Learning Delivery
Learning Delivery is the crucial ability to impart organizational knowledge and skills effectively. This capability encompasses designing and executing engaging educational programs, tailored to varying learning styles. Its impact translates directly into enhanced employee competence, fostering an environment of continuous professional growth and increased operational performance.
Level 1: Emerging
At a foundational level you are able to support learning sessions by helping set up materials, welcoming participants, and assisting experienced facilitators. You follow established instructions and contribute to a positive learning environment. Through your actions, you help ensure learners feel comfortable and ready to take part in training activities.
Level 2: Proficient
At a developing level you are beginning to deliver learning sessions with guidance, applying set materials and activities to engage participants. You adapt your approach to suit different learning needs, drawing on feedback to improve your delivery. This helps build your confidence and ensures learners gain value from each session.
Level 3: Advanced
At a proficient level you are confident in delivering a range of learning sessions that meet the needs of diverse groups. You adapt your approach, using a mix of techniques to keep participants engaged and support different learning styles. As a result, you help others gain practical skills that improve both individual and team performance.
Program Design
Program Design is the aptitude to create and organize learning programs fitting specific educational goals. It involves identifying needs, drafting learning objectives and sequencing suitable activities for achieving them. This capability enhances efficiency, boosts learner engagement, and contributes to productive Learning & Development outcomes.
Level 1: Emerging
At a foundational level you are able to support the development of simple learning program components under guidance. You help gather information about learning needs and assist in organizing basic activities to meet set objectives. Your efforts ensure learning programs are clear, relevant, and practical for participants.
Level 2: Proficient
At a developing level you are able to assist in designing sections of learning programs by following clear guidance and using established templates. You contribute to researching learner needs and drafting basic learning objectives, helping to organize simple activities under supervision. Your work supports the creation of effective, well-structured programs that meet defined Learning & Development goals.
Level 3: Advanced
At a proficient level you are able to independently design learning programs that address identified needs and clearly defined objectives. You thoughtfully sequence activities and select methods that make learning engaging and relevant for participants. Your approach leads to well-structured programs that achieve learning goals and improve outcomes for both individuals and the organization.
Mentoring Program Coordination
Mentoring Program Coordination is the proficiency in designing, implementing, and overseeing mentoring initiatives within a learning and development context. This involves the ability to match mentors with mentees, facilitate relevant training, and monitor the effectiveness of the program. The result is a robust support system promoting continuous professional growth and capability enhancement.
Level 1: Emerging
At a foundational level you are learning the basics of how mentoring programs work within a learning and development setting. You assist with simple tasks such as coordinating schedules, communicating updates, and keeping records. Your contribution helps ensure mentoring activities run smoothly and participants feel supported from the start.
Level 2: Proficient
At a developing level you are able to support elements of mentoring program coordination under guidance, such as helping to match mentors and mentees or assisting with participant communications. You contribute to organizing training sessions and collecting feedback on the program’s progress. Your actions help to create a supportive learning environment and encourage ongoing professional development.
Level 3: Advanced
At a proficient level you are able to coordinate mentoring programs by matching mentors and mentees thoughtfully and supporting their ongoing development. You deliver relevant training, monitor progress, and use feedback to make improvements. This ensures mentoring is effective and contributes to team growth and professional learning outcomes.
Learning Transfer Planning
Learning Transfer Planning' is ensuring newly gained knowledge, skills, and behaviors are applied within a working context. It needs intensive strategic planning and effectual execution of learning interventions. Pivotal to Learning & Development, it maximizes training results, driving professional growth and workforce productivity.
Level 1: Emerging
At a foundational level you are aware that knowledge and skills gained from training should be used back at work. You follow guidance to help apply what you’ve learnt in simple tasks, and you ask for support if needed. This helps you start to see the benefits of training in your daily work.
Level 2: Proficient
At a developing level you are beginning to support the planning of how learning will be applied back in the workplace. You contribute to creating practical steps that help others use new knowledge and skills on the job, with guidance. This helps reinforce training and starts to build measurable improvements in performance.
