Quick orientation: why this matters now

• How recently did a workforce planning or executive mandate make reskilling a priority for you? Options: Within the last month, 1-3 months ago, 3-6 months ago, More than 6 months ago, No formal trigger yet
• Tell me about the single business outcome your leadership wants learning to drive this year, in plain terms.
• Which parts of your organization show the clearest gap between current skills and future needs? Options: Engineering/IT, Product/Design, Sales/Customer Success, Operations/Manufacturing, Data & Analytics, Leadership/Management, Other
• When you think of a successful reskilling effort here, what metric would make the CEO stand up and notice? Options: Internal mobility rate, Time-to-fill critical roles, Revenue per employee, Reduction in contractor spend, Improved time-to-market, Other
• Walk me through a recent decision where learning investments were debated, who argued most strongly for change, and why.

Where the skills mismatch actually lives

• If you had to point to one routine task or outcome that shows your talent strategy is currently failing, what is it?
• Describe a role, by title or function, where missing skills cause the most visible business pain, and give a concrete example.
• How many distinct competency profiles or job families do you maintain today? Options: 1-5, 6-15, 16-50, More than 50, We do not have defined competency profiles
• Which competency or capability is most often cited in performance reviews as 'not improving fast enough'? Options: Technical proficiency, Product thinking, Data literacy, Stakeholder management, Coaching/people management, Other
• What downstream process breaks when those skills are missing, and how long do you usually live with that break before acting? Options: Hiring delays, Project slippage, Customer churn, Increased cost, Quality issues, Other
• Which single failure related to skills, if it repeated next quarter, would cause you to halt this initiative immediately?

The manager and sponsor reality check

• Which leaders currently sponsor learning initiatives, and which roles will need to be active sponsors for this to work? Options: CHRO/Head of People, CLO/Head of L&D, Business unit heads, Line managers, CTO/CPO, Other
• Which managers already take active steps to coach and apply new skills on the job, and what separates them from others?
• How much time can your average frontline manager commit to enablement activities during a pilot month? Options: Less than 1 hour/week, 1-3 hours/week, 3-6 hours/week, More than 6 hours/week, Not sure
• Who is responsible for cascading learning goals into team objectives and tracking them, and do they have a direct reporting line to business outcomes? Options: People Ops, L&D, Line manager, Program manager, No clear owner
• If a critical sponsor were to step back tomorrow, what concrete consequence would you expect for timeline or budget? Options: Pilot delayed, Scope reduced, Funding paused, No immediate impact, Other
• Which single governance gap around sponsor or manager engagement would kill momentum if not fixed before pilot launch?

Assessment and measurement — proving skill change

• What is the most credible evidence you currently accept that someone has gained a skill you care about? Options: Assessment score improvement, Manager observation, On-the-job task completion, Promotion/internal mobility, Customer feedback, Other
• Describe a specific on-the-job task you would expect to improve after a successful learning pathway, and how you would measure that improvement.
• How frequently do you want measurement updates during a pilot to feel comfortable with progress? Options: Weekly, Biweekly, Monthly, At pilot end only
• Which data sources can show behavioral change today, where the platform could integrate for measurement? Options: HRIS/People data, ATS/mobility records, Performance reviews, Productivity tools, Customer metrics, None available
• If you learned the platform could not demonstrate on-the-job improvement within the pilot window, would you proceed, pause, or stop? Options: Proceed with adjustments, Pause to redesign, Stop the initiative
• What minimum skill delta or business metric gain during a pilot would move you from evaluation to signing?

Content, curation, and role fit

• How many of your current learning assets directly map to a specific competency in a given role? Options: Most of them, Some of them, Few, None
• Walk me through a recent situation where content failed to translate into better performance for a specific role.
• Which content formats drive the best engagement and transfer to work in your environment? Options: Short modules (<30 min), Project-based learning, Mentorship/coaching, Live workshops, Assessments with applied tasks, Other
• Do you have licensing or procurement constraints that affect which external content you can use? Options: Yes, strict procurement rules, Yes, limited vendors allowed, Some restrictions, No significant constraints, Not sure
• What would need to be true about content quality or mapping for you to replace one of your current learning libraries?
• Which single content gap, if unresolved, would prevent the pilot from proving the intended skill outcomes?

