Career & Workforce

Develop people against the role, not a score.

A manager sees the role, the evidence already shown at work, and one development step. They do not see My ESI.

The problem

Manager tools often ask for a rating. They rarely say which evidence the next role still needs.

The decision

What should this person practise next, and what stays out of the manager conversation?

How it works

1. Start from the current role and one target role.
2. Use evidence the employment relationship already holds.
3. Agree one project, one skill, or one conversation.
4. The employee keeps private career exploration in My ESI.

Example

An operations analyst and their manager look at a business-analyst role. SQL is the missing evidence. The next step is one dashboard project. The employee’s private question about leaving is not on that page.

Inputs

• Current role
• One target role
• Evidence the employment relationship already holds

Outputs

• One development step
• The evidence that step is meant to create
• A boundary around private career questions

Pilot scope

One manager, one team, one target role, one development step.

What the organisation sees

The development step that belongs to work, and evidence the organisation already has.

What the individual controls

Private goals, outside applications, money, health and ESI Next chats are not a manager view.

Run a manager development pilot

Explore. Select. Innovate.