Career & Workforce

Build capability toward a real role.

Start with the target role, identify evidence gaps, build only what is missing, and track whether capability actually changes.

The problem

Catalogues record who finished a course. They rarely record whether that course created evidence for a role the organisation actually needs.

The decision

Who could develop into this role, and what sequence of learning, project and assessment would make that credible?

How it works

1. Name the source population and the target role.
2. Separate transferable skills from missing skills.
3. Sequence Discover, Assess, Learn, Practice, Prove, Move, Measure.
4. An internal opportunity is the point of the pathway, not a certificate on its own.

Example

Twenty operations analysts are not sent a generic analytics catalogue. The path is SQL, one dashboard project, and an assessment the data team already trusts.

Inputs

• A target role
• The evidence gap
• Courses, projects and assessments you already offer

Outputs

• A path from current evidence to the target role
• A project or assessment that would count
• A review point, not a completion badge

Pilot scope

Reskill one cohort toward one role. One source role, one target role, 5–20 participants, one pathway, one project, and one assessment.

What the organisation sees

Programme enrolment, organisation learning, projects and assessments inside that programme.

What the individual controls

The person keeps My ESI. Money, health, family, private ESI Next chats, and career exploration stay private unless a specific, field-level share is chosen. There is no “share My ESI with my employer” switch.

Reskill one cohort toward one role

Explore. Select. Innovate.