Coordinator administration
- Baseline
- 12 hours / week
- Pilot
- 4 hours / week
- Change
- 8 hours / week released
Same task categories in weekly time logs; exclude implementation time.
Loading...
Explore the structure, level of detail and decisions behind a competency framework, an onboarding AI workflow and an executive report. The final scope is tailored to your organisation.
Illustrative sample. All organisations, scores and results below are fictional; no client data is included.
Role family: L&D Manager. This excerpt connects six competencies to observable behaviour, assessment evidence and a development action. Target levels are illustrative; managers calibrate them against the work required in each role.
Download the framework excerpt (CSV)| Competency | Observable behaviour | Assessment evidence | Target | Development action |
|---|---|---|---|---|
| Learning needs analysis | Connect a performance gap to a business measure before prescribing training. | A needs-analysis brief with stakeholder interviews and a baseline. | Level 3 | Validate one onboarding gap with the operations owner. |
| Competency architecture | Translate a role into observable skills and calibrated proficiency levels. | A role-to-skill map with manager-reviewed behavioural indicators. | Level 3 | Calibrate three work samples with two managers. |
| Learning design | Build practice and assessment around the work learners must perform. | A scenario, scoring rubric and assessment mapped to a job task. | Level 3 | Pilot a scenario and revise it using assessment evidence. |
| AI workflow governance | Use approved knowledge and human review to control AI-generated learner communications. | A workflow map with data boundaries, approval gates and exception handling. | Level 2 | Test missing-policy and unsupported-answer cases before release. |
| Impact measurement | Separate participation, demonstrated capability and operational outcomes. | A measurement plan defining population, period, baseline and limitations. | Level 3 | Agree one capability measure and one operational measure with the sponsor. |
| Stakeholder influence | Present a decision with cost, dependencies, evidence and an accountable owner. | A sponsor brief with a decision request and named delivery dependencies. | Level 3 | Rehearse the recommendation and capture the sponsor's objections. |
Example: learning needs analysis. Use the behavioural anchors below with a work sample and reviewer notes; do not assign a level from a job title or self-rating alone.
A scoped delivery can specify the role map, proficiency rubric, assessment guidance, manager calibration and development plan. The agreed SOW identifies which of these are included.
Prepare an approved onboarding plan from a role-specific competency map and current policy sources. A human approves the plan before any learner communication or enrolment.
Illustrative workflow specification; implementation and integration are separately scoped.
Download the workflow specification (JSON)Trigger
A new-hire record arrives from an authorised HR system.
Approved inputs
Employee reference · Role family · Department · Start date · Manager reference · Approved competency map · Versioned onboarding policies
Check required fields and deduplicate by employee reference and onboarding cycle. Hold incomplete records for the onboarding coordinator.
Read only the role's competency map and current onboarding policies. Record the source versions used; do not search unrelated employee records.
Prepare activities, assessment checkpoints and learner communications. Attach a source reference to each policy-dependent recommendation.
The onboarding coordinator checks suitability and accuracy. The agent cannot approve its own plan, make hiring decisions or change employee eligibility.
After approval, send through the authorised learning system and record the delivery reference. A retry reuses the same request to prevent duplicate enrolment.
Track delivery and completion, route exceptions to the coordinator and provide an operator runbook. Retention and access are agreed before implementation.
Handover: Integration and permission map; Versioned workflow configuration; Acceptance-test results; Operator runbook and rollback procedure; Support scope agreed in the SOW.
Fictional onboarding pilot: 30 new hires in one role family. Illustrative comparison of a completed baseline cohort and a completed pilot cohort, each followed for eight weeks.
Decision requested: Continue the controlled pilot for another four weeks; expand only after checking assessment consistency and exception volume.
Download the report measures (CSV)Same task categories in weekly time logs; exclude implementation time.
Completed required items divided by assigned required items within each observation period.
Days to passing the same manager-reviewed work sample; comparable baseline cohort required.
These fictional measures illustrate a reporting format. A real before/after comparison cannot establish causation alone: role mix, workload, manager support and concurrent changes must be recorded. Released time is capacity, not automatically a cash saving.