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Training and Development Specialists

SOC 13-1151.00Job Zone 4 · Considerable Preparationv.26.05

Context coveredThis 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.

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. Instructional formats such as lectures and group discussions — deliver under supervisor guidance in structured classroom or virtual training sessions.
  2. Training procedure manuals and handouts — locate, organize, and distribute according to established templates within a corporate learning environment.
  3. Training delivery modes such as in-person versus virtual — identify differences in cost and effectiveness by reviewing existing organizational documentation.
  4. Job-skill training programs — assist in facilitating pre-designed modules for employees under the direction of a senior training specialist.
  5. Employee training needs — gather basic data through structured surveys and scripted interview questions as part of a supervised needs assessment.
  6. Training activity records — enter participant completion data and evaluation scores accurately into a learning management system.
  7. New-employee orientation programs — support scheduling, room setup, and material preparation under the guidance of the training team.
  8. Alternative training approaches — identify and propose options from existing resource libraries when initial methods are flagged by supervisors as ineffective.
  9. Computer-based training software and document management tools — operate to upload content and track learner progress in a managed corporate system.
  10. Oral and written communications — prepare clear status updates and basic training summaries for review by experienced training development staff.
Developing
Mid-level / Established
  1. Multiple instructional techniques including role playing, team exercises, and video content — deliver with increasing independence to diverse employee groups in hybrid work environments.
  2. Course materials such as visual aids, guides, and handouts — develop and revise using desktop publishing and graphics software to meet specific learning objectives.
  3. In-person and virtual training delivery modes — evaluate trade-offs in effectiveness, cost, and environmental impact and recommend adjustments to program coordinators.
  4. Targeted job-skill training programs — facilitate routinely for small-to-mid-size employee cohorts, adapting pacing and examples to audience experience levels.
  5. Training needs assessments — conduct independently through employee surveys, focus group facilitation, and manager consultations across familiar business units.
  6. Program effectiveness metrics — monitor and compile using LMS reporting tools, identifying trends and flagging concerns for senior specialists.
  7. Departmental training and onboarding programs — organize and coordinate logistics, timelines, and facilitator assignments with moderate oversight.
  8. Alternative training interventions — develop and pilot when evaluation data indicate that existing methods are not achieving measurable performance improvement.
  9. Video creation, editing, and web page authoring tools — use to produce and publish engaging digital training content for internal learner audiences.
  10. Active listening and social perceptiveness — apply during learner interactions to adjust facilitation strategies and address participant concerns in real time.
Proficient
Senior / Expert IC
  1. A full repertoire of instructional formats including simulations, scenario-based exercises, and blended learning — execute autonomously across varied employee populations and business contexts.
  2. Comprehensive training procedure manuals and course curricula — design and author end-to-end, integrating multimedia assets and aligning content to organizational competency frameworks.
  3. Multi-modal training delivery strategies — analyze and optimize independently by weighing learning outcomes data, budget constraints, and sustainability goals across the organization.
  4. Customized skill-building training programs — develop and deliver for complex, non-routine performance gaps, drawing on behavioral science principles and industry best practices.
  5. Organization-wide training needs — assess autonomously using mixed-method approaches including interviews, focus groups, performance data analysis, and consultation with senior stakeholders.
  6. Training program effectiveness — evaluate rigorously using Kirkpatrick or similar models, producing actionable improvement recommendations grounded in quantitative and qualitative evidence.
  7. End-to-end employee development and customer training programs — plan, design, and direct independently from needs analysis through post-program evaluation and iteration.
  8. Evidence-based alternative training solutions — develop rapidly in response to poor program results, deploying revised interventions with defined success criteria and measurement plans.
  9. CRM software, object-oriented development tools, and web platform technologies — leverage to build scalable, interactive learning solutions tailored to enterprise system environments.
  10. Complex problems in learning design and organizational capability — resolve by applying critical thinking, deductive reasoning, and cross-functional collaboration without requiring managerial direction.
Advanced
Lead / Principal / Executive
  1. Enterprise-wide instructional strategy encompassing emerging modalities such as immersive simulation and AI-assisted personalization — set direction for and champion across organizational leadership.
