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Training and Development Managers

SOC 11-3131.00Job Zone 4 · Considerable Preparationv.26.05

Context coveredThis 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.

Sources:O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.SkillsCrosswalkSkillsCrosswalk — O*NET enrichment + adjacency index. Opens in new tab.
Emerging
Entry / Apprentice
  1. Training needs data — collect and compile under supervisor guidance using structured surveys and intake forms within a department or business unit.
  2. Existing training manuals and educational materials — review and flag outdated content for revision under the direction of a senior training manager.
  3. Orientation sessions for new hires — assist in facilitating and coordinating logistics within an HR or L&D department setting.
  4. Computer-based training software and presentation tools — operate and prepare basic course content under direct supervision in a corporate training environment.
  5. Instructor and participant feedback forms — distribute, gather, and summarize responses following scheduled training events.
  6. Training program schedules and calendars — organize and maintain using document management software within an established departmental workflow.
  7. Active listening and note-taking — apply during management interviews and needs-assessment meetings to capture key inputs for senior staff review.
  8. Training budget line items — track expenditures against approved allocations under the oversight of a department manager.
  9. On-the-job training arrangements for new employees — support coordination by liaising between supervisors and HR teams in a structured onboarding process.
  10. Multimedia visual aids and slide decks — draft and format using graphics and presentation software following templates provided by senior instructional staff.
Developing
Mid-level / Established
  1. Training needs analyses — conduct using survey instruments, production data, and management interviews to identify skill gaps across assigned business units.
  2. Instructor performance — evaluate using established rubrics and observation protocols, providing written feedback and improvement recommendations to program leads.
  3. 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.
  4. On-the-job training programs for new hires — independently arrange and monitor, adjusting pacing and content based on observed learner progress in operational settings.
  5. Training manuals and multimedia course materials — develop and revise using document management and computer-based training software, ensuring alignment with current job requirements.
  6. Supervisors and frontline instructors — train in foundational facilitation techniques and adult learning principles within a departmental coaching context.
  7. Department training budgets — prepare draft proposals and justify line items to management, incorporating cost estimates for vendors, materials, and technology.
  8. Video conferencing and web-based platforms — configure and manage to deliver virtual training sessions across geographically distributed teams.
  9. Training program effectiveness — assess by analyzing post-training performance metrics and participant evaluations, recommending iterative modifications to curriculum owners.
  10. Projected workforce changes and process updates — monitor and translate into revised training content in coordination with operations and HR business partners.
Proficient
Senior / Expert IC
  1. Comprehensive training needs assessments — lead autonomously by synthesizing survey data, management consultations, and performance analytics to drive enterprise-wide program development.
  2. 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.
  3. Instructor and facilitation teams — evaluate performance systematically and provide targeted coaching, resulting in measurable improvements in delivery quality and learner outcomes.
  4. 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.
  5. 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.
  6. Management and senior leadership — advise through structured consultations and data-driven presentations on emerging skill gaps, workforce readiness risks, and L&D investment priorities.
  7. 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.
  8. Orientation and onboarding programs — design and continuously improve at scale, coordinating across departments to ensure new hires reach productivity benchmarks efficiently.
  9. Training effectiveness evaluation frameworks — develop and implement using Kirkpatrick or comparable models, translating evaluation results into actionable program improvements across the organization.
  10. Cross-functional training coordination — lead by aligning L&D initiatives with projected production process changes, regulatory requirements, and strategic business objectives.
Advanced
Lead / Principal / Executive
  1. Organizational learning strategy — define and champion at the executive level, aligning training and development investments with multi-year workforce planning and business transformation goals.
  2. Enterprise-wide training needs assessment processes — architect and institutionalize, embedding systematic gap analysis into the organization's talent management and succession planning cycles.
  3. Training and development function — build, lead, and continuously evolve, establishing governance structures, quality standards, and performance metrics that guide the entire L&D department.
  4. Instructional leadership pipeline — develop by mentoring training managers and senior instructors, creating structured pathways for professional growth within the training organization.
  5. Organizational culture of continuous learning — cultivate by influencing senior leaders, modeling adaptive learning behaviors, and embedding development practices into performance management systems.
  6. Multi-million-dollar training budgets — oversee and optimize at the organizational scale, applying management of financial resources principles to maximize return on learning investment.
  7. 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.
  8. 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.
  9. 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.
  10. 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.

