Stanford University is obligated to provide necessary training to employees of the University, and retains the right to identify certain training as required. Where identified as required, training will be considered a job responsibility, as it is integral to the quality of work performed by the employee and contributes to the overall effectiveness of organizational operations.
The policy is applicable to all Stanford University employees, including faculty, staff and students.
The increasing complexity of the work environment requires continuing development of competencies and upgrading of knowledge and skills relating directly to the performance of work. In addition, changes in external regulation and Stanford policies, procedures and practices have created risks/liabilities which require the delivery of consistent information to Stanford University employees (faculty, staff and students) with specific responsibilities. The documented delivery of training is in some cases mandated by external agencies and subject to audit review (for example, in areas such as financial management, health and safety practices, and sponsored project administration).
a. Department Managers are responsible for:
b. Departments providing required University-wide training are responsible for:
Satisfactory completion of required training must be documented within the organization requiring the training. Such documentation is a prerequisite for authorization to perform certain tasks; e.g., for authority to expend University funds or for access to particular information or materials.
Questions about this policy may be directed to Learning & Organizational Effectiveness at (650) 723-4635 and firstname.lastname@example.org. This office chairs the University Training Advisory Committee.
a. Required Training—Material for which competency must be demonstrated as a condition of employment in certain jobs, or for the assignment of certain tasks.
b. University-wide—Having general applicability to members of the University community, not specific to any School, department or office.
c. Local Training—Having specific applicability to the needs of an individual School, department or office.
d. Release Time—Time away from the job made available for participation in training or other job-related activities. Release time is compensable working time.