  2. Organizational learning content ecosystems including standards, governance frameworks, and quality benchmarks — establish and maintain to ensure consistent, high-impact training materials at scale.
  3. 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.
  4. Long-term workforce capability roadmaps aligned to business strategy — develop and steward, ensuring training offerings proactively address emerging skill gaps before they affect performance.
  5. Organization-wide learning needs analysis methodology — design and institutionalize, enabling consistent, evidence-based identification of performance priorities across all business units and geographies.
  6. Training effectiveness and ROI reporting systems — architect and present to executive stakeholders, translating complex evaluation data into strategic narratives that drive continued investment.
  7. Enterprise training and development function — lead by setting vision, securing resources, managing vendor partnerships, and aligning programs to talent management and business objectives.
  8. 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.
  9. Training and development professionals at all levels — mentor, coach, and develop through structured feedback, stretch assignments, and communities of practice that elevate team capability.
  10. 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.

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-drafted course materials — uses an LLM to generate first drafts of handouts, slide outlines, and procedure manuals, then reviews and corrects content before distribution Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab..
Developing
  1. Training needs survey synthesis — delegates employee survey and interview data to an AI assistant for pattern extraction and gap analysis, then interprets findings to inform program design 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. Instructional format evaluation — prompts an AI tool to compare delivery modalities (in-person, virtual, blended) against cost and effectiveness criteria, then applies professional judgment to the final recommendation Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab..
Proficient
  1. Curriculum iteration at scale — directs an AI agent through successive drafts of multi-module training programs, verifying instructional alignment and learning objectives at each step while retaining authorship of the pedagogical structure 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. Time-compression of content development — leverages AI-assisted drafting and editing to reclaim the majority of routine production time, redirecting that capacity toward high-contact facilitation and learner engagement Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab..
  3. Speaking-skill scaffolding — uses AI-generated role-play scenarios and discussion prompts as raw material, then customizes scripts based on social perceptiveness of the target audience before live delivery Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab..
Advanced
  1. Augmented instructional systems design — architects end-to-end learning solutions where AI handles content generation, assessment drafting, and data analysis while the specialist owns learning strategy, stakeholder consultation, and program governance 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..
  2. AI autonomy calibration — sets explicit task boundaries for AI tools across the training development lifecycle, applying higher human oversight to interpersonal facilitation and needs assessment while permitting greater AI autonomy on structured content tasks 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..
  3. Cross-functional AI training advocacy — advises managers and instructional teams on which training tasks benefit most from AI collaboration and which require human-led social perceptiveness, building organizational capability for responsible AI use in L&D WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab..
Evidence pack
AEI usage
Task observations: 396
Augment share: 39.6%
Time saved: 83.7%
AI autonomy: 3.28
SAFI positioning
Top skill: Speaking
Score: 48.5 / 100
Quadrant: Q2_ai_augmented
precision: exact
WEF cluster
Data Science and Analysis
data_science_and_analysis
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.

1Communication11 statements
Emerging
  1. Training delivery basics — presents pre-developed instructional content to small groups using a single format such as lecture or guided discussion in controlled classroom settings 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. Participant communication — relays training objectives and session expectations to learners using clear, plain language at the start of each program Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Multi-format instruction — delivers training content using at least two instructional formats such as role playing and video to accommodate varied learner preferences within a single session 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. Needs assessment communication — conducts structured employee interviews and focus groups to surface training gaps, synthesizing responses into actionable summaries for managers O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Written materials development — organizes and drafts training procedure manuals, handouts, and job aids that translate complex processes into accessible, step-by-step guidance O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Applying
  1. Audience-adaptive instruction — adjusts vocabulary, examples, and pacing in real time based on participant responses, professional backgrounds, and comprehension signals during live training sessions 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 reporting — presents training program effectiveness data and recommendations to managers and HR stakeholders using clear narrative and visual 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.