AI-at-Work Competency Framework

Sources:Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab.Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab.WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab.
Subscriber feature

Authoritative source data identified for 998 occupations

How a worker at each mastery level uses, directs, and evaluates AI tools in this occupation. Each statement cites its evidence inline; click a citation chip to verify the source.

Emerging
  1. AI-assisted needs analysis drafts — prompts an LLM to generate initial survey questions and gap-analysis summaries from raw employee data, then reviews outputs for accuracy before sharing with stakeholders Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab..
  2. Training content scaffolding — uses AI tools to produce first-draft outlines for onboarding materials and orientation decks, manually verifying alignment with organizational policies Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab. WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab..
Developing
  1. Program evaluation synthesis — delegates collection and summarization of instructor-performance feedback to an AI assistant, then applies professional judgment to interpret patterns and draft improvement recommendations Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab. Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab..
  2. Learning-strategy selection support — queries an AI tool to compare the effectiveness of delivery methods (e.g., classroom, e-learning, on-the-job), using the output to inform—but not replace—manager-level decisions about program design Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab. WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab..
  3. Stakeholder communication drafts — directs an LLM to produce initial memos and survey instruments for management conferences on projected training needs, editing the results for tone and organizational context Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab..
Proficient
  1. End-to-end curriculum acceleration — orchestrates AI tools across the full training development cycle, from needs analysis through pilot evaluation, reclaiming substantial administrative time while retaining authorship of all instructional design decisions Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab..
  2. Instructor-performance rubric generation — tasks an AI assistant with drafting observation checklists and scoring rubrics tied to specific learning objectives, then validates criteria against adult-learning best practices before deployment.
  3. Data-driven program iteration — feeds post-training assessment data into an AI system to identify performance trends and generate improvement hypotheses, then leads team discussions that convert those hypotheses into curriculum revisions Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab. Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab..
  4. Multi-modal content adaptation — directs an AI tool to reformat existing workshop content into alternative delivery modes (microlearning, video scripts, job aids), reviewing each output for fidelity to original learning outcomes WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab..
Advanced
  1. Strategic workforce-learning architecture — integrates AI-generated labor-market and skills-gap analyses into enterprise training roadmaps, translating algorithmic outputs into human-centered development strategies that align with organizational transformation goals Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab. WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab..
  2. AI governance for training functions — establishes team-level protocols for appropriate AI autonomy in content creation versus tasks requiring human oversight—such as sensitive compliance training—using occupation-specific risk frameworks Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab. WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab..
  3. Vendor and tool evaluation — assesses emerging AI-powered learning platforms against measured performance benchmarks and automation-feasibility considerations, providing executive recommendations on adoption, customization, or rejection Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab. Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab..
  4. Continuous-improvement feedback loops — designs AI-monitored evaluation systems that track learner performance over time and surface actionable signals to training managers, while ensuring human interpretation governs any resulting personnel or program decisions Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab..
Evidence pack
AEI usage
Task observations: 1034
Augment share: 95%
Time saved: 79.6%
AI autonomy: 3.32
SAFI positioning
Top skill: Learning Strategies
Score: 57.9 / 100
precision: category_estimate
WEF cluster
Human-Technology Interaction
human_technology_interaction
Sources:Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab.WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab.Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab.

Pathsmith Durable Skills Framework

Sources:Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Subscriber feature

Ten durable-skill domains mapped to four proficiency/role levels for each occupation. Each statement is aligned to the Pathsmith taxonomy, derived from trusted grounding data and mapped to occupation-specific O*NET tasks and skills.

