The University is committed to creating a campus community that is free from sexual harassment and sexual violence. This training gives you clear information about:
- The University’s definitions of sexual harassment and sexual violence, including scenarios to highlight how these behaviors can happen in different settings.
- Strategies that UW-Madison uses to prevent sexual harassment and sexual violence.
- Bystander intervention strategies to use when you see these behaviors on campus.
- Ways you can support someone who experiences sexual harassment or sexual violence.
- Confidential resources that UW-Madison employees can use on campus and in the Madison community.
- Available options for reporting sexual harassment and sexual violence.
- UW-Madison’s policies and procedures for responding to sexual harassment and sexual violence reports.
Frequently Asked Questions
Who needs to complete the training?
All UW Madison faculty, academic staff, university staff, and limited appointees who receive a paycheck from the University are required to complete the training. This includes temporary employees. Employing units who wish to discuss exceptions for temporary employees should contact the Title IX Coordinator at TitleIX_Coordinator@wisc.edu.
I hold a zero dollar or volunteer appointment, or emeritus status with UW-Madison - am I required to take the training?
At this time, only employees who receive a paycheck from the university are required to complete the training. However, if you have regular contact with our students and employees within your role (e.g., externship supervisor, mentor, etc.), we highly recommend that you complete the training so that you are familiar with our campus policies and resources.
Why do I need to take the training?
This training supports our institutional commitment to a safe and equitable campus. It also satisfies a UW Board of Regents mandate for all UW System employees. The mandate requires a refresher training every three years.
When do I need to complete the training?
Employees will be notified of this training requirement as part of their on-boarding process or through their HR rep. Training should be completed within the first month of employment or on the specified training dates for in-person group training for employees who do not have access to a computer as part of their regular reemployment or require translation services for Spanish, Chinese, Hmong and Tibetan.
Group training is offered three (3) times a year: February, June and October beginning in 2018. Your HR reps will be notified of the exact dates, times and locations and share this information with employees, as appropriate. Prior to the group training, please review the appropriate language fact sheet upon hire.
How do I complete the training requirement?
- Online training: Employees with access to a workplace computer will complete the online training. Registration for the online training is hosted by the Office of Human Resources (OHR), Office of Talent Management (OTM). Employees will receive an invitation link to register for the training course through OTM. Once registered, employees will receive a direct link to the training module.
- In-person training: Employees unable to complete online training will be offered in-person training. Information about registering for in-person training will be provided at a later date. In- person training will also be provided in Spanish, Hmong, Tibetan, Nepalese, and Chinese.
- New employees will be registered in the training module as part of the on-boarding process.
Do I need to complete the training in one session?
No. You can stop at any point and resume where you left off when you re-enter the training module. By clicking Yes and then Submit on the last screen in the training, you will be logged as having completed the training.
How can I check my completion status?
Follow the steps below to check that your completion has been recorded in your OTM learner transcript:
- Go to wisc.edu/catalog (link opens in new window).
- Click Login in the upper left-hand corner of the page
- Login with your NetID and password.
- If not directed back to the catalog, please go back to wisc.edu/catalog.
- Click on My Registration and Learning Transcript in the top black task bar.
- Click on the Transcript tab and find your registration.
The Attended column will show “Complete” and the Grade will show “100”. If the grade does not show “Complete”, click on the event name to pull the completion information from the online system.
Periodic reminders will be sent to employees to enroll and complete the training by the stated deadline. Completion data will be provided to the Office of Compliance, Deans and Directors, and the Title IX Coordinator on a regular basis to ensure the campus is meeting its training obligation in this area.
What happens if I don’t complete the training?
Employees who do not complete the training will not be eligible for general wage adjustments or performance pay increases.
What if an employee I supervise does not complete the training?
Policy language endorsed by the Provost’s Advisory Group on Sexual Assault and Misconduct states that supervisors are responsible for ensuring their employees complete the training. Supervisors will not be eligible for general wage adjustments or performance pay increases if employees in their responsibility areas do not complete the training unless efforts to obtain their supervisee’s compliance without success are documented. This policy is currently under review.
Is training on preventing sexual harassment and sexual violence required every year?
No. Training is required every three (3) years.
What can I do if I find the training content to be triggering for me?
Employees who find this content to be triggering can schedule an individual meeting with Employee Assistance Office (EAO) for an alternative training. EAO was selected to offer this training as they are a confidential resource on all employee matters. Employees do not need to provide any reason for requesting the EAO training, they simply need to make the appointment. The alternative training will focus primarily on resources available to employees and ways to report sexual harassment and sexual violence. This option is provided to sensitively balance the expectation that all employees receive training on this important topic with the personal experience an employee may have.