. All UWHC employees will complete annual training in safety and infection control
procedures. Staff in entities under the UW Health umbrella (i.e., UW Medical Foundation
and Medical School) will complete annual training in safety and infection control
procedures. UWHC will support these efforts by providing the training materials.

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Monitoring of test results and compliance will be the responsibility of each respective
entity.
2. Rehired employees not attending NEO are required to complete the most recent annual
safety and infection control training, unless they are compliant for the current year at the
date of hire. Employees who are on leave of absence (LOA) during the administration of
training will be required to complete the training immediately upon returning to work.
Employees who are exposed to blood and body fluids in the normal course of their work
must be provided with additional training by their department.
3. Learning & Development will monitor and record compliance of UWHC employees.
Department directors and managers will be responsible for ensuring that their employees
comply by successfully completing the required training. In order to ensure accurate
compliance reporting, Learning & Development will assist managers, directors and vice
presidents as appropriate in determining compliance.
4. Employees will be removed from work if they are non-compliant with the annual Safety
and Infection Control training requirement after the close of the annual training period.
The removal from work shall be without pay with the exception of the time needed to
complete the training. The employee will be returned to work once the required training
is completed.
5. Department managers are responsible for ensuring that all employees receive department
and/or job specific safety and infection control training. It is recommended that
departments secure prior approval of program content from the Director of Life Safety
and/or the Hospital Epidemiologist prior to its instructional use. Records of department-
level training are the responsibility of the supervisor, must be maintained in the
department, and must be available for review.
E. Mandatory Compliance Training
1. All UWHC employees will complete annual training in compliance/privacy rules and
processes. UWHC will support these efforts by providing the training materials.
Monitoring of test results and compliance will be the responsibility of each respective
entity.
2. New employees will receive additional compliance training as part of New Employee
Orientation (NEO). See Hospital Administrative policy 9.60-New Employee Orientation.
Rehired employees are required to complete the most recent annual compliance training
unless they are compliant for the current year at the date of hire. Employees who are on
leave of absence (LOA) during the administration of training will be required to complete
the training immediately upon returning to work.
3. Learning & Development will monitor and record compliance of UWHC employees.
Department directors and managers will be responsible for ensuring that their employees
comply by successfully completing the required training. In order to ensure accurate
compliance reporting, Learning & Development will assist managers, directors and vice
presidents as appropriate in determining compliance.
4. Employees will be removed from work if they are non-compliant with the annual
compliance training requirement after the close of the annual training period. The
removal from work shall be without pay with the exception of the time needed to
complete the training. The employee will be returned to work once the required training
is completed.
5. Department managers are responsible for ensuring that all employees receive department
and/or job specific compliance training. It is recommended that departments secure prior
approval of program content from the Compliance and Privacy Officer prior to its
instructional use. Records of department-level training are the responsibility of the
supervisor, must be maintained in the department, and must be available for review.

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F. Job-Related Training and Education
Training and educational offerings are directly related to the employee's job if they are designed
to help the employee perform in his/her current job more efficiently or effectively. This is
distinguished from the employee being trained or educated for a different job. Supervisors will
determine whether an offering is job-related.
G. Employer Required Training and Education
Employer required training and educational offerings are considered part of the employee's
duties. These offerings are directly related to the work needs of the unit and are fully funded by
UWHC. Employees will be compensated for attendance and will not be required to use vacation
time, compensatory time, personal holidays, or holiday time.
H. Job-Required Training and Education
Job-required training may be required for employees working in specific job classifications where
a minimum number of continuing education units are necessary in order to maintain licensure,
certification or registration. Specific work agreements and/or union contracts should be consulted
for any allowed compensation and/or paid time for such training.
IV. PROCEDURE
A. Employees must obtain prior approval from their managers before enrolling in classroom
training. Employees may register for internal training within the Learning & Development
System. Links to the system can be found on U-Connect. Questions should be directed to
Learning & Development via the contact information listed on U-Connect.
B. The employee will complete his/her time card in the normal manner, with the exception of Health
Link implementation training. While in implementation training, an employee should clock in
under the Health Link training cost center. Attendance at approved internal training and education
offerings will appear as regular hours worked on the time card.
C. Monitoring of Training
1. Attendance records for internal training and education offerings sponsored by Learning &
Development will be maintained by Learning & Development in the LDS. Participants of
internal training will sign attendance rosters and/or complete a post-test to acknowledge
their participation.
2. Attendance at internal offerings not sponsored by Learning & Development should be
documented by the sponsoring department. A copy of the documentation (roster and/or
post-test) including the participants' employee identification numbers may be sent to
Learning & Development for entry into the LDS.
V. MODIFICATIONS

This Policy creates no rights, contractual or otherwise. Statements of policy obtained herein are not made
for the purpose of inducing any person to become or remain an employee of UWHC, and should not be
considered "promises" or as granting "property" rights. UWHC may add to, subtract from and/or modify
this Policy at any time. Nothing contained in this Policy impairs the right of an employee or UWHC to
terminate the employment relationship at-will.

VI. REFERENCES

Hospital Administrative Policy 9.14-Recording Paid Time
Hospital Administrative Policy 9.60-New Employee Orientation



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VII. COORDINATION

Senior Management Sponsor: VP, Human Resources
Author: Director, Learning & Development

Approval Committee: Administrative Policy and Procedure Committee

SIGNED BY

Ronald Sliwinski
President & CEO

Revision Detail:

Previous revision: 102013
Next revision: 062018