Vision and Goals
InterVarsity has an opportunity to align how we form and equip our frontline leaders. The CSM & AD Pathways establish a cohesive, nationally supported development plan for the first three years of both roles, integrating spiritual formation, ministry skills, and leadership development. This clarity will improve consistency, strengthen regional training efforts, and accelerate our strategic priorities.
By April 2026, the goals are to deliver:
By April 2026, the goals are to deliver:
- A set of graphics that clarifies the national baseline of training for CSMs and ADs years 0-3
- Supplemental docs that will outline time cost, financial cost, key details to each event or program
- A curated set of resources for nationally recommended training topics
CSM Pathway
Our expectation is that all staff working 20+ hours weekly will complete the CSM pathway within 4 years of their appointment, anchored by whether they will attend ONS after their first or second year on campus. This model provides national coherence while preserving regional flexibility. It gives staff a predictable and sustainable sequence for the vast majority of staff to complete all required training within a 3-4 year window. The training team will provide annual updates to VPs/RDs to enable appropriate accountability to these expectations.
-
ONS
-
Staff Sexuality Course
-
Digital Onboarding Course
-
3D Theology
-
SHIFT
Expectations
While ONS attendance within the first 3 years of appointment is encouraged for all staff, it is expected for those working 20+ hours/week, ideally after the completion of their first or second year on campus.
In addition, all staff appointed for 20+ hours are expected to complete the additional four trainings that comprise the CSM Pathway sometime in their first 4 years on staff, anchored by when they attend ONS.
-
-
Staff working 30+ hours may be excused from this expectation by VP approval.
-
Staff working 20-30 hours may be excused from this expectation by RD approval.
-
-
-
Onboarding & Sexuality training: will be completed before staff attend ONS
-
3D Theology & SHIFT: will be completed after staff attend ONS
Our Hope
This model provides national coherence while preserving regional flexibility. It gives the vast majority of staff a predictable and sustainable sequence to complete all required training within a 3-4 year window.
-
Approximately 40% of new staff attend ONS at the end of their first year and complete the full CSM pathway in three years
-
An additional 40% of new staff attend ONS at the end of their second year and complete the full CSM pathway within four years
-
The remaining 20% can complete the pathway at RD discretion due to part-time status, global project participation, or other extenuating circumstances.
Additional Program Components
MPD 101/201
This program covers spiritual foundations of MPD and first skills in the MPD cycle.
Online Cohort:
⏰ 90 min / week for 7 weeks
🗓️ Offered 3x per year
201:
For new CSMs who previously went through 101 as a CMA
MPD 102/202
A "launch week" for doing MPD engages and setting up appointments.
Time Commitment:
⏰ In-person 4-days (online option)
🗓️ Offered in-person 1x per year, online 2x per year
202:
For new CSMs who previously went through 102 as a CMA
MPD 103
Additional support and training in the MPD cycle.
Online cohort:
⏰ 60 min / week for 8 weeks
🗓️ Offered 3x per year
MPD 104
Covers donor care and sustaining MPD rhythms over the long-term.
Aysnchronous Courses:
🗓️ MPD Coach assigns this when staff hits 90% of their budget
AD Pathway Program Details
NADT
Covers early, basic skills in making "the turn" from CSM to AD.
Logistics:
💲 $700
🗓️ 5 days in person
*Can either start with NADT or with the year-long cohort in the fall(and end with NADT)
Year-Long Onboarding Cohort
A "launch week" for doing MPD engages and setting up appointments.
Logistics:
🗓️ Monthly webinars August-May
*Can either start with NADT or with the year-long cohort in the fall(and end with NADT)
Cultivate
AD training for their roles.
Logistics:
💲$350
🗓️ 3-year cycle:
- Optional (2026)
- In-person (2027)
- Online (2028)
CSM Pathway User Journeys
Regular Rita
Rita’s journey reflects the classic CSM rhythm. Her region’s one-year CMA internship and structured training gave her a strong foundation before starting her first CSM year. She built strong foundational skills, strengthened MPD over the summer, and entered year two ready for more responsibility. By ONS, she felt prepared and encouraged. With her region’s new staff training program completed, SHIFT and 3DT felt timely and compelling. The two-year window of those trainings allowed her the opportunity to even staff a GP one summer. Overall, the Pathway gave her clear next steps without overwhelming her. For her, it was supportive, well-paced, and appropriately challenging, helping her grow with confidence.