  3. Virtual and in-person facilitation — communicates engagement cues and instructions with equal clarity across synchronous virtual platforms and face-to-face environments O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Exceeding
  1. Organizational communication strategy — authors enterprise-wide training communication plans that align learning messaging with business goals, ensuring consistent voice across all channels and stakeholder groups 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 communication mentorship — coaches junior trainers on facilitation techniques, questioning strategies, and non-verbal communication to elevate delivery quality across the training function Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Executive-level influence — crafts and presents persuasive business cases to senior leadership for new training investments, translating learning outcomes into workforce performance and ROI language Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
2Leadership11 statements
Emerging
  1. Session ownership — takes responsibility for managing the pace and energy of assigned training sessions, redirecting off-topic discussions to maintain learning momentum Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Participant guidance — directs small-group exercises and team activities, ensuring all participants understand their roles and 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.
Developing
  1. Program coordination — organizes logistics, materials, and schedules for training programs, proactively resolving conflicts to keep delivery on track 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. Trainer initiative — identifies gaps in existing training curricula and proposes updated approaches to supervisors without waiting for formal direction 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 influence — builds credibility with department managers by demonstrating how training initiatives address their specific workforce performance challenges Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Applying
  1. Training program leadership — designs, plans, and directs full orientation and onboarding programs from needs analysis through post-training evaluation with minimal supervision O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Cross-departmental coordination — leads collaboration among HR, operations, and subject matter experts to develop and launch training solutions aligned to organizational 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.
  3. Performance accountability — sets measurable learning objectives for each program and holds training outcomes accountable against defined 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.
Exceeding
  1. Learning function leadership — directs the strategic direction of the training and development function, aligning all programs with talent strategy and organizational capability goals 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. Trainer development — mentors and formally coaches junior training specialists, modeling expert facilitation and curriculum design practices to build team-wide capability Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Organizational change leadership — leads learning initiatives that support major organizational transformations, guiding employees through change with structured, empathetic development programs Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
3Metacognition10 statements
Emerging
  1. Self-monitoring in delivery — recognizes when a training explanation is not landing with participants and pauses to reframe the concept using a different approach Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Learning strategy awareness — identifies which of one's own instructional techniques produce stronger participant engagement and notes these observations for future sessions 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. Facilitation reflection — reviews participant feedback and personal session notes after each training to identify specific delivery strengths and improvement areas 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. Curriculum design self-assessment — evaluates own course materials against adult learning principles before deployment, adjusting structure and content sequencing 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.
  3. Training strategy calibration — monitors one's own decision-making process when selecting instructional formats, questioning whether chosen methods align with stated learning 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.
Applying
  1. Program evaluation integration — systematically applies post-program reflection to revise training designs, connecting participant outcome data to specific design decisions made during development 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. Adaptive learning strategy — consciously selects and shifts learning strategies when developing content in unfamiliar subject domains, recognizing limits of current knowledge and seeking targeted input 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. Metacognitive modeling — explicitly teaches participants how to monitor their own learning progress during training, embedding reflection checkpoints and self-assessment tools 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.
  2. Practice evolution — regularly audits the entire body of one's training methodology against emerging instructional design research, updating personal frameworks based on evidence rather than habit Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Organizational learning culture contribution — introduces structured after-action review and reflective practice processes into team training operations, raising collective metacognitive capacity Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
4Critical Thinking11 statements
Emerging
  1. Training needs observation — identifies surface-level skill gaps by reviewing job descriptions, observing employee performance, and noting discrepancies between expected and actual outputs 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. Delivery mode comparison — distinguishes basic differences in effectiveness between in-person and virtual training formats for routine instructional goals O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Developing
  1. Needs analysis evaluation — triangulates data from employee surveys, manager interviews, and performance records to distinguish genuine training needs from non-training performance issues 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 method critique — evaluates proposed training approaches against learning objectives, identifying assumptions embedded in recommended methods and testing their validity 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. Program effectiveness reasoning — analyzes training evaluation data to determine whether observed performance improvements are attributable to training design or external 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.