Obstacles, risks, and timeline tipping points

• What operational or political risk worries you most about launching a skills program at scale? Options: Data privacy/compliance, Manager bandwidth, Integration complexity, Change fatigue, Procurement delays, Other
• How constrained is your preferred go-live window by fiscal planning or other external deadlines? Options: Fixed and immovable, Preferable but flexible, No hard deadline, Unsure
• Give an example of an internal review or committee that typically gates initiatives like this and the usual cadence for their decisions.
• Which regulatory or compliance approvals, if any, must be obtained before training content or data can be deployed? Options: Security review, Legal/privacy signoff, Vendor risk assessment, None required, Not sure
• Which single operational constraint, if unresolved, would stop this project from starting this quarter?

Alternatives you're actively considering

• Which external providers or platform types are you currently evaluating alongside this approach (incumbent, specialist, or marketplaces)? Options: Enterprise LMS incumbent, Assessment-first platform, Content marketplace, Consulting-led reskilling, No external evaluation ongoing, Other
• Has anyone on your team proposed solving this problem internally without vendor support, and what reason did they give? Options: Yes, build in-house to control IP, Yes, to reduce cost, Proposed a pilot with internal resources, No internal build proposal, Not sure
• What would have to be demonstrably true about your current solution for you to keep it instead of switching?
• Across the options you mentioned, which single advantage would make your procurement team favor that option? Options: Lower total cost, Faster implementation, Better integration, Stronger measurement, Existing contractual relationship, Other
• If we could show a clear path to your target skill delta, which alternative would be hardest to compete with and why?

Integration, data readiness, and technical constraints

• Which systems will the platform need to connect to to measure and act on skills (pick all that apply)? Options: HRIS/people data, Performance management, ATS/internal mobility, Productivity or project tools, SSO/identity, None today
• Who owns those systems and can grant API access within your organization? Options: People/HR ops, IT/Platform team, Security/Compliance, Line of business, No clear owner
• How would you rate the cleanliness and reliability of the people and performance data we would need, on a scale from pristine to unusable? Options: Mostly clean and accessible, Moderately clean with gaps, Significant cleanup needed, Unusable without major work, Not sure
• Do you have a dedicated technical resource or project owner who can commit to integration tasks during a 6-10 week pilot? Options: Yes, dedicated resource available, Yes, but limited capacity, No, would need to assign, Not sure
• What compliance or privacy reviews will the vendor need to pass before any production data can be used? Options: Security assessment, DPA/data processing agreement, Internal legal review, No review needed, Not sure
• If API access or key data cannot be provided within your desired pilot window, what is the likely delay to your timeline? Options: Less than 2 weeks, 2-4 weeks, 1-2 months, More than 2 months, Pilot would be paused

Pilot design and acceptance criteria that could close the deal

• If the pilot shows the promised skill improvement, what would stop you from signing an enterprise agreement the same week? Options: Budget approvals, Procurement timeline, Additional stakeholder buy-in, Legal/contract issues, Nothing; we'd sign immediately
• Which cohort size and mix do you believe will give a realistic signal for enterprise-scale adoption? Options: Small focused cohort (10-25), Medium cross-functional (26-100), Large business unit (>100), Unsure
• What specific acceptance metric will prove the pilot succeeded (pick primary and up to two secondaries)? Options: Average assessment delta, Manager-rated behavior change, Successful task completion rate, Internal mobility outcomes, Engagement and completion of applied tasks
• Who must sign off on pilot acceptance and final purchase, and what decision criteria will they apply?
• How long a pilot window do you consider minimally credible to measure on-the-job application? Options: 2 weeks, 4 weeks, 6-8 weeks, 3 months
• If the pilot hits acceptance metrics early, are you willing to accelerate rollout and procurement? Options: Yes, accelerate immediately, Yes, with small governance steps, No, will follow planned cadence, Unsure

