Support for Employee Job-Related Education and Training

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Policy Number:
UW-5034
Old Policy Number:
12.01
Responsible Office:
Office of Human Resources

University Policy

Rationale/​Purpose:

As an institution committed to discovery and learning, and in alignment with Regent Policy Document 20-21, this policy addresses support for job-related education and training.

Definitions:
Education and Training
Coursework or training which enhances skills or provides knowledge that will improve an employee’s job performance; is mandated by law or regulation in order for the employee to retain the job; is directly related to the employee’s current profession; or provides for career development. Training or education for personal enrichment does not meet this definition.
Scope:

This policy applies to Faculty, Academic Staff, University Staff, Limited Appointees, and Temporary Employees. Graduate students, employees in post-degree training titles, and student hourly employees are not eligible for career- or job-related coursework and training assistance under this policy. This policy does not apply to educational activities taken for personal enrichment.

Policy:

Policy Detail

UW–Madison promotes the learning and professional development of employees and may require certain education and training directly and immediately related to an employee’s job.

  1. Education and training related to an employee’s job may be funded by the schools, colleges, and divisions.
    1. Availability of funding, including source, is determined by the school, college, or division. Faculty or staff may have their own funds available for these purposes as well.
    2. An employee must consult their department or unit (or school, college, or division if applicable) to determine available funding.
    3. Education and training related to an employee’s job is not a form of compensation.
    4. An employee may be reimbursed for authorized education and training in compliance with Internal Revenue Code 26 U.S. Code § 127, Wisconsin Department of Revenue tax regulations, and within UW-Madison budget constraints.
  2. The schools, colleges, and divisions must adhere to the following standards and may establish additional policies or procedures.
    1. Schools, colleges, and divisions must ensure that opportunities for job-related education and training are equitably provided.
    2. The authorization of job-related education and training must be based on the criterion that successful completion of the qualifying education and training will benefit both the university and the employee through increased knowledge, abilities, and skills.
  3. UW–Madison must provide a supervisor development program that includes:
    1. Employee engagement, inclusion, and diversity
    2. New employee onboarding
    3. Performance management
    4. Knowledge of personnel policies

Responsibilities

Table 1. Responsibilities
Office of Human Resources (OHR)
  • Maintains a centralized online catalog of learning and development opportunities
  • Maintains the UW–Madison employee learning transcript
  • Serves as the campus expert on employee learning and development
  • Partners with internal and external learning providers to continue to grow the learning opportunities open to employees
Deans and Directors
  • Ensures employees have access to learning opportunities
  • Encourages employee development
  • Ensures assistance opportunities are equitably provided
College/School/Division HR
  • Ensures employees have access to learning opportunities
  • Communicates support and processes for employee learning and development to employees
  • Develops, implements, monitors, and maintains processes that support employee and organizational needs
  • Consults with OHR as needed
Department/Unit
  • Ensures employees have access to learning opportunities
  • Communicates support and processes for employee learning and development to employees
  • Develops, implements, monitors, and maintains processes that support employee and organizational needs
Supervisor
  • Encourages employee learning and development
  • Builds employee learning and development into the performance management conversations with employees
Employee
  • Communicates needs related for personal learning and development to supervisors
  • Participates in learning and development activities
Related UW-Madison Policies:
Related UW–Madison Documents, Web Pages, or Other Resources:
External References:

Policy Administration

Approval Authority:
Vice Chancellor for Finance and Administration
Policy Manager:
Associate Vice Chancellor/Chief Human Resources Officer
Contact:
Director, Talent Development -- Lynn Freeman, lynn.freeman@wisc.edu, (608) 890-4398
Effective Date:
06-30-2015
Revised Dates:

03-02-2020, 05-27-2025

Retrieved:
06-14-2025 04:05:28