CRTC Training Overview
CRTC provides training and facilitated conversations on topics relevant to our compliance areas. CRTC also partners with Get Inclusive, a third party training platform, to provide required prevention and awareness training.
Required Prevention Training for Employees and Student Employees
These courses satisfy University and Washington State training requirements for faculty, staff, and student employees related to harassment and discrimination prevention, sexual violence primary prevention and awareness, and hazing and bullying prevention. Completion of these underlying training requirements is mandatory for all Western faculty, staff, and student employees. (For additional information related to employee prevention training requirements, see POL-U1600.04; Chapter 28B.10 RCW).
Western is sensitive to community members who have a personal history with sexual violence, discrimination, or bullying/hazing. Individuals who feel that one or more of the trainings would be unacceptably distressing due to personal experience may contact CRTC staff at (360) 650-2307 or email@example.com to request an alternative way to receive important information contained in the training(s). You will not be asked to provide details of your personal experience and your request will be kept confidential exclusively in CRTC.
Western requires all faculty and staff, including temporary employees and student employees to complete mandatory online prevention training. Western currently provides this important learning opportunity by implementing three online courses:
Groundswell - Harassment and Discrimination Prevention (estimated duration: 60-90 minutes). This course prepares learners to cultivate and maintain a workplace culture resistant to discrimination, harassment, and retaliation. Employees will be provided with information and skills that promote intervention, empathy, and allyship, including how to prevent unlawful harassment, identify issues, and resolve conflicts.
Meridians - Clery Act and Title IX (estimated duration: 30-45 minutes). This course takes a close look at the issue of sexual harassment, including sexual assault, relationship violence, and stalking, in higher education; reviews responsibilities of faculty, staff and student employees as mandatory reporters under Title IX, including best practices related to reporting disclosures of sexual harassment to the University's Title IX Coordinator; and includes important regulatory updates.
- Hazing and Bullying Prevention for Employees (estimated duration: 20-25 minutes). This course reviews the definition of hazing and the University's prohibition on hazing, and provides examples of hazing, including educating on the signs and dangers of hazing, how widespread the problem tends to be, and how we as a University community can help keep everyone safe.
New and existing employees who are due for on-going trainings will be assigned by CRTC. Western has partnered with Get Inclusive as the official vendor to deliver these online trainings. Upon assignment, employees will receive an email invitation from firstname.lastname@example.org containing information for how to access and complete the required trainings. Employees can also login directly to the online learning platform (requires WWU login) to access their assigned training modules. Employees should complete the trainings within 45 days of being assigned to them, and are strongly encouraged to complete the trainings as soon as possible, in recognition of their importance to the University community. CRTC will inform supervisors and unit leadership when employees within their area of responsibility are past due for completing these trainings, and ask for their assistance in ensuring that all employees are successfully completing the training requirements.
Hazing prevention training must be completed annually by all employees, including student employees. This is in accordance with University Policy and Washington state law. Employees and student employees will be re-assigned annually to applicable training at the beginning of each academic year, and will be notified via email with information on how to access the training.
How will I know if my employees have completed the required trainings?
Supervisors may request that employees provide certificates of completion for the courses (these can be downloaded by the employee from the online learning platform). Supervisors of faculty, staff, and student employees will receive a monthly report outlining individuals who are past-due for required online prevention training modules. Individuals are considered past-due if training is not completed by 45 days after their assignment. Supervisors are asked to follow up in a timely manner with employees. If, for example, the employee is currently on leave or not currently on contract, this is informational only, and supervisors should plan to communicate with the employee upon their return regarding the importance of completing required trainings.
What about employees who do not have a supervisor listed in Banner?
For employees who do not have a supervisor listed in Banner, the monthly report will be sent to the relevant payroll override approver (or if no override approver is indicated in Banner, to the relevant default payroll approver for the org code).
What if I am not the relevant supervisor/payroll approver or if the employee no longer works at Western?