Decision timeline, blockers, and next steps

• Who are the three people whose approval would most shorten or lengthen your procurement timeline?
• Which procurement or internal legal checkpoints typically add the most time to deals like this? Options: Vendor risk review, Security questionnaire, Contract negotiation, Budget committee, Other
• Realistically, what is your target decision date for selecting a partner to run a pilot? Options: Within 2 weeks, 2-4 weeks, 4-8 weeks, More than 8 weeks
• What single remaining question or risk, if answered to your satisfaction in the next conversation, would move you to run a pilot with us?
• Would you like us to prepare a one-page pilot plan that maps to your top acceptance metric and required integrations? Options: Yes, please prepare, Maybe, after data check, No, not at this time

• Solution Experience — Competency to Role Mapping

• Confirm the current state and its cost
• You confirm the demonstrated role mapping and assessment approach would eliminate the reskilling blindspot from your workforce plan.
• Prepare a sample mapped competency-to-role artifact using the job description(s) provided and deliver it before the follow-up session.
• You agree on pilot cohort criteria and the measurable success signals we will use to evaluate skill gain.
• Live mapping of one representative role
• Provide 2 to 3 representative job descriptions for the pilot roles and an export of your existing competency framework or job architecture.
• Prove assessment and measurement linkage
• You identify any remaining evidence or integrations required before pilot sign-off.
• List the acceptance criteria and top 3 metrics you will use to judge pilot success, including any on-the-job performance indicators.
• Validate the mapping and outcomes
• Agree next steps and pilot evidence needed

• Solution Experience — Competency to Role Mapping
• Solution Experience Deck
• Solution Brief — Competency Mapping to Roles

• meeting
• slides
• document

Sponsorship and Steering

• Who is the executive sponsor and what is their role
• Who are the other core stakeholders who will sit on the steering or governance forum
• What decision authority does the sponsor hold for pilot scope, budget, and acceptance Options: Full authority, Budget approval only, Scope input only, Advisory
• How often can the sponsor or steering group meet during the pilot Options: Weekly, Biweekly, Monthly, Ad hoc
• Who will be the primary day-to-day point of contact for the seller on program decisions and approvals
• Is there an existing forum or committee where status updates should be shared Options: Yes, No, Unsure

Manager Enablement

• Which manager groups will be involved in the pilot Options: Front-line managers, People managers, Senior leaders, Team leads, People managers and above
• Approximately how many managers do you expect to include in the pilot
• What specific behaviors do you want managers to do differently during and after the pilot
• What enablement formats work best for your managers Options: Live workshops, Train-the-trainer, Short microlearning modules, Coaching playbooks, Manager tool in the platform
• Do managers currently have training on coaching or skills-based development Options: Yes, formal program, Informal guidance, No, In progress
• Who will own manager enablement content and scheduling on your side

Pilot Cohort Definition

• Which roles or job families are you prioritizing for the pilot
• What is your target pilot cohort size Options: Fewer than 25, 25 to 100, 101 to 300, More than 300
• What selection approach do you prefer for pilot participants Options: Volunteers, Manager-nominated, High-potential or critical roles, Skill-gap based selection, Random sample
• Are there any explicit inclusion or exclusion criteria we should apply
• Do you expect the pilot to be limited by location, business unit, or time zone Options: Global, Specific regions only, Single business unit, Single site or office
• Are participants expected to have existing learning accounts or will accounts be provisioned for the pilot Options: Existing accounts, Seller to provision accounts, Combination, Unsure

