The Faculty/Staff Policy Review Committee recommends limiting this policy to the core set of institution-wide trainings required and administered by People and Workplace Culture. The policy should apply only to the mandatory trainings that every SLCC employee must complete. Training requirements that are operational, job-specific, credential-based, departmentally mandated, or dictated by external licensing or accreditation bodies should be removed from this policy and managed through departmental procedures rather than institutional policy.

Thank you for the comments. The revisions to the policy, outlined in the responses to other comments received, clarify that "In addition to required training, supervisor-determined training may be assigned to employees through PWC's Onboarding and Learning Management System as part of the onboarding process." This option is for supervisors who want to use the NeoEd LMS during onboarding for courses or programs designed to meet the specific demands of a particular job, such as job-related tasks, processes, and responsibilities unique to those positions, which all college employees do not share.

All OSHA-required training should be coordinated through Environmental Health and Safety. Including but not limited to labs and bloodborne pathogens.

Thank you for the comment. This policy does not dictate the content of supervisor-determined trainings, which are "courses or programs designed to meet the specific demands of a particular job. This covers job-related tasks, processes, and responsibilities unique to those positions, which are not shared by all college employees." This policy enables People and Workplace Culture (PWC) to support college areas, such as EHS, by providing access to supervisor-determined training through NeoEd Learn. In this situation, PWC is supporting the delivery of training to employees, which is assigned and vetted by subject-matter experts.

Concerns about the use of the word "training." Suggested alternative terminology included "required certification" or "required education." Others thought it should remain "training" to be consistent with statutory language in §53H-1-261.

Thank you for the comment. No changes were made to the policy. "Training" is used to be consistent with statutory language.

Concern that the policy focus should be on behavioral change and engagement. Suggestion to add a sentence emphasizing that SLCC is committed to engaging, educational experiences rather than repetitive, compliance-only modules.

Thank you for the comment. No revisions were made to the policy.

3.C. Job-Specific Training – suggests that job-specific training occurs only during onboarding. Consider clarifying that these trainings may continue throughout employment, where operationally or legally required.

Thank you for the comment. The definitions for Job-Specific Training and Role-Based Training have been removed and replaced with Supervisor-Determined Training: "courses or programs designed to meet the specific demands of a particular job. This covers job-related tasks, processes, and responsibilities unique to those positions, which are not shared by all college employees."

Consider removing definitions 3.B and 3.D to avoid future conflicts with the Personnel Definitions document.

Thank you for the comment. Revision accepted.

4.A.1 – The schedule hyperlinked is not what has been communicated to the Faculty Teaching & Learning Center, which is handling payment to departments for the Required Training of Adjunct Faculty. We have been told that all employees must complete all required training each year and are compensated for 3.5 hours of training.

Thank you for the comment. The hyperlink has been updated, and PWC has met with Faculty Development to discuss their concerns.

4.A.2 - Consider defining the acronym PWC as "human resources" so that new employees understand that PWC is human resources.

Thank you for the comment. The term "People and Workplace Culture" is defined in the Personnel Definitions.

Suggestion to flip the order of 4.A.1 and 4.A.2 (for clarity of responsibility followed by operational statements).

Thank you for the comment. Revision accepted.

4.A.3 – The phrase "convenient" is subjective and may not belong in a procedure. This subsection is confusing and may be better suited under Institutional Responsibilities (4.B).

Thank you for the comment. 4.A.3 has been revised.

4.A.4 – The procedure does not specify how employees are notified of required training (for example, by email or by supervisor guidance). Clarifying the communication method may improve implementation.

Thank you for the comment. No revisions were made. College policies are typically reviewed on a five-year schedule. If we specify the communication method and it changes in the next five years, then the policy will be inaccurate.

4.B.1 – Suggestion to revise this section. As federal and state law largely establish required training topics, consider revising to reflect that SLCC develops, delivers, and records training required by law, as well as any institutionally identified training.

Thank you for the comment. The policy statement (section 1) states, "Required training is designed to ensure adherence to college policies and compliance with federal, state, and local laws and regulations."

4.B.2 – PWC does not control content for all required training. This section may need language requiring consultation with subject-matter experts when identifying or approving required topics.