1Communication16 statements
Emerging
  1. Training needs summary — drafts basic needs-analysis findings into written reports for review by senior staff Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Orientation messaging — delivers scripted new-hire orientation content using prepared materials in a structured classroom setting Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Stakeholder inquiry — asks clarifying questions during management conferences to surface preliminary training gaps Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Instructional material drafting — writes first-draft training manuals following provided templates and style guides Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Developing
  1. Training program proposals — presents learning objectives and program rationale to department managers using structured verbal and written formats Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Survey instrument design — constructs employee training-needs surveys with clear, unambiguous language to generate actionable data Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Instructor feedback delivery — communicates performance observations to trainers through structured verbal debrief sessions with written summaries Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  4. Multimedia content narration — records and scripts voiceover content for e-learning modules, calibrating vocabulary to target learner audiences Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Applying
  1. Needs-analysis reporting — synthesizes quantitative and qualitative survey data into executive-ready briefings that translate learning gaps into business impact Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Cross-functional facilitation — leads workshops and conferences with mixed-level audiences, adjusting register and pacing to maintain comprehension across roles Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Budget narrative writing — authors training budget justifications that connect program expenditures to measurable workforce outcomes for finance stakeholders O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  4. Evaluation findings communication — presents training effectiveness data to senior leadership using data visualizations and concise verbal summaries Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Exceeding
  1. Organizational learning narrative — authors enterprise-wide learning strategy documents that align workforce development messaging with strategic business objectives Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Media and communications advisory — advises communications teams on instructional design principles to ensure consistency across all internal training-related media O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Thought leadership publication — produces articles, white papers, or conference presentations that advance external discourse on training methodology and organizational learning Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Executive communication coaching — mentors department heads and senior managers on effective instructional communication techniques for their own team development responsibilities Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
2Leadership16 statements
Emerging
  1. Training session coordination — assists in scheduling and logistical coordination of training events under the direction of senior training managers Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Instructor support — shadows experienced trainers during program delivery, taking notes on facilitation techniques for guided reflection Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Initiative documentation — records lessons learned from training pilots and shares observations with the broader training team Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. New-hire onboarding assistance — supports orientation program delivery by preparing materials and managing room logistics under supervision O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Developing
  1. Trainer development — delivers structured skills coaching sessions to instructors, identifying gaps in facilitation technique and assigning targeted practice activities Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Program ownership — takes independent responsibility for a defined training program from design through delivery and initial evaluation Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Vendor relationship management — manages external training vendors, setting performance expectations and monitoring contract deliverables O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  4. Team project leadership — leads cross-functional working groups tasked with redesigning a training curriculum, coordinating timelines and resolving conflicts Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Applying
  1. Department strategy execution — translates organizational learning goals into annual training plans with assigned ownership, milestones, and success metrics Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Instructor accountability — evaluates trainer performance against defined competency standards and initiates corrective development plans when gaps are identified Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Budget stewardship — manages training department budget, making resource-allocation decisions that balance program quality with fiscal constraints O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  4. Organizational change facilitation — leads the training function through curriculum transitions driven by production process changes, maintaining staff engagement and program continuity Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Exceeding
  1. Learning culture leadership — champions a continuous learning culture across the organization by influencing executive policy, resource investment, and managerial accountability for development Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Succession pipeline development — designs and leads high-potential development programs that build an internal bench of future training professionals and operational leaders Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Cross-industry benchmarking — leads comparative assessments of competitor and peer-organization learning functions, presenting strategic recommendations to the C-suite O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  4. Enterprise transformation sponsorship — sponsors and leads large-scale organizational capability-building initiatives during periods of significant business change or workforce restructuring Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
3Metacognition16 statements
Emerging
  1. Facilitation self-assessment — reflects on personal delivery performance after each training session using a structured self-evaluation checklist Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Learning strategy awareness — identifies which instructional methods feel most and least natural to apply, noting areas requiring additional study Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Feedback absorption — actively records and categorizes feedback from supervisor observations to inform personal development priorities Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Knowledge gap mapping — identifies specific gaps in adult-learning theory knowledge and creates a self-directed reading plan to address them Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Developing
  1. Needs-analysis process monitoring — tracks the accuracy of training needs predictions against post-program outcome data, adjusting diagnostic approaches accordingly Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Instructional design reflection — evaluates which design frameworks produced the strongest learner engagement results and adjusts future design choices based on evidence Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Professional development planning — constructs a personal learning plan with defined competency targets, timelines, and evaluation checkpoints aligned to role expectations Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Cognitive bias awareness — recognizes when assumptions about learner capability or content complexity are influencing program design decisions and corrects course Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Applying
  1. Program hypothesis testing — formulates explicit assumptions about how a training intervention will change behavior, then evaluates results against those assumptions to refine future design Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Methodological self-critique — audits own instructional method preferences against evidence-based adult learning research to prevent habitual over-reliance on familiar modalities Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Decision process documentation — documents reasoning behind major program design decisions so that logic can be reviewed, challenged, and improved over time Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Evaluation model calibration — monitors whether selected training evaluation frameworks (e.g., Kirkpatrick) are capturing the right data and adjusts measurement approaches based on findings Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Exceeding