Communication and Change Plan

• Who are the primary audiences you want to reach with pilot communications Options: Pilot participants, Managers, HR/L&D, Business leaders, All employees
• What are the core messages you want participants and managers to receive about the pilot
• Which communication channels do you plan to use Options: Email, Intranet, Team meetings, Manager cascades, Internal chat platform, Town hall
• How frequently should project communications be sent during the pilot Options: Weekly, Biweekly, Monthly, Milestone-driven only
• Who will own the communication plan and approvals on your side
• How will you collect participant feedback during the pilot Options: Surveys, Manager check-ins, Platform feedback, Focus groups, Other

Existing L&D and HR Integrations

• Which systems should the platform integrate with for this pilot Options: Learning management system, HRIS or people data, Single sign-on provider, Content marketplace, Assessment engine, Data warehouse, None
• Who owns each system on your side (LMS owner, HRIS owner, IT owner)
• What level of access do you expect to provide to user and org data Options: Full access including org structure, Limited fields only, Only anonymous or aggregated, No data access
• What integration methods are available for those systems Options: APIs available, Secure file export/import, SCORM or xAPI packages, No integration available
• Are there security, privacy, or compliance constraints we should know about Options: Standard privacy review required, Strict data residency rules, Export restrictions, No special constraints, Other
• Do you have a preferred IT contact for connection and credentials

Measurement and Success Signals

• Which short-term adoption metrics matter most for this pilot Options: Manager engagement, Participant completion of assessments, Completion of learning pathways, Active coaching events, Usage of platform tools
• Which skill measurement signals will you accept as pilot success Options: Assessment score improvements, On-the-job task completion, Manager-rated skill change, Performance metrics change, Promotion or role mobility
• What target threshold would you consider a successful manager adoption rate Options: Not defined yet, Low: under 30 percent, Medium: 30 to 60 percent, High: over 60 percent
• How often do you want pilot progress reported Options: Weekly, Biweekly, Monthly, At milestones only
• Who will receive regular analytics and reports from the pilot

Risks, Blockers, and Escalation

• What do you see as the top three risks or blockers to manager adoption
• Are there concurrent initiatives that could compete for manager attention Options: Yes, multiple, One main initiative, No, Unsure
• Who should be the escalation contact if a critical blocker appears during the pilot
• How would you rate readiness for change in the pilot population Options: Ready, Somewhat ready, Not ready, Unsure

Next Steps and Approvals

• What approvals are required before the pilot can start Options: Legal, Privacy, IT security, HR leadership, Procurement, None
• What is your desired pilot start window Options: Within 2 weeks, Within 1 month, Within 2 to 3 months, Later than 3 months
• What resources or time commitments do you need from managers during the pilot
• What would a reasonable go or no-go decision date be for this pilot

• Ingest Job Architecture and Role Data
• Integrate HRIS for Roster and Role Sync
• Map Competency Framework to Platform Schema
• Curate and License Content Marketplace Packs
• Import External Learning Content (SCORM/LTI/API)
• Map Content Items to Competencies and Skills
• Configure Skill-Based Learning Pathways
• Provision Pilot Cohort and Enroll Learners
• Activate Manager Enablement Portal
• Instrument On-the-Job Application Tracking
• Configure Skill Progress and Outcome Dashboards
• Import Historical Learning and Work Records
• Set Role-Based Access and Permissions
• Export Skill and Usage Data to HR/BI

Ingest Job Architecture and Role Data

• Which file formats contain your canonical job architecture and role exports (examples: CSV job_catalog, JSON position registry)? Options: CSV, JSON, Excel (.xlsx), Database export (SQL), Other
• How many unique role or position profiles are represented in the export you will provide? Options: Less than 100, 100-999, 1,000-9,999, 10,000 or more
• Who owns and can approve changes to the job architecture file (title, email or role description)?
• When was the job architecture last revised and do you have a change log to attach to the ingest package? Options: Within 3 months (change log available), 3-12 months, Over 12 months, Unknown
• Identify the canonical identifier used to link roles to employees in your systems (examples: job_code, position_id, position_number).
• Are there hierarchical levels that must be preserved during ingest (examples: job family, job subfamily, level) rather than flattened? Options: Yes, No

