Key Terms
SCALE
Nearly 300,000 employees; roughly half are union members.
KEY PRINCIPLE
In lattice thinking, individuals actively own their development. This fundamentally changes the social contract between
Skills gap
Mismatch between skills the workforce has and skills employers need.
Onboarding
Sustained process of integrating a new employee into the organization, culture, and role; bridges selection through assi
ADDIE
Five-phase instructional design model — Analysis, Design, Development, Implementation, Evaluation.
Performance gap
Distance between current performance and desired performance; identified in the Analysis phase of ADDIE.
Learning objectives
Specific, measurable outcomes defined in the Design phase that guide content and assessment.
Formative evaluation
Evaluation conducted before or during implementation to confirm learning resources meet design specifications.
Summative evaluation
Evaluation conducted after implementation; measures participant satisfaction, learning, and performance.
Reskilling
Training workers in entirely new skills for different roles.
Upskilling
Enhancing workers' existing skills for their current or future roles.
Career ladder
Traditional linear model of career advancement — upward only.
Career lattice
Multidirectional model supporting lateral, diagonal, ascending, and descending moves; requires employees to own their de