2. From inspiration to realization Stacey Schuneman: Microsoft Program Manger Stacey Gardner: Microsoft Senior Learning and Development Specialist Karen Peters: GP Strategies Assessment Program Manager and Lead ID Laura Campbell: former GP Strategies Project Manager Alex Wright: Becauz LLC Assistant Program Manager

3. Certification Program Background

4. Governance Model Certification Program Background

5. Global Approach Consistent skills certified across disciplines Ability to set local course priorities Easy for employees to understand Repeatable Process Applicable to other global regions Documented process for faster deployment Defined collaboratively with all teams involved Straightforward Governance Uses existing resources Ensure local relevance and engagement Enables efficient decisions Integrates with other academies Assessment Approach Ensures demonstrated knowledge and competence Straightforward path to certification Progression Approach Ensure baseline professional competence Logical path over time Reinforces Compete and Product competence Links to Career and Reward Tied to Commitments Rewards for demonstrated competence Key Benefits of Certification, by Design Component Certification Program Background

6. What is the Profile of Excellence  Input from high performing role from the field, reflecting real-life role requirements.  A high-level vision of what a high performing (Excellent) role should act like.  A comprehensive role document, to bring clarity to your role, responsibilities and outcomes.  Detailed information, guidelines and expectations to help develop your full potential as role and advance your career.  Clear inroad to all other Role, Readiness and Career documents.  Specific annual (FY) commitments and/or detailed accountability metrics.  Items for short-term use only.  An End-of-Year performance assessment.  Gain insights and clarity regarding the specific expectations of the role role.  Visualize standards of Excellence for Individual performance.  Develop a career-oriented vision for self-development and skill enhancement.  Facilitates a discussion during MYCI on role expectation, specifically to identify areas of development.  Gain insights and clarity regarding the specific expectations of the role.  Improve the quality of a discussion with the role around effectiveness in Role.  Identify specific individual learning needs and discuss specific Readiness solutions.  To facilitate a career development coaching session, based on role performance, rather than only (FY) attainment metrics. It contains…It is NOT aimed at…Helps the employee…Helps the Manager…

7. SMSGR is leveraging a modified Delphi process created by Karen Peters, GP. This data-driven model allows SMEs to align objectives and weighting in the following ways: Coordinates key business goals and gaps Drives team consensus on learning outcomes and weighting before designing Provides guidelines and data for scoring and reporting Modified Delphi Process 7

8. CM identifies overlaps in business and course objectives and PoE. Solidify desired behaviors and outcomes to assess. GP Drafts Delph i I. Review Delphi I of proposed behaviors and outcomes. Vote using comments. If Yes move to Delphi II. If No, conduct round two of Delphi I. 8 Delphi I: Behaviors and Outcomes Consensus GP and CM Delphi Panel

9. GP drafts Delphi II Draft Delphi IIVote using comments. If Yes, develop CA. If No, conduct round two of Delphi II SRA/ID uses Delphi I and II to recommend scenario contexts for CA Approve CA Spec (Delphi I and II results with scenario contexts) 9 Delphi II: Prioritize and Weight Behaviors and Outcomes Delphi Panel GP and SRA