Integrate HRIS for Roster and Role Sync

• Select the type of human resources information system (HRIS) integration endpoint you will provide for roster and role sync. Options: Cloud HRIS with REST API, On-prem HRIS with SFTP export, Flat-file exports only (CSV), Custom HR database API, Other
• How frequently must roster and role synchronization occur for the pilot? Options: Near real-time (API/webhook), Daily batch, Weekly batch, On demand/manual
• Who is the technical owner that will supply API credentials and coordinate credential rotation for the HRIS integration?
• Specify the roster fields that must be synced to maintain competency assignments (examples: employee_id, position_id, manager_id).
• Do you enforce any data residency or privacy constraints on roster exports (examples: GDPR, local residency, employee consent required)? Options: Yes, No
• Indicate the authentication method supported by your HRIS integration endpoint. Options: OAuth2, API key, SFTP with SSH key, SAML/SCIM provisioning, Other

Map Competency Framework to Platform Schema

• Provide the filename or export type of the competency framework you will supply (examples: competency_matrix.csv, competency_registry.xlsx).
• Identify the fields in your framework that should map to the platform competency identifier (examples: competency_code, skill_uri).
• How many competency proficiency levels exist in your framework (examples: foundational, intermediate, advanced)? Options: 1-2 levels, 3 levels, 4 or more levels
• Who will be the approver for canonical competency-to-role mapping signoff?
• Do you require preservation of external taxonomy links during mapping (examples: O*NET codes, SOC codes)? Options: Yes, No
• Which measurable threshold will you use to accept mapping completeness (examples: >95% of roles mapped to at least one core competency)? Options: >95% mapped, 90-95% mapped, 80-90% mapped, Custom threshold

Curate and License Content Marketplace Packs

• List the content categories you want included in the initial curated packs (examples: hands-on technical labs, leadership micro-courses, compliance modules). Options: Technical labs, Leadership micro-courses, Compliance modules, On-the-job templates, Assessment banks, Other
• How many learner seats or licensed accesses should be provisioned for the pilot cohort? Options: Less than 50, 50-250, 251-1,000, More than 1,000
• Do you require content that includes assessment assets with item-level metadata for linked skill measurement? Options: Yes, No
• Specify required delivery formats for curated content during the pilot (examples: video, interactive lab, article, assessment item). Options: Video, Interactive lab, Article/reading, Assessment item, Simulation
• Who will approve content selections and accept the content marketplace license terms (name or role)?
• Indicate desired licensing model for pilot content (examples: time-bound access, concurrent seats, perpetual pilot access). Options: Time-bound access, Concurrent seats, Perpetual pilot access, Custom

Import External Learning Content (SCORM/LTI/API)

• Select the external learning package formats you will provide for import (examples: SCORM 1.2, SCORM 2004, LTI 1.1, LTI 1.3, xAPI). Options: SCORM 1.2, SCORM 2004, LTI 1.1, LTI 1.3, xAPI (Experience API)
• Estimate the number of content packages that will require manifest parsing during import for the pilot. Options: Less than 50, 50-250, 251-1,000, More than 1,000
• Where will content be hosted during the pilot (examples: your LMS via LTI, platform CDN, internal content server)? Options: Your LMS via LTI, Platform CDN, Internal content server, Other
• Which LTI or SSO authentication flow do you require for integrated playback (examples: OAuth2 public key, LTI Advantage)? Options: OAuth2 with public key, LTI Advantage, SAML SSO, Other
• Who will supply SCORM/LTI package files and validate playback on a test learner account?
• Are there accessibility standards required for imported content (examples: WCAG 2.1 AA) that we must validate? Options: Yes, No