Level 3: Advanced
At a proficient level you are able to design and implement practical plans that help employees apply what they’ve learned back on the job. You routinely work with managers and learners to remove barriers, so training leads to real changes in performance. Your approach leads to visible improvements in capability and business results.
Learning Technology Application
Learning Technology Application is the ability to utilise specialized educational software and programs to optimize learning and development outcomes. It encompasses technical proficiency, selection and effective implementation of fitting digital tools, tailored to learners' needs. With this capability, individuals can enhance learning experiences, thereby improving knowledge acquisition and capability development.
Level 1: Emerging
At a foundational level you are able to use basic learning technologies, such as online platforms or learning management systems, to access and complete learning activities. You follow set instructions to navigate digital tools as part of your daily tasks. This helps you participate in learning programs and build confidence in working with new technologies.
Level 2: Proficient
At a developing level you are able to use basic learning technologies to support training activities and engage learners. You follow existing guidelines to select appropriate tools and contribute to the setup or delivery of digital learning solutions. Your actions help ensure learners can access resources and participate effectively in learning sessions.
Level 3: Advanced
At a proficient level you are confident using a wide range of learning technologies to design and deliver effective training solutions. You select and apply appropriate digital tools that fit the needs of your learners and the learning objectives. This enables you to create engaging experiences that drive meaningful development outcomes.
Learning Resource Development
Learning Resource Development is the design and creation of educational materials, centered on employer-specific knowledge, skills, and behaviors. This pertains to forming resources that foster conducive learning environments for employees. The impact is a competent workforce, capable of meeting organizational goals and expectations.
Level 1: Emerging
At a foundational level you are able to assist in creating simple learning materials by following clear instructions and using existing templates. You support the Learning & Development team by helping to prepare resources that make information easier for employees to use and understand. Your work helps build confidence in both yourself and your colleagues as you learn the basics of resource development.
Level 2: Proficient
At a developing level you are able to assist in creating simple learning resources by adapting existing materials or following clear guidelines. You focus on supporting learning needs in your area and seek feedback to improve your work. This helps you build foundational skills and ensures materials are relevant and useful for colleagues.
Level 3: Advanced
At a proficient level you are able to design and create learning resources that clearly support learning goals and reflect your organization’s needs. You adapt materials for different audiences, making sure content is accurate, relevant, and easy to use. This ensures employees can confidently develop the skills and knowledge required to meet business objectives.
Learning Pathway Design
Learning Pathway Design is the capability to create and refine structured, capability-based developmental journeys. It involves the application of learning theories to sequence educational experiences effectively for efficient knowledge transition. This capability positively impacts an individual's learning curve, leading to sustained capability improvement and performance growth within an organization.
Level 1: Emerging
At a foundational level you are able to follow existing learning pathways and support simple updates or adjustments under guidance. You understand the basics of sequencing learning activities and recognize the importance of aligning them to development goals. Your involvement helps ensure that learners have a clear starting point on their development journey.
Level 2: Proficient
At a developing level you are able to contribute to the creation and review of learning pathways under guidance. You apply basic learning theories to sequence activities and resources in line with established capability requirements. Your involvement helps to provide clearer learning directions for individuals, supporting more consistent capability development within teams.
Level 3: Advanced
At a proficient level you are able to independently design and refine learning pathways that align with specific roles and organizational goals. You apply proven learning principles to create clear, step-by-step experiences that build the right skills in the right order. Your pathways deliver real improvement in individual capability and help drive better team performance.
Learning Needs Analysis
Learning Needs Analysis is the systematic process of identifying and defining the learning requirements within an organization. It involves pinpointing skills gaps, detailing the necessary knowledge, and outlining behaviors required for successful performance. By effectively deciphering learning needs, the organization can refine developmental programs, enhancing overall productivity and individual capability sets.