  1. Team metacognitive coaching — builds reflective practice habits across the training team by modeling structured after-action reviews and facilitating group sense-making sessions Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Strategic assumption surfacing — identifies and challenges organizational assumptions embedded in training policy decisions before those assumptions compound into systemic capability gaps Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Learning function maturity assessment — conducts periodic self-directed audits of the entire training function's strategic alignment, flagging blind spots before they become performance liabilities Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  4. Research integration discipline — systematically monitors learning science literature, evaluates relevance to current practice, and deliberately integrates validated findings into program design Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
4Critical Thinking16 statements
Emerging
  1. Training data review — examines existing performance metrics and turnover reports to identify preliminary indicators of workforce skill deficits Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Program comparison — reviews multiple training modalities and lists documented advantages and limitations of each for a given learning objective Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Assumption identification — identifies stated assumptions embedded in a training request before accepting the request as an accurate reflection of the underlying need Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Literature review — reads and summarizes recent research on instructional effectiveness to inform developing professional opinions on best practice Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Developing
  1. Root cause analysis — distinguishes between performance problems that require training solutions and those caused by process, motivation, or environmental factors Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Evaluation evidence interpretation — analyzes Level 1 and Level 2 evaluation data to determine whether positive learner reactions are predictive of actual behavior transfer Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Needs survey critique — identifies methodological weaknesses in training-needs surveys (e.g., leading questions, sample bias) and revises instruments accordingly Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  4. Vendor proposal evaluation — assesses competing external training provider proposals against defined criteria, identifying unsupported claims and hidden cost assumptions Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Applying
  1. Multi-level program evaluation — designs and executes evaluation frameworks that measure training impact at behavioral and organizational-results levels, not just learner satisfaction Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Competing evidence synthesis — reconciles conflicting data from manager surveys, performance records, and learner assessments to produce a defensible diagnosis of training need Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Budget cost-benefit reasoning — constructs evidence-based arguments for training investments by quantifying projected productivity or retention gains against program costs Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  4. Policy implication analysis — anticipates second-order effects of new training mandates on operational capacity, scheduling, and workforce morale before implementation Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Strategic learning ROI modeling — builds complex, multi-variable models that link learning function outputs to enterprise-level financial and operational outcomes Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Systemic capability gap diagnosis — conducts organization-wide critical analyses that identify interconnected skill deficits spanning multiple departments and role levels Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Evaluation framework innovation — challenges prevailing training evaluation orthodoxy and designs novel measurement approaches when standard models fail to capture important outcomes Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Industry evidence adjudication — critically evaluates learning industry research for methodological rigor and advises organizational leadership on which external claims merit adoption Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
5Collaboration16 statements
Emerging
  1. Cross-department scheduling — coordinates training session logistics with department coordinators, confirming participant availability and room resources Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Content review participation — contributes feedback on draft training materials during peer review sessions, respecting others' expertise and accepting revisions constructively Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Subject matter expert liaison — works with departmental SMEs to gather technical content for training modules under structured guidance from senior team members O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  4. Team meeting contribution — participates actively in training team planning meetings, sharing observations and supporting group decisions Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. SME partnership management — co-develops curriculum content with operational subject matter experts, managing scope, timelines, and differing instructional priorities Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Manager collaboration — partners with line managers to align training schedules with production cycles and ensure post-training performance support is in place Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Pilot cohort facilitation — coordinates cross-functional pilot groups for new programs, managing diverse participant perspectives during iterative design testing Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. HR integration — collaborates with HR business partners to align training programs with talent management, performance review, and succession planning processes O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Applying
  1. Enterprise training calendar co-ownership — jointly manages organization-wide training calendars with operations, HR, and finance stakeholders, negotiating competing priorities Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Blended team leadership — directs teams comprising internal instructors, instructional designers, and external vendors toward a unified program delivery standard Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Management survey facilitation — conducts joint needs-analysis sessions with senior managers, synthesizing diverse operational perspectives into coherent learning requirements Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  4. Cross-functional pilot evaluation — leads multi-department after-action reviews following program pilots, integrating contradictory stakeholder feedback into actionable redesign plans Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Strategic partnership architecture — designs formal collaboration structures between the training function and key business units that embed learning into operational workflows Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Industry consortium participation — represents the organization in cross-industry training and development consortia, co-developing shared competency frameworks and benchmarking standards Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Executive co-sponsorship cultivation — builds and sustains executive co-sponsorship for major learning initiatives by aligning training outcomes with each sponsor's strategic priorities Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  4. Organizational network activation — identifies and activates informal learning networks across the enterprise, formalizing peer coaching and knowledge-sharing structures Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
6Character16 statements
Emerging
