Graduate Faculty Development Program Trainings

The graduate programs within the Graduate Division require their faculty participate in yearly mentorship trainings. The Graduate Faculty Development Program (GFDP) will provide the following trainings for faculty of the basic science PhD programs. For more information about faculty training requirements, see the Graduate Program Policies.

UCSF is committed to making its facilities, activities and events accessible. To request accommodations for any of the events below, please contact [email protected] as soon as possible, at least 24 hours before the event.

The Graduate Faculty Development Program has developed the trainings below to support research faculty in their various roles as research mentors for PhD students and postdocs. Each of our trainings will satisfy the graduate programs' mentorship training requirement for the academic year.

Participation in non-GFDP trainings may also satisfy mentorship training requirements, and faculty are encouraged to fill out our Non-GFDP Training Participation Form to provide graduate program directors information about trainings they take outside of the GFDP.


List of 2022-2023 Training

The GDFP series in 2022-23 is based on the NSF-funded UCSF-CCSF Inclusive Research Mentor/Manager training (DUE #1801186, 1800998, 2055735, 2055309), committed to building more inclusive lab environments. This series focuses on teaching scientists evidence-based frameworks, language and strategies to lead productive teams, including:

  1. People manager skills: Learn the 7 core supervisory/people manager skills including approaches to manage the role conflict inherent in navigating the overlapping mentoring, teaching/training and supervisory responsibilities. 
  2. Operationalizing inclusivity in day-to-day responsibilities: Identify and apply the 5 concrete strategies that are the basis of inclusivity when managing performance. Also develop strategies to navigate power differentials on productive teams. 
  3. Utilizing change management principles: Determine and manage which inclusive practices will work for your specific situation/population. 



Naledi Saul, MPM. Director, UCSF Office of Career and Professional Development/PI for the NSF ATE collaborative grant: A Collaborative Approach to Work-Based Learning in Biotechnology: Building Inclusive Lab Environments.(DUE #2055735)

Karen Leung, PhD. Biotechnology Faculty, City College of San Francisco/PI for the NSF ATE collaborative grant: A Collaborative Approach to Work-Based Learning in Biotechnology: Building Inclusive Lab Environments.(DUE #2055309

Module 3 - Effectively Supervising People Who Aren't You: Mentoring and managing different work style preferences

In this workshop, we'll discuss how understanding your lab members' different professional values and approaches to work can impact your group's productivity, morale and well-being.  We'll also cover approaches that PIs can use to engage workstyle and value differences skillfully, including when and how to make space for differences and/or set boundaries. 

  • First, we consider which facets shape an individual's "operating system" when we engage in work, including factors such as how we prefer to communicate/engage others, make decisions, feel organized, and define "behaving professionally.
  • Second, participants will assess and articulate their own work style preferences, as well as develop vocabulary to consider and discuss others’ preferences without unnecessarily pathologizing others approach to work.
  • Finally, we'll discuss inclusive tactics that team leaders use to manage values and work style differences and create a positive team dynamic that reaps the benefits of working in diverse teams.



Tuesday, January 10, 2023
10 a.m.- 12 p.m.


Registration Link:




Module 4 - How to transparently set (performance and conduct) expectations and train your diverse team

Gallup’s national State of the American Worker poll notes that half of us do not know what is expected of us from work. We discuss the challenges – the impossibility, actually – of setting all performance and behavioral expectations at the beginning of someone’s tenure, and the strategies that successful research mentors/managers use to set and manage those expectations over time.

  • Participants will 1) identify which key expectations need to be set immediately to preserve their own productivity, 2) define and articulate expectations to team members, 3) overcome common challenges in setting expectations, including when their mentee/report has a strongly held "operating system"/way of doing things, and 4) consider criteria to determine if they’ve set an expectation effectively.
  • We will also discuss strategies to streamline training to more efficiently onboard and train new members of a team as well as troubleshoot common training issues that can result in loss of productivity for the individual, the research mentor and/or their teams. Finally, we will discuss strategies and support to enhance your team members' learning and development. (Sharing resources, best practices, training, standardization and resources and support services across the university.) 



Tuesday, February, 21, 2023 
10 - 11:30 a.m.


Registration Link Live:

February 1


Module 5 - Communicating inclusively: Developing your own feedback strategy and style

Do you feel most comfortable offering positive (or kudos) feedback? Do you tend to avoid or sugarcoat corrective feedback because you are concerned that your words will demotivate the listener? Not sure what "evaluative" feedback is? Then this is the session for you.

