Caldmoor Infrastructure Ltd
What you are looking at
Aaron Blake is a Project Manager at Caldmoor. This is his own assessment. The framework splits project work into 8 areas, and each area into skills. Aaron rates each skill from Aware up to Expert. What he rates is only a claim until his line manager, Owen Marsh, checks it. Six areas are already checked (Validated). Two are not done yet.
Try this
- Read the line at the top. It counts how many areas are fully rated and how many have evidence.
- Open area 4, Requirements, Scope and Benefits. Its six skills all say Not rated.
- Open skill 4.1. Pick a level, and read what that level means and what evidence would count. Write a sentence about why you picked it.
- Rate the other five, or press Fill the rest for me. Then press + Add evidence and save the example.
- Press Submit for validation, then Confirm submission. The area goes to Owen in step 2.
Why it matters: anyone can say they are a Project Manager. This records who agreed, when, and on what evidence.
You are Aaron Blake
Readiness
What you are looking at
Owen Marsh is Aaron’s line manager. This is his team screen, My team. For each area he sees what the person claimed (Self-assessed) and sets the level he will stand behind (Validated level). Only the validated level counts on the record.
Try this
- Pick Aaron Blake from the team list.
- Area 4 reads Submitted if you sent it in step 1. Read Aaron’s evidence and press Endorse, or Query it with a note.
- Choose the validated level, write a note of at least 30 characters and press Save validation. The area now reads Validated, and Aaron’s count goes up.
- Or tick Return for more evidence instead. Aaron sees the area as Returned in step 1 and can send it again.
- Press Log review, pick a type, write a line and save it. It joins his review history.
Why it matters: every level on the record has been checked by a named manager, with a reason.
You are Owen Marsh, Aaron’s line manager
My team
What you are looking at
Aaron’s development plan. It compares his validated levels with what a Project Manager needs and lists the areas where he is short. Below it is his CPD log: the learning he has done this year.
Try this
- Look at Areas to develop. Each one shows where Aaron is now and where a Project Manager should be.
- On Leadership and People, write an agreed action with a target date and save it.
- Look at Recommended modules beside each area. These are the course modules that cover it.
- In the CPD log, find the Educate box. Aaron is part-way through an Educate course. Press Pass the course assessment. A CPD entry appears on its own, with the course, its hours and his certificate number. Nobody types it.
- Press Log CPD activity, add something of your own and watch Hours this year move towards the 36-hour target.
Why it matters: learning is aimed at a measured gap, and it is recorded without extra admin.
You are Aaron Blake
Development plan Project Manager targets
CPD log
What you are looking at
Owen’s whole team of four. The Competency heat map shows each area against what each person’s job needs. It uses validated levels only, so an unchecked claim does not count. Below it, People tools is what Owen uses for one-to-ones, probation and feedback.
Try this
- In the heat map, find the area where most of the team is below target. That is where to spend the training budget.
- In Team members, click Kiran Bassi. Her people tools open below: her snapshot and her gaps against her role.
- Press Create development plan. It builds a plan from her biggest gaps, with a suggested module for each.
- Open Probation review. Kiran is new. Pick a rating and a recommendation, such as Confirm in post.
- Open 360 feedback and press Create and get links. Colleagues answer a short form with no login.
- Click Ruth Adeyemi. Her starting levels came from her Activate exam. The note above them explains how.
Why it matters: a manager can see where the team is weak, and has what they need for every review, without building a spreadsheet.
You are Owen Marsh
Competency heat map Validated levels only · team average
| Competency area | Team average | Position against role target | Status |
|---|
Team members Click a row to open their people tools
| Name | Career level | CPD progress | Validated areas | Position against role target |
|---|
What you are looking at
Caldmoor is lending Aaron to a client, Northmere Network, for a project. While he works with them, Northmere can see his validated levels, read-only, and nothing else. You play both sides: Joanna Pryce, Caldmoor’s administrator, and Northmere, the client. Each side is labelled.
Try this
- Press Deploy to client for Aaron. Northmere Network and an end date are filled in. The deployment reads pending.
- Aaron has to agree. Press Confirm in his box. The deployment is now active, and Aaron appears on Northmere’s side under Deployed resources.
- As Northmere, press Raise a concern, pick an area, write a sentence and press Send to managing org.
- As Joanna, the concern is under Deployment concerns. Press Acknowledge or Resolve and write a reply. Northmere sees your reply.
- Press End. Northmere loses the view straight away.
Why it matters: the client sees proof of competence without seeing the person’s private record, and the employer stays in control.
You are Joanna Pryce, Caldmoor’s administrator
Aaron Blake · People tools
Deployments
| Consultant | Host org | Status | Ends |
|---|
Deployment concerns
Deployed resources People working with you, managed by their own organisation. Read-only.
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