Applying
  1. Alternative method development — applies structured problem analysis when expected training improvements are not achieved, diagnosing root causes and designing evidence-based alternative interventions 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. Cost-effectiveness judgment — weighs training delivery mode options against effectiveness data, cost structures, and environmental impact to make informed recommendations to stakeholders 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. Curriculum logic review — examines the logical coherence of instructional sequences in existing programs, identifying and correcting gaps in prerequisite knowledge and skill scaffolding Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Strategic training investment analysis — constructs multi-variable frameworks to evaluate competing training priorities across the organization, recommending resource allocation based on business impact modeling 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 performance diagnosis — distinguishes training problems from systemic organizational issues such as process design flaws or cultural barriers, advising leadership on appropriate interventions 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. Evidence-based practice advocacy — challenges prevailing training assumptions within the organization using external research and internal data, driving adoption of more rigorous program evaluation standards Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
5Collaboration11 statements
Emerging
  1. Subject matter expert coordination — gathers content input from department subject matter experts by preparing focused questions and summarizing responses into draft learning 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. Co-facilitation participation — supports lead trainers during multi-facilitator programs by managing breakout groups, monitoring time, and reinforcing key messages Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Manager partnership — consults with department managers during needs assessments to align training priorities with operational goals, incorporating their perspective into program design decisions 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 curriculum development — collaborates with HR, compliance, and operations teams to ensure training content reflects accurate, current organizational policies and procedures 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. Learner group facilitation — guides participant teams through group exercises and simulations, managing diverse perspectives and resolving dynamics that impede collaborative learning 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. Stakeholder co-design — partners with business unit leaders and HR partners across the full training development lifecycle, integrating multiple stakeholder inputs into coherent, balanced program designs 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. Vendor and external partner management — collaborates with external training vendors or platform providers, clearly communicating organizational requirements and maintaining accountability for deliverable quality Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Peer review contribution — actively participates in team review processes for training materials, offering specific, constructive critique and incorporating peer feedback into own work Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Enterprise collaboration architecture — establishes structured collaboration processes between the training function and business units, creating repeatable models for joint needs analysis, design, and 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.
  2. Community of practice leadership — builds and sustains internal communities of practice among trainers and learning champions across the organization to share effective practices and co-develop solutions Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Cross-organizational partnership — represents the training function in industry consortia or professional networks, bringing collaborative insights back to strengthen internal program design Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
6Character11 statements
Emerging
  1. Participant confidentiality — handles sensitive employee performance information gathered during needs assessments with discretion, sharing only with authorized stakeholders 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. Professional preparation — arrives to every training session fully prepared with materials, technology, and content, honoring participants' time investment Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Inclusive facilitation — creates psychologically safe learning environments by enforcing respectful discussion norms and ensuring all participant voices are included in group 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. Accurate program representation — presents training program capabilities and expected outcomes to stakeholders without overpromising, grounding projections in evidence and honest assessment 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 accountability — accepts critical feedback on training delivery from participants and supervisors without defensiveness and takes visible action to address identified issues Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Applying
  1. Ethical needs assessment practice — conducts employee surveys and interviews with transparency about how data will be used, maintaining participant trust and organizational integrity throughout the process 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 accuracy stewardship — verifies that training materials reflect current policies, legal requirements, and best practices before delivery, correcting outdated content proactively 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. Consistent professionalism — models the behavioral standards and organizational values embedded in training content through one's own conduct during and outside of facilitated sessions Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Organizational integrity advocacy — surfaces and escalates ethically problematic training requests, such as programs designed to manipulate rather than develop employees, providing principled alternative recommendations Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Equity in learning design — audits training programs for systemic bias in content, examples, and assessment methods, proactively redesigning materials to ensure equitable learning outcomes across all employee groups 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. Accountability culture modeling — establishes team norms that hold all training function members to high standards of accuracy, transparency, and participant-centered practice Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