Map Content Items to Competencies and Skills

• Describe how content items are currently tagged to competencies at your organization (examples: publisher tags, internal curation spreadsheet with competency_code).
• Indicate the minimum mapping granularity you require for the pilot (examples: module-level to competency, lesson-level to skill, item-level tagging). Options: Module-level, Lesson-level, Item-level, Mixed
• Who will adjudicate disputed content-to-competency mappings during the curation process?
• Will you accept automated mapping rules as a first pass (examples: keyword match against competency descriptions) with human review to follow? Options: Yes, No
• Indicate your target percentage of pilot content that should be mapped to competency IDs before go-live. Options: Greater than 90%, 75-90%, 50-75%, No minimum
• Specify which content metadata fields must be preserved during mapping (examples: duration_seconds, assessment_item_count, publisher_license).

Configure Skill-Based Learning Pathways

• List the roles or job families you want targeted by initial learning pathways.
• How many distinct learning pathways per role do you expect to configure for the pilot? Options: 1, 2-3, 4 or more
• Select the pathway completion rule you prefer to represent skill progression. Options: Assessment pass only, Assessment plus manager signoff, Task completion plus assessment, Custom rule
• Who will own each pathway for content maintenance and versioning (role or team)?
• Will you require adaptive branching in pathways based on assessment performance during the pilot? Options: Yes, No
• When should pathway versions be created following competency framework updates (examples: immediate upon update, quarterly)? Options: Immediate upon competency update, Quarterly, Annual, Manual schedule

Provision Pilot Cohort and Enroll Learners

• List the job roles and geographic regions that should be included in the pilot cohort.
• How many learners should the pilot cohort include and how should they be distributed across roles? Options: Less than 25, 25-100, 101-500, More than 500
• Who will be responsible for obtaining manager consent and enrolling direct reports into the pilot?
• When will the pilot enrollment window open and what is the planned duration for the pilot? Options: Start within 2 weeks, run 4 weeks, Start in 3-6 weeks, run 6-12 weeks, Custom schedule
• What acceptance criteria will confirm pilot cohort readiness (examples: roster load completed, manager enablement delivered to 100% of pilot managers, minimum N learners enrolled)? Options: Roster loaded successfully, 100% pilot managers enabled, Minimum enrolled learners met, All of the above, Custom
• Select your preferred enrollment method for the pilot. Options: HRIS automated sync, CSV upload of pilot roster, Manual enrollment via UI, Other

Activate Manager Enablement Portal

• List the manager enablement artifacts required at pilot launch (examples: enablement playbook PDF, assessment interpretation guide, coaching prompts).
• Who will approve manager-facing content and communications prior to portal activation?
• Do managers require single sign-on integration from your corporate intranet to access the enablement portal? Options: Yes, No
• Identify which manager cohorts need role-specific enablement (examples: people managers, technical leads, frontline supervisors). Options: People managers, Technical leads, Frontline supervisors, Other
• How will you measure manager engagement with the enablement portal (examples: portal logins per manager, completion of enablement checklist)? Options: Portal logins, Enablement checklist completion, Manager feedback survey, Other
• Are there required legal or HR reviews for manager coaching scripts before use? Options: Yes, No

Instrument On-the-Job Application Tracking

• List the on-the-job evidence sources you plan to use to measure application (examples: manager observations, work product submissions, performance metrics from your project or sales systems).
• Specify the work-system metrics that must be ingested for application tracking (examples: task completion rate, code commit counts, sales conversion).
• How often should on-the-job evidence sync to the platform for reporting purposes? Options: Near real-time, Daily, Weekly, On demand
• Who will map work-product fields to competency IDs for application evidence ingestion?
• Do you require an embedded manager observation form in the portal for lightweight evidence capture? Options: Yes, No
• Indicate minimum data quality thresholds you require for on-the-job evidence (examples: 95% non-null employee_id, timestamped entries). Options: 95% non-null, 90% non-null, 75% non-null, Custom