  1. Confidentiality maintenance — handles sensitive employee performance data gathered during training needs assessments with appropriate discretion and access controls Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Commitment to accuracy — verifies content accuracy with subject matter experts before including technical information in training materials Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Professional conduct — maintains respectful and impartial behavior when facilitating sessions that include participants across hierarchical levels Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Accountability in deadlines — communicates proactively when material development timelines are at risk rather than allowing silent delays Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Ethical vendor selection — applies consistent, transparent evaluation criteria when selecting external training providers, disclosing any conflicts of interest Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Honest needs diagnosis — reports training needs findings accurately to management even when conclusions challenge existing program investments or managerial preferences Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Inclusive facilitation — actively monitors classroom dynamics for exclusionary behavior and intervenes appropriately to maintain psychological safety for all participants Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Resource integrity — manages training budget expenditures in strict alignment with approved allocations, documenting variances transparently O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Applying
  1. Evaluative honesty — presents unfavorable program evaluation results to leadership with full transparency, including acknowledgment of design or delivery failures within the training function Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Equity in development access — audits training participation data to identify underserved employee populations and advocates for equitable access to development opportunities Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Professional boundary maintenance — upholds appropriate professional boundaries when coaching instructors or employees through performance-related development conversations Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Policy compliance modeling — ensures all training programs meet legal, regulatory, and organizational compliance requirements and models adherence visibly for the training team O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Exceeding
  1. Organizational ethics integration — embeds ethical reasoning frameworks into leadership development curricula, building organizational capacity for principled decision-making Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Whistleblower protection advocacy — champions reporting channels and psychological safety structures that allow training staff to surface ethical concerns without fear of retaliation Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Equity audit leadership — leads systematic equity audits of the full training portfolio, publishing findings and accountability plans for organizational review Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Professional standards stewardship — contributes to the development or revision of professional ethical standards within training and development professional associations Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
7Creativity16 statements
Emerging
  1. Activity variation — incorporates at least two distinct instructional activities (e.g., case study plus role play) into a single module design to move beyond lecture-only delivery Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Visual aid exploration — experiments with infographic and visual summary formats when developing training support materials Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Icebreaker design — creates novel session-opening activities that surface prior learner knowledge while building psychological safety in the training room Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Format borrowing — adapts instructional techniques from adjacent domains (e.g., game mechanics, storytelling) and tests their fit for a current training objective Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Scenario-based content creation — develops realistic, occupation-specific case scenarios that place learners in decision-making situations rather than passive content reception Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Blended modality design — combines asynchronous e-learning, peer coaching, and job-aids into a blended program architecture that addresses varied learner contexts Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Gamification prototyping — designs and pilots a gamified learning sequence, testing point structures, challenges, and feedback loops against defined learning outcomes Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Learning journey mapping — creates visual learner journey maps that reimagine a traditional multi-week curriculum as a cohesive experience with narrative arc Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Applying
  1. Innovative program architecture — designs training ecosystems that integrate formal learning, social learning, performance support, and stretch assignments into a unified capability-building experience Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Rapid prototyping methodology — applies iterative design-thinking sprints to training development, generating and discarding low-fidelity prototypes before committing to full production Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Technology-enabled delivery innovation — evaluates and integrates emerging learning technologies (e.g., AR simulations, AI-driven adaptive learning) into program delivery when evidence supports effectiveness Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  4. Creative needs presentation — transforms standard needs-analysis reports into compelling visual or narrative formats that generate executive engagement and investment Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Learning experience innovation leadership — establishes an internal innovation lab or incubator function within the training department that systematically tests novel learning approaches at scale Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Industry methodology contribution — develops and publishes original instructional design frameworks or methods that advance practice beyond current industry standards Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Organizational storytelling architecture — designs enterprise-wide learning narratives that make complex transformation strategies emotionally resonant and behaviorally actionable for all employee levels Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Cross-industry creativity transfer — identifies creative instructional approaches from unrelated industries (e.g., entertainment, military, healthcare) and adapts them into scalable corporate learning interventions Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
8Growth Mindset16 statements
Emerging
  1. Constructive feedback acceptance — receives critical feedback on facilitation technique from senior colleagues without defensiveness and documents specific improvement actions Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Skill stretch engagement — volunteers to facilitate training sessions in subject areas outside current expertise in order to expand instructional range Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Failure documentation — records what did not work in a delivered program and shares observations openly in team debriefs rather than attributing poor outcomes to external factors Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Professional certification pursuit — enrolls in a recognized training and development certification program to formalize and deepen foundational knowledge Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Developing
  1. Pilot iteration embrace — accepts that initial program pilots will reveal design flaws and treats each revision cycle as a valued data source rather than evidence of failure Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Peer learning investment — attends training industry conferences and applies at least one new concept to current program design within 30 days of return Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Challenge solicitation — proactively requests more complex or ambiguous training design assignments to accelerate professional development Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Negative evaluation response — responds to below-target program evaluation scores by conducting systematic root cause analysis rather than dismissing learner feedback Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Applying
