The deadline to register a new AD for NADT in June is aligned with the standrad registration deadline, which is typically April 30.

If a new AD is hired after April 30, they do not need to wait an entire year to begin their training. They can begin with the Year-Long Onboarding cohort in August and then complete their NADT experience the following June. This allows them to get training right away while still receiving the full benefit of NADT at the appropriate time.

All staff in the AD job family, including Associate and Assistant ADs, are invited to participate in NADT. Regional Coordinators are also welcome, and Managing Regional Coordinators are expected to attend in the same way as ADs. 

The goal is to ensure that anyone functioning in directional leadership or management roles has access to the same foundational training, shared language, and developmental experience.

We recommend that external hires who step directly inot the AD role begin with NADT, as it offers the most immediately relevant and applicable training for their responsibilities.

Because these staff may not have gone through earlier formation experiences (such as SHIFT, 3DT, or the Staff Sexuality modules), it will take some intentional planning from the hiring supervisor to help them engage those elements in a way that is timely and meaningful.

ONS can still be a valuable experience later on, potentially even as a small group leader, once they are more established in their role.

For additional clarity, see these sample User Journeys, which illustrate how the pathways can flex to support a variety of entry points and staff backgrounds.

Part-time ADs are invited to participate in NADT, the Year-Long Onboarding Cohort, and Cultivate. We recognize that capacity may vary, so portions of the year-long cohort will include asynchronous options to increase accessibility.

There are no penalities for not completing every element of the pathway. However, participation is strongly encouraged so that part-time staff can access the training, resources, and shared learning that support them in their role.

Absolutely. Check out the Pathway User Journeys for sample personas and their journey. 

The AD Pathway offers clear direction while giving staff freedom to adapt them to their unique contexts. These user journeys show how the same framework can flex for real people in diverse roles and stages. Our goal: a shared, reliable pathway that provides clarity while still leaving room for nuance and wisdom in application.  

Learning Weeks are desginated times throughout the year to prioritize development opportunities. While many offerings are geared toward campus staff, ADs will have opportunities as well.

Two of the Learning Weeks overlap with key AD experiences:

• The last week of June (overlapping with NADT)
• The 2nd week of November (overlapping with Cultivate)

Additional Learning Weeks include:

• The first week of February
• A floating week in July

While not all offerings will be AD-specific, there will occastionally be courses designed for ADs outside of Cultivate. These may range from multi-session experiences to shorter, focused trainings.

We are commited to communicating these opportunities well in advance so you can plan proactively with your staff. Offerings for June 2026 and the full 2026-2027 cycle will be shared by May 2026. Check the Field Staff Training Events site for the latest updates.

For a detailed breakdown of content, see the Pathway Program Details doc. These materials include links to each program and will continue to be updated.

We are continually working to refine the topics of these programs in order to serve the rapidly evolving needs on campus and in partnership with senior leaders.

Learning Week offerings and Cultivate will vary from year to year. A full course catalog will be published each year. Check the Field Staff Training Events site for the latest updates.

There are no external or punitive consequences. Our goal isn't enforcement, it's partnership and clarity in developing staff. We encourage this timeline because it helps staff receive important training as ADs make "the turn" from staff to manager. This training is foundational to their growth and to our shared mission. 

The "consequences" we imagine are developmental rather than disciplinary: slower growth, feeling disconnected, or having less ownership of the larger vision. 

For extreme part-timers, you may decide that a different pace makes sense. But for staff who are central to your team's work, we encourage using the pathway as designed and being intentional and thoughtful with any outliers. You're not alone in that discernment; we're here to support you as you navigate unique situations. Feel free to reach out to the Training Team for a consultation ([email protected]).

Click here for some sample user journeys that highlight how the same framework can flex for real people in diverse roles and stages.