Planning new training

Whether you are planning a general interest course for all staff or some mandatory training for certain groups we can offer support, however there are some processes that we need you to follow to ensure that we give you the best support and all the necessary advice.      






The information below outlines the processes for different types of training.  All training and learning resources developed for staff must adhere to the ‘Accessibility Policy’, please ensure you read this when developing any training.  If you do not require any support from People Development or your training does not need to be hosted on Trent or LearnUpon then you might not need to adhere to the procedures below, however, please do get in touch with us in the early stages of your training design to discuss any aspects of developing your training, we can then let you know how and where we can help,

There are many ways that we can support you if you are developing a course whether face-to-face, workplace, blended or online.  You might need to deliver a course as part of a legal or University need, to upskill staff or as a general interest and development opportunity.  We can help with getting started, those early considerations, designing training, delivering training and administrative support.  The paragraphs below give a few more details about what to do next:

Face-to-face and webinars

If you want your course to sit on Trent to enable staff to sign up for the session then please complete an EBF - Event Booking Form and send it to  The form will be passed to one of our Learning & Development (L&D) Managers who will contact you and meet to discuss the training and explain the support you can receive.  We also have additional advice about developing Remote Training via webinars etc.

LearnUpon hosted courses

If you think you might want to use the Learning Management System ‘LearnUpon’ to host your training then please contact  The L&D Manager responsible for the LearnUpon system will contact you to discuss your options.

All types of mandatory training need to be carefully considered.  We need, as an organisation, to ensure that we are only asking our staff to complete training that is mandatory where there is a definite need, otherwise the amount of training could become overwhelming.  There needs to be a sound reason why training should be classified as mandatory, hence the process below was introduced in order to monitor which courses are given ‘mandatory’ status.

More details about the University's approach to mandatory training and your potential role within it as a Course Sponsor / Owner can be found in the Mandatory Training Policy.   

Mandatory training might be delivered face-to-face, via webinar or as a course hosted on LearnUpon.  Areas of training and development will be deemed to be mandatory from either a legal or statutory requirement or from an institutional perspective (a requirement directed by the University).

The following steps must be covered when developing mandatory training (outline of the process):

•    As a Course Sponsor or Owner read the Mandatory Training Policy in order to understand your role within the process.
•    Contact People Development to arrange a meeting with a Learning & Development Manager who will talk though the process in order to help you understand the requirements for developing mandatory training and the process that needs to be followed.  The processes will differ depending on the type of training and delivery method(s).
•    Complete the Mandatory Training Proposal Form and submit it to People Development. The form is a useful guide for anyone considering mandatory training, it covers key areas that you will need to consider. The request will be sent to the HR Director for approval. The HRD is required to keep an overview of the quantity and quality of this training. Please note that without this approval, the training cannot be taken forward.  
•    Once given the go ahead begin to design the training.  If face-to-face this might include further discussion with People Development about administrative support. If designing training to be hosted on the LearnUpon platform then wider discussions will need to take place with Exeter IT and PPBI in order to confirm whether any automation of the system is required / possible and to tie in with the Management Information Hub reporting.
•    Ensure that the training complies with the University’s Equality, Diversity and Inclusion vision.

The training categories

During your conversation with the Learning & Development Manager, we will decide which of the following categories applies to your training.

Category A: All Staff Training that is required by law or that the University Council has deemed a high priority and vital that all staff complete.  For example Health and Safety Introduction, Information Governance, Diversity and Inclusion in Higher Education, Prevent Duty – Inclusive and Safe Universities.
Category B: Position or Job Role Training specific to the member of staff’s position or role within the University. Examples of this training include Research Integrity, Recruitment training, PDR training for managers and Corporate Conscience.
Category C: Additional Duties Training may relate to a specific activity or duty which an individual is required to carry out as an additional responsibility outside of their job description. Examples of this type of training include Fire Marshalls.

If you just want some generic guidance and support for a training session that you might be designing for a bespoke group or your team please do contact us.  You might also like to refer to our information about Developing Teams.