GFM Gretta
Gretta’s timeline required flexibility based on both needs and interests. Her MPD process took longer than expected, and as an eager learner, she wanted to finish everything early. But her supervisor wisely protected her time on campus. Together they kept the spirit of the Pathway while adjusting its pace, tailored to her gifts, enthusiasm, and the realities of GFM ministry. Gretta completed 3DT earlier than typical because it matched her energy and readiness, but then went to ONS (and subsequently SHIFT) later. GFM’s robust new staff training program also served her well, covering the nationally recommended topics with ease.
Part-time Patty
Patty’s part-time schedule naturally stretched out her Pathway, and the slower pace ultimately became a gift. Some development pieces, like the sexuality course, happened even earlier, giving her the needed framework for real-time situations. She attended ONS in her fourth year, pairing it with SHIFT the same summer to minimize disruption. 3DT required extra time (after her 7th year), but her supervisor and RD supported the pace. While she lamented not getting some training earlier, she maintained a great attitude and appreciated the structure the Pathway provided even when her timing differed from peers.
Focus Ministry Fred
To prioritize time on campus, Fred had to carefully balance FM meetings and conferences with his region’s intern training program, all in close coordination with his supervisor. Together they used the Pathway to map milestones and determine what to prioritize when. Learning Weeks helped him complete required training with minimal campus disruption. Though he often landed on the later end of timelines (he finished sexuality training in the airport on the way to ONS!) he still met all expectations. Fred ended grateful for the Pathway’s structure and flexibility, and his journey shows how strong coordination between supervisor, regional rhythms, and national offerings enables steady progress even with a demanding schedule.
Solo Sam
With no regional training program in place, Sam relied heavily on the Ministry Playbook, plus his AD using “off-the-shelf” components of the nationally recommended topics. He also intentionally made strong use of online offerings through Catalyze, which gave him steady support even when local resources were limited. While most of his training was online, he chose to attend 3DT in person to gain relational touchpoints and learn alongside other staff. That decision strengthened his sense of connection to InterVarsity’s broader community as he re-connected with friends whom he had met at MPD 102 and ONS, many who were on the same schedule and pace in the Pathway.
More Details about the CSM Pathway Requirements
1 – ONS2 – 3D Theology3 – SHIFT4 – Sexuality
Orientation for New Staff
A foundational program for new staff that introduces InterVarsity's national ministry, clarifies the role and expectations of IV staff, and outlines the key ways the organization supports campus work,all in the context of a shared learning community.
🗓️Time commitment: 7 days in person
💲Cost: $1850
Featured course above: Introduction to InterVarsity
3D Theology
An intensive introduction to InterVarsity's theological approach, representing both our values and our method for how we "do theology" together as an interdenominational, Bible-based, missional movement.
🗓️Format: Both online and in-person options available.
Featured course above: Sharpening Your Small Group Leadership Skills
SHIFT
🗓️Time commitment: 3 days online
💲Cost: $75
.
Featured course above: Cultivating Intimacy with God Together
Sexuality
Sexuality Course
🗓️Time commitment: 7 days in person
💲Cost: $1850
Featured course above: Introduction to InterVarsity
Questions and Answers
They can also start in August and finish with NADT the following June.
Anyone in the AD family is invited; Regional Coordinators are also invited.
We recommend NADT first...it will take intentionality for them to complete SHIFT, 3DT, and the Human Sexuality modules, however. They can also go to ONS as a SG leader later potentially.
Part-time ADs are invited to NADT, the Year One cohort calls, and of course to attend Cultivate annually. If their part-time hours and other issues make it challenging for them to attend certain things, the AD Pathyway can be used to help determine critical elements they may be missing. For some things, there will be virtual and/or asynchronous resources available. Other creative solutions may also be possible to help cover developmental gaps.
Like CSMs- these are weeks to look for development opportunities. Most courses will be for CSMs, but at times there could be some AD courses, even outside Cultivate. Not just multi-session/day, but also shorter ones.
- First week of February
- Last week of June (overlapping with NADT)
- (An additional, floating week in July)
- Second week of November (overlapping with Cultivate)
We'll keep you informed well ahead of time so you can plan in partnership with your staff rather than being surprised.
Click here for an initial draft of all the offerings in 2026-2027.
- Pathways Program Details
- Diversity training, schedules, off-the shelf resources, promises to publicize early and run good processes
- Learning Weeks offerings 26-27 draft
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.
Check out the user journeys above that highlight how the same framework can flex for real people in diverse roles and stages.