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Training Information

Training Information

 

Mandatory Training for New Faculty, Staff and Student Employees

OIE mandatory training is offered in an online format through SkillSoft. New faculty, staff, and student employees must complete this training. Employees must be set up in HRMS in order to take the training and all UCCS employees are required to take the Discrimination and Sexual Misconduct training course within the first 60 days of employment.
Title IX Personnel Training

As required by the Department of Education’s Title IX Final Rule, "recipients must post materials used to train Title IX personnel on their websites, if any, or make materials available for members of the public to inspect." Please note that any material found below is copyrighted by the publishing entity and should not be used without permission from the author. 
Mandatory Training

Mandatory Training

The OIE Discrimination and Sexual Misconduct training includes information on the Sexual Misconduct Policy, the Discrimination and Harassment Policy, the Conflict of Interest in Cases of Amorous Relationships Policy. The training provides information on policy standards and applicable University, Federal, and State statutory and policy definitions of sexual assault, domestic violence, dating violence, stalking, and other types of sexual misconduct.

Additionally, the training addresses discrimination and harassment based on protected class status, including several examples for the protected classes covered under the UCCS Discrimination and Harassment Policy. The training also provides information on the prohibition on retaliation and the mandatory reporting requirements for responsible employees.

Follow the steps below to access the training:

  1. Log onto your campus portal
  2. Click "Skillsoft"
  3. Click "UCCS"
  4. On the left-hand side menu, click "Human Resources"
  5. Click "CU: Discrimination and Sexual Misconduct-UCCS"
  6. Click "Launch"

At this time, OIE has not scheduled further in-person training sessions; however, if you or your department wish to schedule a customized training, please contact OIE at equity@uccs.edu. Thank you.

Title IX Training

Title IX Personnel Training

  • Title IX Training 2020
    Webinar hosted by the Colorado Attorney General

    Key Learning Outcomes:

    • What’s Changed
    • Definitions and Key Terms
    • Education Program or Activity
    • Notifications
    • Intake and IHE Response
    • Supportive Measures
    • Informal Resolutions
    • Relevance
    • Investigations/Investigative Reports
    • Hearings
    • Technology for Virtual Hearings
    • Appeals
    • Sanctions and Remedies
    • Bias and Conflicts of Interest
    • Interaction with Other Laws

    2020 Training Materials

  • Title IX Training
    Training hosted by the Colorado Attorney General
    • Title IX’s definition of “sexual harassment”
    •  The scope of the IHE’s education program or activity
    • How to conduct an investigation and grievance process
    • How to serve impartially, including by avoiding prejudgment of the facts
      at issue
    • How to avoid conflicts of interest and bias
    • Decision makers must receive training on any technology to be used at a
      live hearing, and on issues of relevance of questions and evidence,
      including when questions and evidence about a complainant’s sexual
      predisposition or prior sexual behavior are not relevant

    • Investigators must receive training on issues of relevance to create an
      investigative report that fairly summarizes relevant evidence

      Colorado Attorney General's Training Materials

  • Title IX Training FAQ
    Created by the Colorado Attorney General
  • Title IX Training 2021
    Training hosted by the Colorado Department of Law

    Title IX’s definition of “sexual harassment”
    • The scope of the IHE’s education program or activity
    • How to conduct an investigation and grievance process
    • How to serve impartially, including by avoiding prejudgment of the facts
    at issue
    • How to avoid conflicts of interest and bias
    • Decision-makers must receive training on any technology to be used at a
    live hearing, and on issues of relevance of questions and evidence,
    including when questions and evidence about a complainant’s sexual
    predisposition or prior sexual behavior are not relevant
    • Investigators must receive training on issues of relevance to create an
    investigative report that fairly summarizes relevant evidence

    2021 Training Materials

  • U.S. Department of Education Training
    Office of Civil Rights Webinars
  • Hearing Officer Title IX Training: Hearings and Determinations Under the New Rules
    Training hosted by CU Office of University Legal Counsel

    Key Learning Outcomes

    • Required training for Decision-Makers Under § 106.45(b)91)(iii)
    • Definition of "Sexual Harassment"
    • Scope of CU's "education program or activity"
    • How to conduct a grievance process
    • How to serve impartially by avoiding prejudgment of the facets, conflicts of interest, and bias
    • Issues of relevance
    • Technology to be used
    • What to expect during the University's hearing process
    • Scenario discussion

    CU Office of University Legal Counsel's Training Materials

  • Title IX Training Summer 2023
    Training hosted by the Colorado Attorney General

    Key Learning Outcomes

    • Title IX’s definition of “sexual harassment”
    • The scope of the IHE’s education program or activity
    • How to conduct an investigation and grievance process
    • How to serve impartially, including by avoiding prejudgment of the
    facts at issue
    • How to avoid conflicts of interest and bias
    • Decision-makers: technology to be used at a live hearing, and issues
    of relevance of questions and evidence (including when
    complainant’s sexual predisposition or prior sexual behavior is not
    relevant)
    • Investigators: issues of relevance to create an investigative report that
    fairly summarizes relevant evidence

     

    2023 Training Materials