Level 1: Emerging
At a foundational level you are able to follow guidance to help gather basic information about learning needs in your team or area. You support others in identifying simple capability gaps or learning requirements, often by asking questions or collecting feedback. Your contribution helps ensure learning programs are tailored to immediate and clear needs.
Level 2: Proficient
At a developing level you are starting to recognize how to gather basic information about learning needs within your team or area. You can use simple tools and ask key questions to spot skills gaps and areas for improvement. Your efforts help shape small-scale training activities that support team goals.
Level 3: Advanced
At a proficient level you are able to independently conduct thorough learning needs analyzes, accurately identifying capability and knowledge gaps within your team or business area. You apply structured methods to gather relevant information and clearly communicate your findings. Your input helps shape targeted learning solutions that improve performance outcomes.
Learning Metrics and Reporting
Learning Metrics and Reporting' is the ability to track, measure, and report on learning and development interventions. This involves the understanding and application of data analysis tools, as well as the ability to derive meaningful insights from data to drive continuous learning improvement. The resulting clarity affects strategic decisions and enhances individual and organizational performance.
Level 1: Emerging
At a foundational level you are able to collect basic learning data and use simple tools to record results from training and development activities. You follow clear instructions and standard processes to help your team understand which courses have been completed. Your accurate reporting supports learning decisions and helps improve future training offerings.
Level 2: Proficient
At a developing level you are able to collect and organize basic learning data and use simple reporting tools with guidance. You contribute to tracking attendance, feedback, and outcomes from learning activities to build a clearer picture of program effectiveness. Your efforts help your team make more informed decisions to strengthen learning experiences.
Level 3: Advanced
At a proficient level you are able to collect and analyze learning data using established tools, translating this information into clear, practical reports. You connect learning outcomes to business goals, providing insights that help shape future learning strategies. Your work ensures leaders and teams can pinpoint opportunities for improvement and make informed decisions.
Learning Culture Enablement
Learning Culture Enablement is the application of strategic practices to foster an environment conducive to continuous learning. This involves equipping teams with tools and structures that fuel curiosity, experimentation and self-improvement. In the context of Learning & Development, it means nurturing a supportive atmosphere that enables teams to continuously augment their knowledge and skills, improving adaptability and overall performance.
Level 1: Emerging
At a foundational level you are open to learning and encourage others to share ideas and experiences. You participate in team learning activities and help create a positive environment where questions and curiosity are welcomed. By doing this, you contribute to building a supportive culture that values continuous improvement within your team.
Level 2: Proficient
At a developing level you are beginning to encourage a positive attitude towards learning within your team and are open to new ideas and feedback. You seek opportunities to share useful resources and support colleagues in upcapabilitying, helping to create a more inclusive and responsive learning environment. Your efforts contribute to teams becoming more adaptable and engaged with ongoing development.
Level 3: Advanced
At a proficient level you are actively fostering a learning culture within your team by promoting curiosity, experimentation and regular knowledge sharing. You use available learning tools and initiatives to help others grow and adapt, encouraging continual self-improvement. Your actions create a supportive environment where team members feel empowered to build new skills and embrace change.
Instructional Design
Instructional Design is the capability of developing effective learning programs to build staff capability. Applying learning theory, the designer creates structured experiences to meet development goals. Through precise content creation and measurement, Instructional Design plays a crucial role in boosting organizational performance and productivity.
Level 1: Emerging
At a foundational level you are able to support basic instructional design tasks by following clear guidelines and using existing templates. You help prepare and organize learning materials to ensure content is easy to follow and relevant. With your attention to detail, you contribute to creating effective learning experiences for staff.
Level 2: Proficient
At a developing level you are able to assist in designing learning programs by following established templates and guidelines. You contribute to creating straightforward content and activities that support specific learning objectives, with guidance from others. Your work helps ensure learning materials are clear and useful for building staff skills.
Level 3: Advanced
At a proficient level you are able to design and deliver structured learning programs that align with organizational needs and learning objectives. You tailor content and activities to engage learners and apply appropriate methods to measure outcomes. Your work directly strengthens employee capability and supports ongoing business performance.