Thank you for the comment. Section 4.B.2 has been revised to state that PWC will also consult with "subject matter experts."

4.B – Suggestion for EHS Oversight additional language.

Thank you for the comment. Section 4.B.2 has been revised to state that PWC will also consult with "subject matter experts" when evaluating and approving topics for trainings and determining completion timelines. This would include consulting with the EHS manager on assigned training related to occupational safety and health compliance.

4.C.1 & 2 – Multiple comments questioned whether 4.C.2 is realistic, given that sometimes adjunct faculty are hired one day before classes start. Would it be more feasible to state that adjunct faculty complete required training within a defined number of days after receiving their initial contract? There was further comment that 90 days (4.C.1) is nearly a full semester, which would be problematic for adjunct faculty.

Thank you for the comments. 4.C.1 has been revised to give all new employees 30 days (instead of 90 days) from the employee's hire date to complete all required training. 4.C.2 has been removed. The 30 days in section 4.C.1 applies to all new adjuncts.

4.C.2 – Request to allow required training to carry over (i.e., only needs to be completed once during a 12-month period, even if it's a "new" contract for the fall and spring semester).

Thank you for the comment. 4.C.2 has been removed. Required training must be renewed based on the approved schedule, which is currently an annual requirement.

4.C.5 & 6 – Section C5 and the first sentence of C6 repeat earlier requirements. These could be consolidated to simplify the policy structure.

Thank you for the comment. Revisions accepted.

4.C – The policy should distinguish PWC-required training from licensure-based or departmentally mandated trainings. The committee noted that this policy should not attempt to govern all profession-specific or credential-based training across the institution.

Thank you for the comment. The definitions for Job-Specific Training and Role-Based Training have been removed and replaced with Supervisor-Determined Training: "courses or programs designed to meet the specific demands of a particular job. This covers job-related tasks, processes, and responsibilities unique to those positions, which are not shared by all college employees." The language used throughout the procedures has been adjusted to reflect this change.

4.C – Suggestion for EHS Oversight additional language.

Thank you for the comment. Suggestion language not included in the policy. Section 4.B.2 has been revised to state that PWC will also consult with "subject matter experts" when evaluating and approving topics for trainings and determining completion timelines. This would include consulting the EHS manager regarding assigned OSHA compliance training.

4.D.2 – Should the legally mandated requirement that supervisors allow employees time to complete required training be in this policy?

Thank you for the comment. No revisions to the policy.

4.D.4 – How often do supervisors have to complete the Supervisor Essentials Certificate Program?

Thank you for the comment. Currently, this training should be renewed every 2 years for existing supervisors.

4.D.4 – Requiring supervisors to attend the Supervisor Essentials Program may be unrealistic, as there is no system for accountability or tracking. The committee recommends removing this requirement or relocating it outside of policy.

Thank you for the comment. The Supervisor Essentials Certificate Program is required training for all supervisors. The certification is recorded and tracked in NeoEd. You may be thinking of the Supervisor Guidance monthly meetings, which are not tracked for attendance.

This section expands supervisory duties beyond what is uniformly required. The committee recommends narrowing this section to focus solely on supervisors' obligations regarding institution-wide required training.

Thank you for the comments. No revisions.

4.D – Suggestion for EHS Oversight additional language.

Thank you for the comment. Suggested language has not been included in the policy. Section 4.B.2 has been revised to state that PWC will also consult with "subject matter experts" when evaluating and approving topics for trainings and determining completion timelines.

The Faculty/Staff Policy Review Committee recommends removing the entire section. This content is operational, not policy-level, and would be impossible to administer centrally. Job-specific training across the college includes highly specialized, legally mandated, licensure-driven, accreditation-required, and equipment-specific trainings.

Thank you for the comments. 4.E has been retitled Supervisor-Determined Training, in alignment with the revisions to the definitions in section 3. Section 4.E.1 has been revised to state, "In addition to required training, supervisor-determined training may be assigned to employees through PWC's Onboarding and Learning Management System as part of the onboarding process." The language throughout section 4.E. has been revised to reflect this change.

4.E – Suggestion for EHS Oversight additional language.

