{"schemaVersion":"1.0","exportedAt":"2026-05-15T12:41:10.887Z","occupation":{"soc":"13-1151.00","title":"Training and Development Specialists","group":"Business & Financial Operations","sector":"54","jobZone":4,"jobZoneInferred":false},"framework":{"version":"v.26.05","description":"","contextCovered":"This framework covers Training and Development Specialists working in corporate, government, and professional services environments, spanning needs analysis, instructional design, multi-modal delivery, program evaluation, and strategic workforce capability development.","levels":{"emerging":{"label":"Emerging","statements":["Instructional formats such as lectures and group discussions — deliver under supervisor guidance in structured classroom or virtual training sessions.","Training procedure manuals and handouts — locate, organize, and distribute according to established templates within a corporate learning environment.","Training delivery modes such as in-person versus virtual — identify differences in cost and effectiveness by reviewing existing organizational documentation.","Job-skill training programs — assist in facilitating pre-designed modules for employees under the direction of a senior training specialist.","Employee training needs — gather basic data through structured surveys and scripted interview questions as part of a supervised needs assessment.","Training activity records — enter participant completion data and evaluation scores accurately into a learning management system.","New-employee orientation programs — support scheduling, room setup, and material preparation under the guidance of the training team.","Alternative training approaches — identify and propose options from existing resource libraries when initial methods are flagged by supervisors as ineffective.","Computer-based training software and document management tools — operate to upload content and track learner progress in a managed corporate system.","Oral and written communications — prepare clear status updates and basic training summaries for review by experienced training development staff."]},"developing":{"label":"Developing","statements":["Multiple instructional techniques including role playing, team exercises, and video content — deliver with increasing independence to diverse employee groups in hybrid work environments.","Course materials such as visual aids, guides, and handouts — develop and revise using desktop publishing and graphics software to meet specific learning objectives.","In-person and virtual training delivery modes — evaluate trade-offs in effectiveness, cost, and environmental impact and recommend adjustments to program coordinators.","Targeted job-skill training programs — facilitate routinely for small-to-mid-size employee cohorts, adapting pacing and examples to audience experience levels.","Training needs assessments — conduct independently through employee surveys, focus group facilitation, and manager consultations across familiar business units.","Program effectiveness metrics — monitor and compile using LMS reporting tools, identifying trends and flagging concerns for senior specialists.","Departmental training and onboarding programs — organize and coordinate logistics, timelines, and facilitator assignments with moderate oversight.","Alternative training interventions — develop and pilot when evaluation data indicate that existing methods are not achieving measurable performance improvement.","Video creation, editing, and web page authoring tools — use to produce and publish engaging digital training content for internal learner audiences.","Active listening and social perceptiveness — apply during learner interactions to adjust facilitation strategies and address participant concerns in real time."]},"proficient":{"label":"Proficient","statements":["A full repertoire of instructional formats including simulations, scenario-based exercises, and blended learning — execute autonomously across varied employee populations and business contexts.","Comprehensive training procedure manuals and course curricula — design and author end-to-end, integrating multimedia assets and aligning content to organizational competency frameworks.","Multi-modal training delivery strategies — analyze and optimize independently by weighing learning outcomes data, budget constraints, and sustainability goals across the organization.","Customized skill-building training programs — develop and deliver for complex, non-routine performance gaps, drawing on behavioral science principles and industry best practices.","Organization-wide training needs — assess autonomously using mixed-method approaches including interviews, focus groups, performance data analysis, and consultation with senior stakeholders.","Training program effectiveness — evaluate rigorously using Kirkpatrick or similar models, producing actionable improvement recommendations grounded in quantitative and qualitative evidence.","End-to-end employee development and customer training programs — plan, design, and direct independently from needs analysis through post-program evaluation and iteration.","Evidence-based alternative training solutions — develop rapidly in response to poor program results, deploying revised interventions with defined success criteria and measurement plans.","CRM software, object-oriented development tools, and web platform technologies — leverage to build scalable, interactive learning solutions tailored to enterprise system environments.","Complex problems in learning design and organizational capability — resolve by applying critical thinking, deductive reasoning, and cross-functional collaboration without requiring managerial direction."]},"advanced":{"label":"Advanced","statements":["Enterprise-wide instructional strategy encompassing emerging modalities such as immersive simulation and AI-assisted personalization — set direction for and champion across organizational leadership.","Organizational learning content ecosystems including standards, governance frameworks, and quality benchmarks — establish and maintain to ensure consistent, high-impact training materials at scale.","Strategic evaluation of training delivery infrastructure and technology investments — lead by synthesizing cost, effectiveness, equity, and environmental data to inform C-suite and board-level decisions.","Long-term workforce capability roadmaps aligned to business strategy — develop and steward, ensuring training offerings proactively address emerging skill gaps before they affect performance.","Organization-wide learning needs analysis methodology — design and institutionalize, enabling consistent, evidence-based identification of performance priorities across all business units and geographies.","Training effectiveness and ROI reporting systems — architect and present to executive stakeholders, translating complex evaluation data into strategic narratives that drive continued investment.","Enterprise training and development function — lead by setting vision, securing resources, managing vendor partnerships, and aligning programs to talent management and business objectives.","Innovation in training design — model and cultivate by piloting emerging pedagogical methods, sharing findings across the field, and building a culture of continuous learning experimentation.","Training and development professionals at all levels — mentor, coach, and develop through structured feedback, stretch assignments, and communities of practice that elevate team capability.","Cross-functional and inter-organizational training initiatives — coordinate at executive scale, building coalitions with HR, operations, technology, and external partners to deliver transformational capability programs."]}}},"sources":{"onet":"v30.2 (CC BY 4.0)","crosswalk":"https://skillscrosswalk.com","generator":"LER.me"},"attribution":"© EBSCOed"}