8 minutes
Eleven gates — the rest of this curriculum Each later course is one gate. This lesson is the map so you can choose by the work you actually touch.
What you’ll be able to do Identify the practical implication of “Eleven gates — the rest of this curriculum” and apply it to one live DHS decision connected to The Employee Life Cycle as a System. Compare the responses to this question and explain your choice: What should happen before the work is locked? Document a next step for Eleven gates — the rest of this curriculum: Choose one live work object, name a change or formal escalation, assign an owner, and set the date the result will be reviewed. Walk the cycle — not as a grade 1 — Job design and the posting Essential functions vs. “fit.” Compensation folded here. Who can even apply.
2 — Sourcing and outreach Where we look. Same boards ≠ same pool.
3 — Screening and selection Rubric, panel, unpaid sample. Identical-by-law vs. sameness-as-fairness.
4 — Onboarding and the first 90 days Belonging without theater. Access of the new job.
5 — Performance and development Coach without scoring. This program never enters a review as character.
6 — Mentorship and sponsorship Advice vs. a gate that opens. Not unpaid education by identity.
7 — Mobility, acting, promotion Who is visible. Who is “ready.”
8 — Viewpoint and well-being surveys Read the instrument as a who, not a trophy. Do not write a new survey.
9 — Stay interviews and exit interviews Hear before and after someone leaves. Then move a gate.
10 — Conflict at work Resolution vs. a formal door. No homemade restorative process for a complaint.
11 — Equal opportunity in employment EOAD as a door and as a lens. Both. You will not improvise an investigation.
How to use the map Take the gate you touch. The hire practice in From noticing to shifting stays — this curriculum goes deeper at that gate. Leadership and Culture without theater stay. You do not collect all eleven.
Put this lesson to work What you can change You control whether eleven gates — the rest of this curriculum changes a live DHS process connected to The Employee Life Cycle as a System or remains information on a page.
What to watch for The team completes the learning, keeps the same default, assigns no owner, and never checks who carries the burden.
Your next step Choose one live work object, name a change or formal escalation, assign an owner, and set the date the result will be reviewed.
Carry this forward Each later course is one gate. This lesson is the map so you can choose by the work you actually touch.
You control whether eleven gates — the rest of this curriculum changes a live DHS process connected to The Employee Life Cycle as a System or remains information on a page.
Choose one live work object, name a change or formal escalation, assign an owner, and set the date the result will be reviewed.
Completion is shown by a scenario decision, a knowledge-check response and a saved one-minute commitment.
Choose one live work object, name a change or formal escalation, assign an owner, and set the date the result will be reviewed.
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