Organizations
Measure first. Then train what the measurement found.
Most organizations buy training on a hunch about where the gap is. We would rather sell you the diagnosis, show you the profile, and let you decide how much training it actually justifies.
How an engagement runs
- Assess. Your people take the competency assessment. You receive a workforce profile broken down by domain, not a single score.
- Place. Each participant gets a recommended level, confirmed by practical work in the first session rather than by score alone.
- Train. Delivered in-house, in cohorts, against your own material rather than generic case studies.
- Evidence. Completion is on submitted work. You can inspect what your people produced.
- Reassess. Re-measure against the same instrument, included in the engagement, so the change is visible rather than asserted.
What you receive and what stays private
You receive aggregate capability data and the completion list. Individual assessment results go to the individual. The instrument is self-report and stays accurate only while people know their answers are not being used to evaluate them. Protecting that is what keeps your workforce profile worth reading.
14
9
- Acquire14 of 25
- Deepen9 of 25
- Create2 of 25
Illustration. Levels are the instrument's; the counts are not real results.
Human dimensions of AI use41 to 68
Ethics and responsible practice38 to 71
Technical foundations22 to 44
Applied workflow integration29 to 58
Professional development34 to 49
- At baseline
- On completion
Illustration. The instrument is the same at both points, which is what makes the two comparable.
Pricing
Institutional programs are quoted per engagement, on cohort size, delivery format and travel. We do not publish a per-seat rate because the number would be wrong for almost everyone.