{"schemaVersion":"1.0","exportedAt":"2026-05-15T11:13:17.098Z","occupation":{"soc":"11-3131.00","title":"Training and Development Managers","group":"Management","sector":"62","jobZone":4,"jobZoneInferred":false},"framework":{"version":"v.26.05","description":"","contextCovered":"This framework covers Training and Development Managers operating in corporate, government, and institutional settings—from entry-level program support through executive leadership of enterprise-wide learning and development functions.","levels":{"emerging":{"label":"Emerging","statements":["Training needs data — collect and compile under supervisor guidance using structured surveys and intake forms within a department or business unit.","Existing training manuals and educational materials — review and flag outdated content for revision under the direction of a senior training manager.","Orientation sessions for new hires — assist in facilitating and coordinating logistics within an HR or L&D department setting.","Computer-based training software and presentation tools — operate and prepare basic course content under direct supervision in a corporate training environment.","Instructor and participant feedback forms — distribute, gather, and summarize responses following scheduled training events.","Training program schedules and calendars — organize and maintain using document management software within an established departmental workflow.","Active listening and note-taking — apply during management interviews and needs-assessment meetings to capture key inputs for senior staff review.","Training budget line items — track expenditures against approved allocations under the oversight of a department manager.","On-the-job training arrangements for new employees — support coordination by liaising between supervisors and HR teams in a structured onboarding process.","Multimedia visual aids and slide decks — draft and format using graphics and presentation software following templates provided by senior instructional staff."]},"developing":{"label":"Developing","statements":["Training needs analyses — conduct using survey instruments, production data, and management interviews to identify skill gaps across assigned business units.","Instructor performance — evaluate using established rubrics and observation protocols, providing written feedback and improvement recommendations to program leads.","Classroom and blended training programs — design and deliver with reduced oversight, selecting appropriate methods such as workshops, demonstrations, or e-learning for the target audience.","On-the-job training programs for new hires — independently arrange and monitor, adjusting pacing and content based on observed learner progress in operational settings.","Training manuals and multimedia course materials — develop and revise using document management and computer-based training software, ensuring alignment with current job requirements.","Supervisors and frontline instructors — train in foundational facilitation techniques and adult learning principles within a departmental coaching context.","Department training budgets — prepare draft proposals and justify line items to management, incorporating cost estimates for vendors, materials, and technology.","Video conferencing and web-based platforms — configure and manage to deliver virtual training sessions across geographically distributed teams.","Training program effectiveness — assess by analyzing post-training performance metrics and participant evaluations, recommending iterative modifications to curriculum owners.","Projected workforce changes and process updates — monitor and translate into revised training content in coordination with operations and HR business partners."]},"proficient":{"label":"Proficient","statements":["Comprehensive training needs assessments — lead autonomously by synthesizing survey data, management consultations, and performance analytics to drive enterprise-wide program development.","Full training program lifecycle — manage from design through delivery and evaluation, applying classroom, on-the-job, conference, and e-learning modalities tailored to diverse workforce segments.","Instructor and facilitation teams — evaluate performance systematically and provide targeted coaching, resulting in measurable improvements in delivery quality and learner outcomes.","Complex, non-routine training challenges — resolve by applying critical thinking, inductive reasoning, and adult learning theory to develop innovative instructional solutions in dynamic organizational environments.","Training budget for a full department or organization — prepare, defend, and manage, making independent trade-off decisions across vendor contracts, technology licenses, and internal staffing costs.","Management and senior leadership — advise through structured consultations and data-driven presentations on emerging skill gaps, workforce readiness risks, and L&D investment priorities.","Instructional content libraries — author and curate across multiple formats—manuals, video modules, and web-based courses—using authoring tools, CRM software, and database management systems.","Orientation and onboarding programs — design and continuously improve at scale, coordinating across departments to ensure new hires reach productivity benchmarks efficiently.","Training effectiveness evaluation frameworks — develop and implement using Kirkpatrick or comparable models, translating evaluation results into actionable program improvements across the organization.","Cross-functional training coordination — lead by aligning L&D initiatives with projected production process changes, regulatory requirements, and strategic business objectives."]},"advanced":{"label":"Advanced","statements":["Organizational learning strategy — define and champion at the executive level, aligning training and development investments with multi-year workforce planning and business transformation goals.","Enterprise-wide training needs assessment processes — architect and institutionalize, embedding systematic gap analysis into the organization's talent management and succession planning cycles.","Training and development function — build, lead, and continuously evolve, establishing governance structures, quality standards, and performance metrics that guide the entire L&D department.","Instructional leadership pipeline — develop by mentoring training managers and senior instructors, creating structured pathways for professional growth within the training organization.","Organizational culture of continuous learning — cultivate by influencing senior leaders, modeling adaptive learning behaviors, and embedding development practices into performance management systems.","Multi-million-dollar training budgets — oversee and optimize at the organizational scale, applying management of financial resources principles to maximize return on learning investment.","Cutting-edge training technologies and methodologies — evaluate and sponsor adoption of, including AI-driven personalization, immersive simulations, and advanced LMS platforms, positioning the organization as an industry leader in workforce development.","Complex organizational change initiatives — partner with C-suite and HR executives to design change-readiness and capability-building programs that sustain transformation across large, diverse workforces.","Cross-industry and professional networks — represent the organization within, sharing thought leadership on best practices in training and development to elevate organizational reputation and attract top L&D talent.","Enterprise training policy and standards — establish and govern, ensuring legal compliance, ethical practice, and equity in learning access across all levels and functions of the organization."]}}},"sources":{"onet":"v30.2 (CC BY 4.0)","crosswalk":"https://skillscrosswalk.com","generator":"LER.me"},"attribution":"© EBSCOed"}