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Get the success profile of a best-in class recruiter to identify skills needed

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Advertise - from learners who got promoted

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50% Promoted Learners should be graduates

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Identify key skills needed for an entry level BIDS analyst

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Review what is in the BIDS Bootcamp and improve on the content - focus on practice

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KPI - Speed to Proficiency (compared to tenured promoted non-Academy learners)

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Academy learners amongst top 20% performers

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Recruitment to publish openings for roles, and PMs to proactively partner with HM in providing list of graduated learners suitable for the role. Gather data (how many learners applied / did not apply | hired/did not get hired) and regroup

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Potential Challenge: Laws specific to GEOS. How to create a balanced program for a global audience.

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Request leaders and managers to speak about the academy and share success stories

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Level-up self-paced courses, exposure and experience activities that would entice learners to progress and commit themselves to learning.

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Measure (Academy performance report card) visible to both learners and leaders via TaskQuest.
Measure : Learner's Journey (progress, etc), Mentor's feedback & rating of the learner, core value

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Academy Success Story to be used by all recruiters to attract talent as a key differentiator

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Academy Success Story to be used by all recruiters to attract talent as a key differentiator

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Make Graduate/Promoted learners as Academy Site Ambassadors to draw in more learners

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Require Academy Information course to be completed by all people leaders, and for the discussion to be included in their 1:1s on career development.

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Program to probably cater to the two divisions in BIDS - Data Visualization and Insights (what courses can help on developing these skills)

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Identify the DNA of an entry level PeopleCare Associate - skills needed and knowledge needed

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A clear process on IJP. An advantage to Academy learners in the hiring process.

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Switch from introductory to mastery approach. currently most courses in the program are introductory. there should be a continuous learning experience which will help build mastery. i.e. A learner who undergoes TLPA is expected to be a capable coach upon graduating from the program.

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Involve Experts in devising the curriculum

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Include the Academy in RC2 or to be invited to speak about the Academy in RC2, as it serves as the first exposure of potential learners.

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Identify all manual processes and automate as much as we can. All reporting should go to the dashboard with minimal to no human dependencies - this also ensures data integrity.

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Partner with onsite leaders in Mentoring our learners during their Academy Journey

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Add a short success story video - RC2

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Identify best recruitment process and where the recruiter fits into the equation and then build from there

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Identify an expert who can work with the Academy to build the courses and add more value by providing "practical" exposure and experience activities for learners.

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Offer certification courses to mentors participating in MentorUs. This will provide alignment and structure in the mentoring process, as well as a boost for mentors, as we will upload their Mentor certification in WD.

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Once measures have been created, consistently publish, and push Ops to put a weight on learners' completion of the program in their perf reviews. The brand of an academy  should not just be skill building, but skill + character building.

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Enroll all eligible TMs in an introductory course of The Academy in ACE.
In the course it should discuss:
1. What The Academy is all about
2. Why they should join or what's in it for them
3. Success Stories
4. How to Enroll/Join
5. Enrollment Schedule
6. FAQs