Leadership and Career Enhancement Program for Staff of Color (LCEP)

Project Overview

UC Berkeley is trying to address long-standing issues that have limited the success, mobility and representation in leadership for our underrepresented staff and managers. To that end, we are working through a project aimed at developing a more equitable and inclusive environment for staff to support their professional development. The project includes organizational efforts that address the stated goals and a leadership program to enhance opportunities for staff of color. Executive sponsors are Vice Chancellor for Equity & Inclusion Oscar Dubon and Vice Chancellor for Administration Marc Fisher.

Program Goals

The broad goal of the board is to help remove institutional barriers that have been found to impede the success of staff of color at UC Berkeley. Specifically, this includes:

  • To provide a development opportunity for campus staff/managers who are in URM categories

  • To build a pipeline of talent among campus staff/managers who are in URM categories

  • To increase career mobility for campus staff/managers who are in URM categories

  • To increase representation of campus staff/managers who are in URM categories in leadership ranks

  • To increase hiring of people of color

Target Audience

The target audience is staff members who meet the following criteria:

  • In target title codes (S2, M1, P3, P4, P5)

  • In a URM category (African American/Black, Native American, Asian/Pacific Islander, Hispanic/Chicanx/Latinx  )

  • Been at UCB at least 3 year(s)

  • Must “Meet Expectations” in PE; preferred Exceeds or Exceptional

  • Match at least some indicators of high potential:

    • Highly motivated, resourceful, thoughtful, and proactively seeks to pursue their own professional development

    • Have potential as successors for key roles in your organization or the organization as a whole; adaptability to a variety of situations, aspiring leader, has influence without the positional power

    • Have demonstrated success in achieving results with a team; demonstrates contributions to the whole, not for self-gain

    • Open to feedback and coaching

    • Show leadership qualities (examples include, but are not limited to: the staff member is someone others go to for mentorship or guidance; they  make recommendations and provide ideas beyond their job scope; they are proactive in addressing challenges; they take part in committees, participate on work groups, or engage in work projects outside of their direct role; act as a leader for a CSO)

    • Learner mindset (examples include, but are not limited to: the employee learns new tools and processes without prompting; perseveres through frustration; challenges themselves by taking on new tasks where they aren't an expert; learns from failure; volunteers to pilot new ideas / processes; asks questions like: What am I missing? Am I on the right track?; Is willing to put time and effort into exploring new ways to do things)

    • Emotional intelligence (examples include, but are not limited to: is adaptable when things don't go as planned; shows empathy to co-workers, students, clients; is aware of the goals and challenges of the University; is good at managing and resolving conflict in meetings; works well as a team member as well as a team leader; meets others where they are vs. demanding others bend to their own emotional needs; good at finding common ground and building rapport with others with divergent opinions; thinks before acting; good self-awareness)

NOTE: If you do not fall into one of the target audiences listed above, you may still be nominated, but may not fully benefit from the program curriculum.

Program Information


Morris & Associates, LLC

Program Timeline

This is a highly interactive program, and our vendor has requested we postpone future offerings until we can convene together on campus. More details will be added as next-step decisions are made. 

Program Requirements

Participants are required to attend all 6 sessions and 1 Executive Coaching session and to complete any assigned work.


Nomination and Selection Process

Potential program participants must be nominated by their Dean, Vice-Chancellor or Vice Provost. Individuals who are interested in the program can let their leader know that they would like to be nominated. Each senior leader can nominate up to 2 qualified individuals per nomination cycle.


The current nomination period will run from 1/27/20-2/18/20. Participants will be selected from this pool for both the Spring 2020 and Fall 2020 cohorts.

All nominees from the Fall 2019 program will be automatically added to the nomination pool for 2020; so you do not need to re-nominate them.

The deadline to submit nominations for the 2020 program is 5 pm on Feb. 18, 2020.

There will be 10 participants per cohort. Participants will be chosen by a selection committee comprised of steering committee members and program graduates. Selected individuals will be notified by March 4, 2020.

Please read our Frequently Asked Question section for more detail.

Constituent Board

For more information on our Constituent Board, please visit the Constituent Board page.

Contact for Further Information:

Angela L.M. Stopper, Ph.D.
Chief Learning Officer & Director of People and Organization Development
E-mail: astopper@berkeley.edu