  1. Organizational learning advocacy — models growth-mindset behaviors visibly for the training team by publicly sharing personal development challenges and the strategies used to address them Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Curriculum obsolescence acceptance — regularly retires or substantially redesigns programs that no longer reflect current evidence or organizational needs, resisting attachment to previously successful work Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Stretch goal setting — sets professional development goals that require acquiring genuinely new skills (e.g., data analytics for learning measurement) rather than only deepening existing strengths Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Cross-functional rotation sponsorship — advocates for training staff to complete rotations in operational roles so they develop direct experience of the performance contexts they design for Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Growth culture institutionalization — embeds growth-mindset principles into organizational performance management and manager development programs, making learning orientation a measurable leadership competency Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Failure learning system design — creates formal after-action review and lessons-learned systems within the training function that convert program failures into shared organizational knowledge Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Mastery modeling — publicly pursues advanced, externally visible credentials or research activities that signal to the organization that expert-level practitioners continue to grow Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Organizational resilience building — designs capability-building programs specifically aimed at helping the workforce adapt to rapid industry change, embedding continuous learning as a strategic competitive advantage Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
9Mindfulness16 statements
Emerging
  1. Facilitator presence — maintains consistent attention to participant nonverbal cues during training delivery rather than focusing exclusively on content progression Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Stress recognition — recognizes personal stress signals (e.g., rushing delivery, skipping checks for understanding) during high-stakes sessions and applies a brief regulation technique Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Distraction management — reduces multitasking during planning meetings to ensure complete comprehension of stakeholder input before responding Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Pre-session grounding — uses a brief pre-delivery routine to center attention and set intentional facilitation goals before entering the training room Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Emotional regulation in conflict — manages personal emotional reactions calmly when participant resistance or managerial pushback challenges a training recommendation Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Participant attentiveness — monitors learner energy and engagement signals throughout session delivery and makes real-time pacing or activity adjustments before disengagement escalates Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Intentional meeting facilitation — prepares clear purpose statements and desired outcomes before each stakeholder meeting to ensure discussions remain focused and productive Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Workload prioritization awareness — periodically steps back from daily operational demands to assess whether time allocation reflects strategic training priorities or reactive task completion Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Applying
  1. Organizational climate sensitivity — reads organizational mood and readiness signals before launching new training initiatives, timing rollouts to maximize receptivity Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. High-stakes delivery composure — maintains measured, clear delivery during training sessions covering legally sensitive or emotionally charged content (e.g., compliance, harassment prevention) Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Meeting quality stewardship — deliberately structures all facilitated stakeholder sessions to begin and end with intentional framing, preventing drift into unfocused discussion Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Team tension recognition — notices interpersonal tension within the training team early and addresses it directly before it affects program delivery quality Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Organizational mindfulness culture building — integrates mindfulness and attentional regulation principles into leadership development programs, building enterprise capacity for intentional decision-making Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Crisis communication composure — leads training function communications during organizational crises (e.g., layoffs, mergers) with deliberate, measured messaging that reduces anxiety and maintains focus Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Strategic patience modeling — models the discipline of delaying program launch until readiness conditions are genuinely met, resisting organizational pressure to deploy underprepared interventions Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Contemplative leadership practice — maintains a documented personal mindfulness practice that informs leadership decision-making and is openly shared as a development model for training staff Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
10Fortitude16 statements
Emerging
  1. Difficult participant management — continues to facilitate training sessions constructively when participants display resistance or skepticism toward program content Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Feedback persistence — maintains development efforts on a training program through multiple rounds of critical stakeholder feedback without abandoning the work Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Ambiguity tolerance — proceeds with preliminary curriculum design work when organizational priorities are still shifting and complete information is unavailable Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Workload endurance — sustains quality program development output during peak training calendar periods that require simultaneous management of multiple concurrent programs Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Budget cut navigation — redesigns training program scope and delivery to maintain learning objectives when budget is reduced mid-development cycle Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Organizational skepticism response — continues advocating for evidence-based training investments when business unit leaders question the value of learning programs Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Program failure recovery — leads a rapid redesign and relaunch of a program that received significantly negative evaluation results without projecting blame onto facilitators or learners Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  4. Change resistance persistence — sustains new training initiative implementation through periods of active managerial resistance, maintaining enrollment and engagement through targeted stakeholder influence Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Applying
  1. Enterprise-scale rollout endurance — maintains execution quality and team morale during multi-month, organization-wide training deployments that involve sustained operational complexity Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Executive pressure management — holds evidence-based positions on training design and measurement approach when facing executive pressure to take shortcuts that would compromise program integrity Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Workforce crisis response — rapidly redesigns and deploys training programs in response to sudden organizational crises (e.g., safety incidents, regulatory findings) while managing team stress Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Sustained ambiguity leadership — leads the training function effectively through extended periods of organizational restructuring when reporting lines, budgets, and strategic priorities are all in flux Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Transformational change leadership — guides the training function and broader organization through multi-year capability transformation efforts, maintaining team commitment and program quality across sustained adversity Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Industry disruption response — rebuilds enterprise learning strategy rapidly in response to major technological or market disruptions that render existing training portfolios obsolete Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Courageous recommendations — delivers unfavorable assessments of executive-sponsored training programs to senior leadership, accepting the political risk of opposing high-visibility initiatives when evidence demands it Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  4. Resilience culture architecture — designs leadership and management development programs that explicitly build organizational resilience capacity, drawing on the training function's own experience navigating sustained difficulty Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Sources:Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Show O*NET source anchors64 anchors · skillscrosswalk.com

