HR Reference Guide


As of July 1, 2021, some State employees are covered under Collective Bargaining Agreements (CBA), see the Division of Human Resource Management, Labor Relations Unit page for more information.  If you are in a job classification currently covered under a CBA, some of the terms and benefits of your employment may be different than the provisions outlined on this page. Please consult your CBA or agency's human resource for further information.


Involves the following types:

  • Required for all employees (e.g., sexual harassment)
  • Required due to the employee's duties or responsibilities (e.g., supervisor mandatory training)
  • General development courses (e.g., emotional intelligence)

A list of mandatory training for employees and employees with specific responsibilities is available on the Division of Human Resource Management's website.

Click on below headings for more information on this topic



Technical (step-by-step) guide: See the NEATS Employee Development procedure (01.30.34).

When determining whether to APPROVE or REJECT a training request, consider the following factors:

  • Is the training free?
    • If the training is not free, are there available funds? 
  • Is it required by or related to the job of the employee?
  • Is it relevant to the prospective duties of the employee?
  • Is it a benefit to the employee and agency by:
    • Preparing the employee for technological or legal developments?
    • Increasing the employee's work capabilities?
    • Increasing the number of qualified employees in an area which the agency has difficulty recruiting and/or training employees?
    • Increasing the employee's professional competence?

See your agency's policies, procedures or regulations for any agency specific processes (e.g., required hard copy form).


When training is required by the agency, an employee is granted release time.

When training is requested by the employee, release time may be granted or an employee may be required to take approved leave.