Begin with demonstrated experience
Select a relevant starting occupation and discuss work the employee has actually performed. Bring examples of communication, service, documentation, or other capabilities into the conversation.
Illustrative organizational use case
Help employees investigate a different kind of work.
Use occupation comparisons and individual development planning to support a thoughtful conversation about changing roles or career directions.
The starting challenge
Employer transitions
An employee’s responsibilities are changing, or their team is being reorganized. The employee and a development advisor need to examine what could carry into another role and what preparation would be needed before considering a move.
How the organization could use it
A practical workflow
to explore together.
Compare an occupational direction with real requirements
Examine tasks and fit reports for a possible target occupation. Outside the application, compare the findings with the employer’s current role requirements, available positions, and evidence needed to demonstrate readiness.
Investigate development options
Use training and credential discovery to identify questions for providers. The employer reviews suitability, time commitment, cost, any sponsorship arrangements, and relevance to the proposed work through its own processes.
Agree on an individual development plan
Set goals, timeframes, networking activities, and mentor strategies in My Career Path. An activity might be drafting an HR-style policy explanation for feedback; its suitability and any work assignment are decided by the employer and employee.
Actual product view
Inspect the information
behind the conversation.
Occupation comparisons provide questions to investigate. Company-specific requirements and available roles must be reviewed separately by the employer.
Understand occupation comparisonsApplication captures illustrate product behavior. Check current sources for wages, projections, provider information, and requirements.
Useful outputs to work toward
What a participant
could leave with.
- A structured conversation about transferable experience and a possible career direction.
- A list of capability or preparation questions to compare with the employer’s actual needs.
- An individual development plan with a proposed activity, feedback source, and review date.
Your organization’s role
Keep judgment and follow-up in the workflow.
The employer retains responsibility for job design, hiring, placement, performance decisions, and employee support. This use case does not imply internal vacancy matching, HR-system integration, automated readiness scoring, or a guarantee of redeployment or retention.
A demonstration for Employer transitions
Ask us to walk
through this setting.
- Start with a familiar occupation and investigate another direction.
- Compare occupation requirements and discuss how your team would check company-specific needs.
- Explore development and training questions.
- Build an individual activity and mentor strategy.
- Discuss intended access, delivery, and implementation requirements.
The request page carries this focus into an editable email request. You review and send it in your email app.