Facilitated Learning
Facilitated Learning is the ability to guide individuals and groups towards their learning objectives. In the context of Learning & Development, it involves effectively using tools, methodologies, and tailored engagement techniques to help others learn. This capability has a profound impact on the knowledge and skills acquired, fostering a positive and productive learning environment.
Level 1: Emerging
At a foundational level you are able to assist with the delivery of learning sessions by supporting facilitators and helping learners stay engaged. You participate in group activities, use basic tools as directed, and encourage a positive learning environment. Your efforts help others feel included and build confidence in their learning journey.
Level 2: Proficient
At a developing level you are beginning to facilitate structured learning sessions for individuals and small groups, using basic tools and techniques. You follow established plans and respond to learners’ questions, with guidance where needed. Your support helps build learners’ confidence and sets a positive example for collaborative learning.
Level 3: Advanced
At a proficient level you are able to confidently lead groups and individuals through engaging learning sessions, using a range of techniques to suit different needs. You adapt your approach based on real-time feedback, ensuring all participants can follow and achieve their learning goals. Your facilitation helps build skills and knowledge, creating a supportive and motivating environment.
Evaluation Frameworks
Evaluation Frameworks refers to the ability to design, implement and maintain procedures that systematically measure and analyze the efficiency and effectiveness of Learning & Development initiatives. It involves using research-backed methods to collect and analyze data, garnering clear, actionable insights which directly inform training program modifications. Crucially, these frameworks support ongoing program improvements, ensuring learning outcomes align with organizational objectives.
Level 1: Emerging
At a foundational level you are able to follow existing evaluation steps to collect basic feedback on learning programs. You use simple tools, like surveys, and share findings with your team to highlight what worked well and what could improve. This helps ensure training meets the immediate needs of learners and the organization.
Level 2: Proficient
At a developing level you are beginning to use basic evaluation frameworks to measure learning outcomes from your programs. You follow established methods to gather and review feedback, helping you spot simple trends and report findings. This supports your team in making straightforward improvements to ensure training better meets organizational needs.
Level 3: Advanced
At a proficient level you are able to design and apply established evaluation frameworks to track how effective learning programs are within your organization. You collect and interpret relevant data, then use these insights to suggest practical improvements. Your work ensures training initiatives meet business needs and drive measurable results.
Digital Learning Design
Digital Learning Design is the art of creating, implementing and evaluating computer-based education systems tailored to various learning needs. It involves understanding the dynamics of digital platforms and creating learning modules that facilitate effective knowledge transfer. This capability is crucial for providing an adaptable and interactive learning environment, enhancing user engagement, and increasing learning efficiency.
Level 1: Emerging
At a foundational level you are able to use basic digital tools to support simple learning activities and resources. You follow set instructions to create or update digital content, ensuring it is accessible and meets learner needs. Your work helps deliver consistent and user-friendly experiences for participants in digital learning environments.
Level 2: Proficient
At a developing level you are beginning to design simple digital learning materials using basic tools and templates under guidance. You adapt existing modules for different audiences and learn to follow accessibility and engagement principles. Your contributions help make digital learning easier to use and more relevant for learners.
Level 3: Advanced
At a proficient level you are able to design and develop digital learning modules that address specific learner needs within your organization. You select suitable digital tools and platforms, adapting content to boost learner engagement and retention. Your work results in effective and interactive learning experiences that improve training outcomes and support organizational goals.
Assessment Design
Assessment Design is the prowess to create purposeful and effective learning evaluations. In the context of Learning and Development, it involves mapping outcomes to measurable criteria. Mastery of this capability fortifies learning techniques, fosters learner growth and enhances overall performance.
Level 1: Emerging
At a foundational level you are able to follow clear instructions to help create basic assessments that check if learning goals are met. You work with others to prepare and review simple evaluation tasks, using set templates and guidance. Your efforts support fair and consistent measurement of learner understanding.