7Creativity11 statements
Emerging
  1. Instructional variety — incorporates at least two different activity types such as case studies and discussion questions into training sessions to break from single-mode 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 material adaptation — modifies existing visual aids and handouts to better fit a specific audience's context, industry language, or job role O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Developing
  1. Scenario-based design — develops original realistic workplace scenarios and role-play situations that bring abstract skill concepts to life for specific learner populations 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. Novel delivery experimentation — proposes and pilots non-traditional training formats such as simulations, gamified activities, or peer teaching structures to increase engagement 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. Problem-responsive curriculum innovation — generates alternative training approaches when standard methods fail to produce expected performance improvements, drawing on diverse instructional models O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Applying
  1. Custom program design — creates original, comprehensive training programs tailored to unique organizational challenges, blending multiple formats, media, and assessment methods into coherent learning journeys 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. Engagement architecture — designs training experiences that embed narrative, challenge, and participant agency to sustain motivation across multi-hour or multi-day programs 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. Technology-enhanced learning creation — develops interactive digital learning assets such as branching scenarios or multimedia modules that extend learning beyond the classroom Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Learning innovation leadership — introduces emerging instructional approaches such as microlearning ecosystems or performance support tools to the organization, designing pilot frameworks and scaling successful experiments 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. Creative methodology contribution — publishes, presents, or shares original training design frameworks with the broader professional learning community, advancing the field's instructional repertoire Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Organizational creativity culture — embeds creative problem-solving and experimentation norms into the training team's development practice, reducing fear of failure and accelerating design innovation cycles Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
8Growth Mindset11 statements
Emerging
  1. Feedback receptivity — listens to participant and supervisor feedback on training delivery without dismissiveness and identifies one concrete change to implement in the next session Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. New topic learning — approaches assignments in unfamiliar subject domains as opportunities to expand instructional range rather than as threats to existing expertise 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. Skill gap ownership — independently seeks out professional development resources such as instructional design courses or facilitation workshops when recognizing limits in current competencies 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. Iterative program improvement — treats low training effectiveness scores as diagnostic information rather than personal failure, using them to drive systematic program revision 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. Emerging method adoption — voluntarily learns and integrates new instructional technologies and platforms into delivery practice when evidence suggests they improve learning 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.
Applying
  1. Sustained effort through complexity — persists through multi-month curriculum development projects that encounter repeated content revisions, stakeholder disagreements, or technical obstacles without disengaging from quality goals 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. Challenge-seeking behavior — volunteers for high-difficulty training assignments such as sensitive compliance programs or executive development initiatives to accelerate professional growth Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Reflective practice habit — maintains ongoing training delivery journals or portfolios that document lessons learned across programs, using cumulative insights to continuously elevate practice Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Growth culture cultivation — designs training programs that explicitly build learners' growth mindset by embedding stretch challenges, failure-recovery activities, and effort-attribution messaging into the curriculum 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. Field advancement commitment — engages with current instructional design research, attends professional conferences, and integrates evidence-based innovations into team practice on a continuous cycle Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Team learning investment — creates team structures such as peer observation and learning sprints that normalize continuous skill development across the entire training function Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
9Mindfulness10 statements
Emerging
  1. In-session attention management — maintains consistent focus on participant verbal and non-verbal signals during training delivery rather than defaulting to scripted material regardless of room dynamics Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Pre-session preparation — uses intentional preparation routines before training sessions to arrive mentally present and free from task-switching distractions Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Emotional regulation in facilitation — recognizes personal stress or frustration cues when sessions encounter disruption or resistance and applies self-regulation strategies to maintain professional composure 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. Participant state awareness — reads learner engagement and comprehension signals such as body language, questioning frequency, and energy levels with consistent accuracy and adjusts delivery 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.