Thank you for the comment. Suggested language has not been included in the policy. Section 4.B.2 has been revised to state that PWC will also consult with "subject matter experts" when evaluating and approving topics for trainings and determining completion timelines.

Suggestion to add a new EHS Oversight Subsection.

Thank you for your comments. Suggested language was not accepted.

4.A.1 – The hyperlinked PDF references Vector Solutions, and the NeoEd start dates are inaccurate.

Thank you for the comment. The hyperlink has been updated.

4.B.2 – "Executive Cabinet" may no longer be the appropriate term.

Thank you for your comment. This terminology has been updated throughout the policy.

Is this feasible "[4.C.]2. Adjunct faculty must complete their required training before receiving their contract to teach classes at the college." given that sometimes adjunct faculty are hired one day before clasess start? Not ideally, but it happens.

Agree with [commenter] above. Perhaps something like "adjuncts will complete their training before the start of the semester or within 1 week of reciept of contract, whichever is later. Just workshopping ideas.

https://www.slcc.edu/requiredtraining/docs/course-syllabi-and-learning-objectives-required-training-for-website.pdf Refers to Vector Solutions Learning Management System, not NeoEd. Thank you!

Yes, new adjunct faculty do not always have time to do the required training before starting to teach. 90 days is almost a full semester so new adjunct faculty will not know about FERPA, etc. until almost the end of their first semester. This can be problematic.

The schedule listed in this policy in the sentence below is not what has been communicated to the Faculty Teaching & Learning Center who is handling payment to departments for Required Training of Adjunct Faculty. We have been told that all employees do all training each year and they are compensated 3.5 hours to do so. Here is the statement in the policy: "Required training must be completed or renewed as outlined in a schedule approved by the Executive Cabinet. "

How often do supervisors have to complete the Supervisor Essentials training?