Level 2: Proficient
At a developing level you are able to help design basic assessments that align with set learning outcomes. You follow guidance to ensure evaluation methods are clear, fair, and relevant to the course objectives. Your growing skills support more accurate measurement of learner progress and help drive improvements in future training.
Level 3: Advanced
At a proficient level you are able to design assessments that clearly align to learning goals and use a range of appropriate evaluation methods. You consider the needs of both learners and the organization when developing assessment tools. This ensures learning outcomes are measured effectively and results are useful for improving both learner progress and program quality.
Coaching Practice
Coaching Practice is the ability to facilitate learning through guided, interactive discussions. This expertise necessitates the understanding of adult learning principles and effective communication skills to drive individual development or organizational growth. With an empathetic approach, it fosters a culture of continuous improvement and boosts employee engagement.
Level 1: Emerging
At a foundational level you are beginning to support learning by asking simple, open-ended questions and listening carefully to colleagues. You draw on basic coaching techniques to encourage reflection and growth in everyday interactions. Your early efforts help build trust and set the foundation for a positive learning environment.
Level 2: Proficient
At a developing level you are beginning to use basic coaching techniques to support colleagues’ learning and growth. You apply active listening and ask simple guiding questions to encourage reflection and problem solving in routine situations. Your efforts help create a more open environment where team members feel comfortable sharing ideas and learning from feedback.
Level 3: Advanced
At a proficient level you are able to lead guided coaching conversations that actively encourage learning and reflection in others. You use proven techniques to help colleagues set achievable goals and find their own solutions, creating a positive environment for growth. Your approach helps to embed coaching as a valued part of the organizational culture.
Capability Mapping
Capability Mapping is the process of identifying and analyzing the learning and development abilities within an organization. This involves discernment of necessary skills, knowledge, and behaviors for success. Through this, Capability Mapping ensures a strategic approach to managing growth and fosters the acquisition of vital capabilities.
Level 1: Emerging
At a foundational level you are able to identify basic skills and knowledge needed for common roles in your team. You rely on clear guidance from others to recognize these capabilities and contribute simple observations. Your support helps build a shared understanding of learning needs within your immediate work area.
Level 2: Proficient
At a developing level you are starting to contribute to capability mapping by gathering information on skills, knowledge, and behaviors needed in your team. You seek guidance to help identify learning gaps and support the mapping process. Your efforts help build a clearer picture of current strengths and areas for growth within your immediate area.
Level 3: Advanced
At a proficient level you are able to independently map organizational capabilities, clearly identifying skills, knowledge, and behaviors required for success in your area. You analyze capability gaps and contribute practical solutions to address them. Your work helps the organization take a targeted, strategic approach to learning and development initiatives.
Blended Learning Development
Blended Learning Development is the ability to combine traditional, in-person training methods with digital learning experiences. It requires comprehensive skills in curriculum design and understanding of diverse learning styles. It also necessitates a strong grasp of digital tools, and the ability to gauge their effectiveness in enhancing the learning process and achieving desired outcomes. Effective blended learning can improve learner engagement, expedite capability development, and streamline the training process.
Level 1: Emerging
At a foundational level you are able to support the development of blended learning by assisting with basic tasks, such as gathering materials or helping to set up sessions. You are learning about how face-to-face and online methods can work together to build effective training. Your contribution helps your team ensure that training is accessible and engaging for all learners.
Level 2: Proficient
At a developing level you are beginning to design learning experiences that mix classroom and digital components under guidance. You use standard digital tools and follow established models, showing willingness to learn from feedback. Your efforts help create more varied training, contributing to stronger engagement and a clearer path to capability building.
Level 3: Advanced
At a proficient level you are able to design and deliver blended learning programs that thoughtfully combine face-to-face and digital elements to suit different learning needs. You choose and use digital tools confidently, adjusting your approach based on feedback and results. This leads to greater learner engagement and more effective capability development across your teams.