Applying
  1. Deliberate facilitation presence — sustains full attentional presence during extended multi-day training events, preventing autopilot delivery and remaining genuinely responsive to each participant group's needs 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. Stakeholder interaction intentionality — approaches needs assessment conversations and manager consultations with deliberate focus on understanding before recommending, resisting the urge to jump prematurely to solutions 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. Workload awareness — monitors personal capacity across simultaneous program development and delivery commitments, recognizing early warning signs of quality degradation and proactively adjusting workload Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Mindful learning environment design — intentionally structures training environments, pacing, and reflection breaks to reduce cognitive overload and support participants' sustained attention and emotional safety 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. Team mindfulness modeling — demonstrates and explicitly discusses intentional attention practices with junior trainers, helping them develop the presence needed for high-quality facilitation Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Organizational stress navigation — maintains measured, grounded decision-making when designing training responses to organizational crises or rapid change, preventing reactive program development driven by urgency rather than evidence Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
10Fortitude11 statements
Emerging
  1. Difficult session persistence — continues delivering training effectively when participants are disengaged or resistant, adapting approach rather than abandoning program objectives Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Feedback tolerance — receives critical evaluation scores or negative participant comments without withdrawing from the work of improving future program delivery Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Ambiguous project navigation — progresses on training development projects when stakeholder requirements are unclear or shifting, making principled interim decisions while continuing to seek clarification 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. Repeated iteration endurance — sustains energy and commitment through multiple rounds of stakeholder-driven curriculum revisions, maintaining quality focus despite the fatigue of repeated rework 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. Challenging audience management — delivers training to resistant or hostile participant groups such as mandatory compliance audiences, maintaining professionalism and instructional integrity throughout 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 change resilience — continues designing and delivering effective training programs during periods of significant organizational disruption such as restructurings, layoffs, or leadership transitions 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. Sustained program advocacy — persists in championing evidence-based training approaches when facing organizational skepticism or budget pressure, building the case with data and patience over time 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. High-stakes delivery composure — executes high-visibility training events such as executive onboarding or company-wide rollouts with consistent quality despite pressure and scrutiny Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Systemic barrier navigation — leads training function through prolonged organizational resistance to learning investment, sustaining team morale and program quality across extended periods of resource scarcity Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Crisis training deployment — rapidly designs and deploys emergency training solutions in response to critical organizational failures, regulatory violations, or safety incidents while managing personal and team stress 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 practice standards — publicly defends evidence-based instructional approaches against pressure from leaders who favor ineffective but familiar training methods, accepting professional risk to protect program integrity 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 anchors62 anchors · skillscrosswalk.com

O*NET enrichment · skillscrosswalk.com

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Source anchors that ground each statement

Related titles
Applications Trainer · Apprenticeship and Training Representative · Auxiliary Personnel Inservice Coordinator · Bilingual Trainer · Certified EPIC Trainer (Certified Electronic Privacy Information Center Trainer) · Computer Software Training Specialist · Computer Technology Trainer · Computer Training Specialist · Corporate Trainer · Course Developer · Courseware Developer · Curriculum Developer
RAPIDS apprenticeships
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O*NET skills
SpeakingInstructingLearning StrategiesActive ListeningSocial PerceptivenessActive LearningMonitoringJudgment and Decision MakingCritical ThinkingReading ComprehensionWritingCoordinationTime ManagementService OrientationSystems EvaluationComplex Problem SolvingManagement of Personnel ResourcesPersuasionNegotiationOperations AnalysisSystems Analysis
Knowledge domains
Education and TrainingCustomer and Personal ServiceEnglish LanguagePersonnel and Human ResourcesAdministration and ManagementPsychologyCommunications and Media
Abilities
Oral ExpressionSpeech ClaritySpeech RecognitionOral ComprehensionWritten ExpressionWritten ComprehensionFluency of IdeasProblem SensitivityNear VisionDeductive Reasoning
Work styles
DependabilitySocial OrientationInnovationCooperationAdaptabilityIntellectual Curiosity
Technology
Document management softwareDevelopment environment softwareVideo creation and editing softwareComputer based training softwareGraphics or photo imaging softwareWeb page creation and editing softwareDesktop publishing softwareObject or component oriented development softwareWeb platform development softwareCustomer relationship management CRM software
Tasks · seed anchors for statements
  1. Present information with a variety of instructional techniques or formats, such as role playing, simulations, team exercises, group discussions, videos, or lectures.
  2. Obtain, organize, or develop training procedure manuals, guides, or course materials, such as handouts or visual materials.
  3. Evaluate modes of training delivery, such as in-person or virtual, to optimize training effectiveness, training costs, or environmental impacts.
  4. Offer specific training programs to help workers maintain or improve job skills.
  5. Assess training needs through surveys, interviews with employees, focus groups, or consultation with managers, instructors, or customer representatives.
  6. Monitor, evaluate, or record training activities or program effectiveness.
  7. Design, plan, organize, or direct orientation and training programs for employees or customers.
  8. Develop alternative training methods if expected improvements are not seen.
CIP education codes
09.090113.050113.120142.280452.100152.100552.1006

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.