The Supervisor Change Form can be completed to update the supervisor listed in Banner (for permanent staff, faculty, and academic administrator positions).The Request to Change Payroll Approver Form can be completed if needing to change the override approver for an employee, or change the default approver for an org code.
What if my employee and/or student employee only works a very temporary basis and/or limited duration and it's not feasible for them to complete all the required trainings?
While student employees are required to complete the same online prevention training as faculty and staff, all students also participate in student focused prevention and awareness online training which is administered by Western's Counseling and Wellness Services (CWC). Students can find CWC training information, including how to request exemptions, on the Violence Prevention and Education website.
DEI Training for New Employees & Student Employees
In response to the accessibility, diversity, equity, and inclusion (ADEI) needs gleaned from the Fall and Winter quarter 2022-23 listening sessions, the Spring 2022 climate survey, and the DEI and antiracism training for all students and employees required by Senate Bill #5227, the President’s cabinet initiated this requirement for all new employees to complete a series of 3 required DEI training modules. These modules are also available to all employees and student employees listed as active in Banner.
These initial courses are included as part of an ongoing broader effort to create a comprehensive training/professional development program that centers our diverse identities, cultivate positive relationships, and create a more just, equitable, and inclusive community. We will use the collective knowledge and expertise present at Western to develop further opportunities that will be added, which may include requirements for all employees and student employees beginning in academic year 2023-24. Additional details will be provided at a later date.
These modules are delivered online through the same online learning platform that is used for the above prevention trainings required for all employees. Employees and student employees can login directly to the online learning platform (requires WWU login).
- Diversity, Equity and Inclusion for the Workplace (estimated duration: 45-60 minutes). Course goals include defining diversity, equity, and inclusion, identifying categories of difference, and exploring microaggressions and unconscious bias in the workplace.
- DEI Microaggressions Expanded Learning (estimated duration: 20-25 minutes). Course goals include revisiting what microaggressions are and what they do, identifying ways to handle microaggressions, and describing constructive ways to address microaggressions as allies.
- DEI Unconscious Bias Expanded Learning (estimated duration: 15-20 minutes). Course goals include defining unconscious biases, explaining their impact, and figuring out what we can do to consciously to reduce them.
Equal Opportunity & Affirmative Action Training
All search committee members must complete CRTC's required online Equal Opportunity and Affirmative Action training prior to review of any applications (this includes review of any potential Dual Career Assistance applicants). The online training can be accessed through the Western Training Portal. Search chairs are responsible to ensure that this training requirement is communicated to all committee members and that the required training is completed in a timely manner. The training is more of a “read through” training, so CRTC recommends asking committee members to complete the training individually by a certain date and then re-convening the committee afterwards to discuss any questions they may have or anything that would be helpful to review as a committee. Search chairs are also encouraged to share with the committee CRTC’s Toolkit for Inclusive Searches, which contains important resources and information for search committees. Questions may be directed to CRTC.
The online training explores what equal employment opportunity and affirmative action requirements mean in practice as we conduct searches and with respect to the individuals we employ. It is the policy of the University not to discriminate against any employee or applicant for employment on the basis of race, color, creed, religion, national origin, sex (including pregnancy and parenting status), disability, age, veteran status, sexual orientation, gender identity and expression, marital status, genetic information, or any other characteristic protected by federal, state, or local law. It is also the policy of the University to take affirmative action to employ and to advance in employment, qualified women, minorities, individuals with disabilities, and protected (or covered) veterans, and to base all employment decisions only on valid job requirements. Affirmative actions include training programs, outreach efforts, and other positive steps. This policy applies to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation, and selection for training, including apprenticeship, at all levels of employment. Furthermore, the University will provide qualified applicants and employees who request an accommodation due to a disability with reasonable accommodations, as required by law.
Additional Required Trainings
Please review the below links for information about trainings provided by other University offices, which you may also be required to complete.
Questions regarding these trainings should be directed to the relevant office that provides the training.