1. Overall Policy Recommendation: The committee recommends limiting this policy to the core set of institution-wide trainings required and administered by People and Workplace Culture. The policy should apply only to those mandatory PWC trainings that every SLCC employee must complete. Training requirements that are operational, job-specific, credential-based, departmentally mandated, or dictated by external licensing or accreditation bodies should be removed from this policy and managed through departmental procedures rather than institutional policy.
2. 1 Policy: Concern about the use of the word "training." Some members view "training" as a factory-model term that suggests repetitive, checkbox compliance rather than meaningful education.
3. 1 Policy: Consider alternatives such as "required certification" or "required education."
4. 1 Policy: Because statutory language in §53H-1-261 uses the term "training," changing terminology may create confusion.
5. 1 Policy: The group discussed that the focus should be on behavioral change and engagement, regardless of the label.
6. 1 Policy: Suggest adding a sentence emphasizing that SLCC is committed to engaging, educational experiences rather than repetitive, compliance-only modules.
7. 3 Definitions – Personnel Classifications: Full-time and part-time definitions may be redundant if these terms already exist in the Personnel Definitions reference. Consider removing them to avoid conflicting definitions.
8. 3 Definitions – Job-Specific Training: The definition suggests that job-specific training occurs only during onboarding. Consider clarifying that these trainings may continue throughout employment where operationally or legally required.
9. 4A1 General Procedures: Hyperlinks referenced in this section must remain current. The current PDF still references Vector Solutions, and NeoEd start dates are inaccurate.
10. 4A3 General Procedures: The phrase "convenient" is subjective and may not belong in a procedure. This subsection is confusing and may be better suited under Institutional Responsibilities.
11. 4A General Procedures – Ordering of Subsections: Subsections A1 and A2 appear out of sequence. The committee suggests listing responsibility first, followed by operational steps.
12. 4A General Procedures – Use of Acronyms: Consider defining PWC so that new employees understand that PWC is human resources. This may be one of the first policies a new employee looks at.
13. 4A4 General Procedures – Communication: The procedure does not specify how employees are notified of required training (for example, by email or by supervisor guidance). Clarifying the communication method may improve implementation.
14. 4B1 Institutional Responsibilities: Federal and state law largely establish required training topics, so stating that SLCC "determines" training requirements may be inaccurate. The committee suggested removing or revising this section to reflect that SLCC develops, delivers, and records training required by law, as well as any institutionally identified trainings.
15. 4B Institutional Responsibilities – Executive Cabinet: It is unclear whether the Executive Cabinet still exists in its current form. Governance terminology may need updating.
16. 4B Institutional Responsibilities – Consultation: PWC does not control content for all required trainings. This section may need language requiring consultation with subject-matter experts when identifying or approving required topics.
17. 4C Employee Responsibilities – Adjunct Faculty Timeline: Requiring adjunct faculty to complete training before receiving a contract may be unrealistic and creates ACA and compensation concerns because they need to be compensated for their time. The committee suggests instead requiring that adjunct faculty complete required training within a defined number of days after receiving their initial contract. In addition, allowing required training to carry over (i.e., only needs to be completed once during a 12-month period, even if it's a "new" contract for the fall and spring semester).
18. 4C Employee Responsibilities – Scope of Policy: The policy should distinguish PWC-required training from licensure-based or departmentally mandated trainings. The committee noted that this policy should not attempt to govern all profession-specific or credential-based training across the institution.
19. 4C Employee Responsibilities – Repetition of Content: Section C5 and the first sentence of C6 repeat earlier requirements. These could be consolidated to simplify the policy structure.
20. 4D2 Supervisor Responsibilities: This section requires supervisors to allow employees time to complete required training and compensate them as legally mandated. The committee questioned whether this requirement belongs in policy or whether it should be handled operationally rather than through policy language.
21. 4D Supervisor Responsibilities – Scope: Several statements expand supervisory duties beyond what is uniformly required. The committee recommends narrowing the content of this section to focus solely on supervisor obligations tied to institution-wide required training.
22. 4D Supervisor Responsibilities – Supervisor Essentials Program: Requiring supervisors to attend the Supervisor Essentials Program may be unrealistic, as there is no system for accountability or tracking. The committee recommends removing this requirement or relocating it outside of policy.
23. 4E Job-Specific Training: The committee recommends removing the entire Job-Specific Training section. This content is operational, not policy-level, and would be impossible to administer centrally.
    • Job-specific training across the college includes highly specialized, legally mandated, licensure-driven, accreditation-required, and equipment-specific trainings.
    • Examples include OSHA certifications in CTE programs, CDL and DOT requirements, FAA-aligned training in aviation programs, food-handler certifications, lab-safety credentials, clinical CEUs for licensed professionals, and equipment-specific certifications such as forklift, CNC, or hazardous machinery training.
    • These requirements are determined by departments, credentialing bodies, and regulatory agencies, not PWC. Including them in policy would create unrealistic tracking expectations, operational inefficiencies, and potential compliance risks.
    • The committee supports limiting the policy to PWC-published required trainings only for review every 2 years, reviewing additional college-wide training, but not each job specific training. For example, reviewing supervisor guidance, or doing a review of the required ADA training every 2 years.

All OSHA required training should be coordinated through Environmental Health and Safety. Including but not limited to labs, bloodborne pathogen,etc.

Here are my suggestions:

Policy Additions for EHS Oversight

Section 4.B – Institutional Responsibilities

Add:

4. The Environmental Health & Safety (EHS) Manager is responsible for reviewing and approving all training related to occupational safety and health compliance, including OSHA-mandated topics.

This includes ensuring that training content meets regulatory requirements and that completion records are maintained for audit purposes.

Section 4.C – Employee Responsibilities

Add:

Employees must complete OSHA-required training as directed by the EHS Manager and within the time frames established by EHS and PWC.

Section 4.D – Supervisor Responsibilities

Add:

Supervisors must coordinate with EHS when assigning or verifying completion of any OSHA-related training for their employees.

Section 4.E – Job-Specific Training

Add to the Job-Specific Training Request Procedure:

(4) If the requested training involves occupational safety or health compliance, the EHS Manager must review and approve the content before the Required Training Committee makes a final decision.

New Subsection

Add:

F. Environmental Health & Safety Oversight

1. EHS will identify OSHA-required training topics and ensure they are incorporated into the college's required training program.
2. EHS will review training materials for accuracy and compliance with applicable regulations.
3. EHS will maintain documentation of OSHA-required training completion for all employees.
4. EHS will collaborate with PWC to schedule and deliver OSHA-related training in a timely and accessible manner.