O*NET enrichment · skillscrosswalk.com

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Source anchors that ground each statement

Related titles
Apprenticeship Consultant · Development Associate · Development Coordinator · Development Director · E-Learning Manager (Electronic Learning Manager) · Education and Development Manager · Education and Training Manager · Employee Development Director · Employee Development Manager · HR Trainer (Human Resources Trainer) · Knowledge Manager · L and D Director (Learning and Development Director)
RAPIDS apprenticeships
—
O*NET skills
Learning StrategiesActive ListeningSpeakingInstructingReading ComprehensionMonitoringCoordinationWritingSocial PerceptivenessCritical ThinkingActive LearningPersuasionService OrientationComplex Problem SolvingJudgment and Decision MakingManagement of Financial ResourcesTime ManagementManagement of Personnel ResourcesSystems EvaluationSystems AnalysisNegotiationOperations Analysis
Knowledge domains
Education and TrainingEnglish LanguageAdministration and ManagementPersonnel and Human ResourcesCustomer and Personal ServiceCommunications and MediaPsychologyComputers and Electronics
Abilities
Oral ExpressionOral ComprehensionWritten ComprehensionWritten ExpressionFluency of IdeasDeductive ReasoningSpeech RecognitionSpeech ClarityProblem SensitivityInductive Reasoning
Work styles
DependabilityInnovationLeadership OrientationAdaptabilityCooperationSocial Orientation
Technology
Document management softwareDevelopment environment softwareComputer based training softwareWeb page creation and editing softwareGraphics or photo imaging softwareData base management system softwareCustomer relationship management CRM softwareData base user interface and query softwarePresentation softwareVideo conferencing software
Tasks · seed anchors for statements
  1. Analyze training needs to develop new training programs or modify and improve existing programs.
  2. Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.
  3. Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops.
  4. Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors.
  5. Conduct orientation sessions and arrange on-the-job training for new hires.
  6. Train instructors and supervisors in techniques and skills for training and dealing with employees.
  7. Develop and organize training manuals, multimedia visual aids, and other educational materials.
  8. Prepare training budget for department or organization.
CIP education codes
09.090113.040313.060742.280452.020152.021352.100152.100352.1006

Sources: O*NET v30.2 (CC BY 4.0), SkillsCrosswalk.com, LER.me, Anthropic Economic Index, SAFI (Jadhav & Danve, 2026), WEF Skills Taxonomy 2021, Pathsmith Durable Skills Framework. © 2026 EBSCOed.