• Order Form
• Subscription Agreement
• Master Services Agreement (MSA)
• Statement of Work (SOW)
• Data Processing Agreement (DPA)
• Success-Based Acceptance Annex
• Implementation Milestone and Go/No-Go Schedule
• API & Data Access Authorization
• Regulatory Compliance Addendum (conditional)

• Go-live Health Check (weeks 1-4)
• First Measurement Review (weeks 4-10)
• Acceptance Gate and Formal Acceptance Decision (around day 90)
• Quarterly Operational Review (ongoing)
• Annual Realization Review (12 months)

• Publish the prioritized enhancement and remediation backlog with acceptance criteria and target delivery quarters.
• Remediation plan for any failed criteria documented with target dates to close gaps.
• Publish the acceptance decision document listing pass/fail per criterion and the buyer signatory confirmation.
• Record the incumbent decommissioning checklist showing contract/renewal actions and data archive completion status.
• Create a remediation tracker for any failed criteria with discrete tasks and target closure dates.
• Trend review of core outcome metrics
• Quarterly metric trajectory for role competency coverage and time-to-competency is reviewed and understood.
• High-impact open issues are prioritized and scheduled into the next quarter backlog.
• Next quarter objectives include specific metric targets and the data sources to validate them.
• Re-confirm success criteria and owners
• Provide a metric evidence pack for the next quarterly review showing sources and calculation methods for each metric.
• Circulate a short summary of closed items with before-and-after metric snapshots for validation.
• Present annual outcomes versus targets
• Clear judgment on whether annual skill acquisition and on-the-job performance met the targets recorded in Solution Scope.
• Documented list of lessons learned and persistent blockers requiring governance or organizational change.
• Action list for outstanding enhancements and measurement checkpoints for the next 12 months.
• Produce a year-end realization report that includes metric definitions, baseline comparisons, and business impact correlations.
• Create a governance checklist for sustaining measurement, including owners for ongoing data feeds and quarterly checkpoints.
• Publish a concise lessons-learned brief with recommended adjustments to measurement or manager enablement approaches.
• All required integrations and data feeds are confirmed functional for the pilot roster.
• Early adoption signals are reviewed and a prioritized set of immediate remediation actions is agreed.
• Open issues are captured with impact descriptions and resolution timelines.
• Publish a validated deployment checklist showing integration endpoints, data feed status, and pilot roster completeness.
• Log each open issue in the shared tracker with severity, brief impact note, and target resolution date.
• Produce a two-week adoption monitoring plan for the pilot cohort, including data sources and cadence.
• Present first measurement data
• Clear understanding of how current proficiency and application metrics compare to targets recorded in Solution Scope.
• Documented list of corrective actions with resolution dates that move toward acceptance.
• Confirmed acceptance gate date and required evidence package.
• Deliver the measurement dashboard export showing cohort-level assessment proficiency and manager application survey results for the period under review.
• Publish a root-cause summary that links each identified gap to a corrective action and target completion date.
• Assemble the evidence packet required at the acceptance gate, listing the specific reports and data extracts needed.
• Restate acceptance criteria and targets
• Formal acceptance decision recorded for each acceptance criterion in Solution Scope, with a named buyer signatory when required.
• Incumbent system wind-down status confirmed and data migration or archiving documented.
• Deployment and data validation
• Root-cause analysis for gaps
• Business impact correlation
• Present outcome data against each criterion
• Adoption and manager enablement review
• Document pass or fail per acceptance criterion
• Lessons learned and persistent blockers
• Agree corrective actions and timeline
• Open issues and enhancement backlog triage
• Early adoption signals and usage patterns
• Incumbent system decommissioning and data archiving
• Blockers and open issues triage
• Agree outstanding enhancement and governance actions
• Confirm readiness criteria for acceptance gate
• Validation of closed items and burn-down
• Agree immediate remediation actions
• Agree objectives and measurement plan for next quarter
• Agree remediation items and resolution timeline