Campus Training Review Board

As part of being an informed employee and in compliance with various UC, state, and federal laws, each employee of the University is required to complete a certain amount of training activities as part of their job responsibilities. Completing required trainings offers the opportunity to learn valuable information and about specific campus resources to support employees in being most effective in their roles. By staying up-to-date on required trainings, employees are empowered with the latest information they need and decrease risks to the University by being out of compliance. 

While these requirements can vary based on job function, at a minimum, this ranges from one to six hours of training per year per employee. Currently, there are six required trainings that are required for all employees (note that #1 and #4 have two versions each, based on job function; no employee takes both versions)

Required completion every year:
1a. UC Sexual Violence and Sexual Harassment, Anti-Discrimination, Prevention and Education (SHAPE) Training for Non-Supervisors (~ 60 minutes)
2. UC Cyber Security Awareness (~ 30 minutes)
3. UC Workplace Violence Prevention Training (~ 20 minutes)

Required completion every two years:
1b. UC Sexual Violence and Sexual Harassment, Anti-Discrimination, Prevention and Education (SHAPE) Training for Supervisors, Faculty and MSP (~ 2 hours)
4a. General Compliance Briefing: University of California Ethical Values and Conduct (~ 30 minutes)
4b. UC Ethics and Compliance Briefing for Researchers (~ 30 minutes)

Required one time only: 
5. UC Abusive Conduct in the Workplace (~ 20 minutes)
6. Workplace Safety (~ 20 minutes)

These training courses are important not only because they are required as part of job responsibilities, but they mitigate risk and provide valuable information and resources to support our campus principles of community. More information may be found on People & Culture’s Foundational Skills Training webpage

Campus units seeking to propose a new training module to be assigned as "required" to individuals in specific job categories via the UC Berkeley campus learning management system (LMS - UC Learning Center) must submit a proposal to the Campus Training Review (CTR) Board. See the section below on “Lifecycle of a Training Module” for guidance on what considerations should be made when starting the process of designing a training module. See the section below on “Lifecycle of a Training Module” for guidance on what considerations should be made when starting the process of designing a training module.

The CTR Board will review the proposal and make a recommendation to the Chancellor and Executive Vice Chancellor and Provost (EVCP), who have the final decision on whether a proposed training should be required. To start the process, please follow these steps:

1. Save a copy of the “New Training Module Proposal Form” template to your own desktop/files and complete all lines of the form.
2. Submit the form for review by the CTR Board by the 15th of the month to ensure review at an upcoming Board meeting. The Board meets once monthly. When the 15th occurs on a Saturday or Sunday, please make sure to submit the form by the following Monday.
3. The CTR Board may invite you and your proposal team to provide a brief presentation about the proposed training.
4. Once the Board has reviewed your proposal materials and, if needed, has an opportunity to hear directly from you, they will send their recommendations to senior campus leadership within two business weeks. A copy of their recommendation will be shared with you. 
   
   *Note that it may take up to two months to undergo the review process, between submitting a completed proposal form and the Board rendering a recommendation.
5. Once the Chancellor and EVCP have made a final decision, the CTR Board will follow up with you and your proposal team to facilitate next steps, as needed.
   
   A completed “New Training Module Proposal Form” and any questions about the form, process, and timeline may be directed to CTR Board staff Sumali Tuchrello (sumali@berkeley.edu).

• Completed Review: May 2026: Providing Effective Academic Accomodations for Disabled Students at UC Berkeley
  • Additional Review Completed September 2026: Providing Effective Academic Accomodations for Disabled Students at UC Berkeley  
• Completed Review: May 2026: EHS 702: Heat Illness

The submission of a proposal is just one step in the “life cycle” of having a training module added to the UC Learning Center, which is UC’s Learning Management System (LMS). There is pre-planning and post-implementation work that is the responsibility of the unit sponsoring the training. While much of this work is outside the scope, and view, of the CTR Board, the below is offered as points of consideration for any unit or team considering proposing a new training module.

Before the training is approved

• As you are devising the training, consider following these guiding points developed by the CTR Board designed to apply to any training, regardless of topic:
  • Audio narration and instructions should be an optional component in communicating the training content, with a preference to provide an accurate written transcript of the training. This accommodates a broad spectrum of learner styles and personal abilities.
  • Where possible, consider creating shorter, “bite-sized” trainings no longer than 10 minutes. With competing demands on attention and duties, longer training modules become more cumbersome for the learner to engage with and retain.
  • Where possible, consider deploying “pre-training” knowledge checks so that the learner knows up front what areas they already have a foundation of knowledge and where they may have deficiencies. This will help the learner engage more deeply with the training content and, possibly, retain the information for a longer period.
  • When designing knowledge checks or other assessments for before or after the training, consult with the Center for Teaching (CTL) and Learning on best practices for creating quizzes and other assessments. The CTL employs multiple experts on instructional design and pedagogy best practices and can be a supportive thought partner in framing a training module to be most effective for the learner.
  • Consider reinforcing learning activities beyond the training module that will help make the training timely and relevant to the learner. Things like public-service announcement (PSA) campaigns, linking the promotion of a training to a particular event, or other activities beyond the training module itself help the learner audience understand the relevance of the content.
• You can reach out to our campus UC Learning Center team by sending an email to: learningcenter@berkeley.edu. This will start a support ticket and allow you to learn directly from the team that manages the learning management system (LMS) what the technical requirements and timelines are for developing and deploying a new training module. Plan to have several rounds of meetings with this team as you develop the outline of your training, refine your content, confirm the legal requirements and implications of this training, and confirm who your target audience is. The UC Learning team will provide you with guidance on instructional design, technical configurations, and accessibility needs for deploying a training module. The final step in this process is an accessibility review, conducted by the UC Learning team, which can take a number of weeks to schedule and complete. Plan ahead to schedule this after you’ve received all the feedback you expect to get.

After the training is approved

• Once the Chancellor and EVCP have made a final decision to approve your training module, then comes the matter of launching the training module in the UC Learning Center and informing the required audience of their new training obligation.
• After the final decision has been issued by the Chancellor and EVCP, reach back out to the UC Learning team to make any final adjustments to your training module, and get it reviewed for accessibility as needed, before it is officially launched in the LMS.
• While working with the UC Learning team, you will also want to develop your communication plan to inform your audience about this new training requirement. Typically the responsible executive or proposer(s) will prepare a CalMessage for the required audience, provide a short presentation at the monthly Manager Forum on the new training requirement and any other routine forum for supervisors and managers of the required audience (e.g., department manager meetings, Control Unit Administrator (CUA) meetings).

• Sharon Inkelas, Deputy Chief Ethics, Risk and Compliance Officer (CERCO)
• Eugene Whitlock, Chief People & Culture Officer (CHRO)
• Fabrizio Meija, Interim Vice Chancellor of Equity & Inclusion (VCEI)
• Julianna Deardorff, Associate Vice Provost for the Faculty (AVPF)
• Thomas Philip, Chair, Berkeley Division of the Academic Senate
• Colin Gerker-Junsay, Foundational Skills Director
• Gina Garcia, Senior Associate Director, Employer Relations, Haas School of Business
• Michelle Kobus, UC Learning Center Administrator, People & Culture (Board Consultant)
• Sumali Tuchrello, Principal Analyst, Office of the EVCP (Board Staff)

• Charge Letter - November 7, 2025