Employers
Training a team, from decision to first session
You have a team, a deadline and a budget. Scoping takes forty minutes, the pathway is assembled from the 444 modules of our base and the 30 catalogue programmes, and the first session opens within days. You keep control at every step.
What you get, in order
A team training scheme is judged on four deliverables, and they always arrive in the same order. Each is dated at scoping and held to afterwards: that is what lets you commit your own timeline to your leadership.
- A map of target skills, written as verifiable action verbs
- A named pathway per person, assembled from the base and the catalogue
- A session calendar compatible with your production load
- A dated, exportable statement showing who completed what, when and with what result
What you decide, what we run
The split of roles is set at the first meeting and holds to the end. You own every decision that binds your organisation; we take on everything that belongs to teaching delivery and record-keeping.
Your decisions
- Who is trained, on what topic, by when
- What is required and what is left to each person's choice
- The pass threshold applied to the assessment
- The weekly hours released within working time
- Sign-off on any content drawn from your own procedures
What we run
- Assembling the pathway and sequencing the modules
- Producing content specific to your trade
- Running sessions and following learners
- Deadline reminders and manager notifications
- The dated export, permanently available
What the base puts at your disposal
These volumes are those of the catalogue at the moment this page is produced. They move the day a module enters the base: that is why they are counted rather than announced.
- modules ready to deploy
- 444
- fields covered
- 13
- catalogue programmes
- 30
- professional titles
- 72
434 attached to a field, the remainder counted separately so the total is exact.
Of which 19 designed to be taken while keeping your job.
49750 cumulative supervised hours, across 360 competency blocks.
The schedule of a first rollout
Five stages, from the first meeting to the first export. Each produces a document you keep, even if you stop there: the scoping is yours, it describes your organisation.
- 01
1 — Scoping
Forty minutes on a real case: a population, an objective, a date. You leave with the map of target skills.
- 02
2 — Assembly
The pathway is composed from the base and the catalogue, module by module, with the supervised hours of each step.
- 03
3 — Opening
Accounts are created from your list of people, deadlines are set, the first group starts.
- 04
4 — Delivery
Sessions delivered, deadline reminders, a monthly review with the lead you appointed.
- 05
5 — Reporting back
The dated statement is produced in front of you, detailed by person, department and site.
Questions asked at the first meeting
From how many people does this make sense?
From one. An employee enrolled on a catalogue programme gets the same tracking and the same export as a full cohort. Moving to an internal academy makes sense when several departments follow different pathways at the same time: the number of distinct PATHWAYS decides, not the headcount. The catalogue holds 30 programmes, including 5 short formats well suited to a first trial.
How much time must my teams give to it?
The catalogue rule is public and applies to everyone: one credit represents 25 hours of work, of which 10 are supervised. A 2-month short format therefore takes a few hours a week; a long programme takes more. Every programme page shows its real weekly load, and that figure is what builds the schedule.
Who should our internal contact be?
One person, named and reachable. They approve the lists, arbitrate deadlines and relay decisions. On a multi-department rollout they lean on one lead per department: tracking then aggregates at the right level and reminders reach the right person first time.
What if our need changes along the way?
The pathway adjusts between two sessions: a population is added, one module replaces another, a deadline shifts. What has already been completed stays with the person and appears in the export. Organisations rolling out over a year revise their plan at least once, and the scheme is built for it.
Explore next
- Skills auditCorporate skills audit: role-based framework, measured gaps, prioritisation by risk, and a map of the 72 professional titles available.
- Skills planBuilding an executable skills development plan: lines quantified in supervised hours, an annual cycle, budget trade-offs and a dated year-end statement.
- Requirements briefWriting a training brief in six headings: population, skill, context, time constraint, expected record, budget. With the wording that makes an answer costable.
- QuoteCorporate training quote: three price variables, component breakdown, public catalogue prices and everything the quote fully includes.
- WalkthroughCorporate walkthrough: 40 minutes on a real case, reporting dashboard, employee-side pathway, audit export produced live and handed over.
- Internal academyRunning an internal academy: roles and permissions, catalogue governance, update rhythm, the lead's weekly load and the thresholds that justify it.