In this module, we begin by dissecting the three types of feedback that everyone (including you) needs to be productive: kudos, corrective and evaluative feedback. Participants will:

  1. Practice giving feedback using an evidence-based protocol that works for both kudos and corrective feedback.
  2. Discuss how to modify the protocol as they consider their style (including their personal values, approach and language) and the receiver.
  3. Describe strategies to both gain buy-in/determine how the receiver can best hear and act on that feedback, and how to engage when the recipient has a strong reaction to feedback.



Tuesday, March 7, 2023 
10 - 11:30 a.m.


Registration Link Live:

March 1

Module 6 - When someone isn't meeting your expectations: Strategies and resources to manage performance equitably

When someone repeatedly fails to meet performance or conduct expectations, many research mentors frequently under- or over-correct and mistakenly attempt to handle the situation alone (rather than reaching out for support).

  • In this session, participants will learn tactics to determine how their particular organization expects them to manage performance or conduct issues, how to access organizational resources to help them navigate the situation, common mistakes, and approaches to tap into the training, support and accountability that every research mentor/people manager needs to manage the responsibility and power of having evaluative authority over members of their team. 



April 18, 2023 
10 - 11:30 a.m.


Registration Link Live:

March 7th




Module 1 - Faculty: inclusivity is a design question. Which inclusive practices will you use?

Many faculty/research mentors have people manager/supervisory responsibilities (including setting expectations and giving feedback to improve performance), and could therefore benefit from inclusive management practices which have been shown to increase productivity, morale and wellbeing.

If you are wondering which inclusive strategies and tools will work with your team, this is the session for you! We will examine frameworks, practice language, and determine which inclusive approaches would work with your approach/situation.

In this highly-interactive, kickoff session, participants will:

  1. Learn a framework benchmarking inclusivity for mentors/managers to assess which decisions, behaviors and actions meet our definition of an "inclusive mentor and manager."
  2. Practice applying these principles to their own work responsibilities, by intentionally designing inclusivity into a common mentoring/managing task (holding a 1:1/group/lab meeting). We will use this example to extrapolate how research mentors can intentionally infuse inclusive best practices into any mentoring/managing task. 
  3. Test out engaging in an "inclusivity check," by identifying a professional situation or process of their choice (giving feedback, part of an interviewing/recruiting process, etc.)  and considering strategies to both identify and increase the level of inclusivity for participants.
  4. Discuss change management basics, including best practices when introducing a new process/procedure on your team. 





Tuesday, November 15, 2022
10 a.m. - 12 p.m.



Module 2 - Faculty with People Manager Responsibilities: Strategies to manage productivity

Many faculty/research mentors have "people manager/supervisory" responsibilities, from setting expectations to giving feedback to improve performance. Learn and discuss how which best practices you can apply to work with your diverse team of mentees/staff:

In this session, participants:

  • Self-evaluate their strengths and growth areas in executing the 7 fundamental people manager responsibilities, including setting expectations; the three types of feedback; rewarding achievement; and managing the inevitable conflict and change inherent in even the most functional teams.
  • Dissect the specific strategies, resources and support faculty can use to equitable balance decisions and actions in fulfilling their differing roles as a research mentor, educator/trainer and people manager.

By the end of this session, participants will have a definition of what it means to 'manage effectively' as a faculty member! 




Tuesday, December 6, 2022
10 a.m. - 12 p.m.

Previous Years' Training

Non-GFDP trainings:

Restorative Justice in the Lab


Building or strengthening the sense of community of your team can help foster a sense of belonging for individuals, improve morale, and promote the success of your trainees. Through this new program, we will work 1:1 with faculty to facilitate community building opportunities.    

Learn More

Faculty Participation Tracker 

The GFDP trainings listed below will fulfill the graduate programs' mentorship training requirements while also providing meaningful and practical guidance to faculty in their roles as mentors, supervisors and advisors to their trainees.

Faculty Participation Tracker

For the sake of transparency and accountability, faculty participation in our training is tracked and made available in our Faculty Participation Tracker. Graduate program directors and administrators use this data to enforce their program-specific policies regarding faculty training. Graduate students and Postdocs are also able to view this data. If you have any questions about our participation tracker, please reach out to Isaac Strong.


Faculty Participation Tracker

Non-GFDP Training Opportunities

We recognize that faculty often participate in trainings outside of the Graduate Faculty Developement Program (GDFP). Scroll to the bottom of this page to see our suggestions. Faculty who do so are encouraged to fill out our Non-GFDP Training Participation Form to provide us details about these outside trainings.

Non-GFDP Training Participation Form

**Please note: it is up to the graduate program directors if non-GFDP trainings will count toward your requirements. The Graduate Division Dean's office will use the information you provide to advise program directors if outside trainings align with the goals of the GFDP.**