As roles evolve and AI reshapes the skills employees need, learning teams are being challenged to move beyond delivering courses and tracking completions. The bigger opportunity is to build durable capabilities—skills employees can develop, demonstrate and carry with them as their roles and careers evolve. 

In this session, Carrie Maynard of Serefin will share how her team created a competency framework that serves as a “North Star” for learning and employee development across the organization. Rather than organizing learning around a growing collection of topics and courses, Serefin is creating a common language around competencies and skills that connects job expectations, onboarding, learning, performance and career development. 

Carrie will take attendees inside Serefin’s journey from a more traditional, course-based approach to a skills-informed learning ecosystem. You’ll hear how Serefin worked across the organization to identify critical competencies, translate them into progressive levels of development, and design learning around the capabilities employees need to succeed—not simply the content they need to complete. 

The session will also explore the role technology plays in making that strategy actionable. Serefin developed its competency framework outside of Brightspace, then used D2L to connect competencies to learning experiences, organize development pathways, capture data and begin making employee skill development more visible to learners, managers and organizational leaders. 

Together, Serefin and D2L will discuss what they’ve learned about moving from course completion toward a more meaningful view of capability development—and how a skills-informed approach can create an enhanced experience throughout the employee lifecycle.

During this session, you will learn:

• Build a competency framework that creates a common language for onboarding, development and performance.
• Connect learning pathways to the skills employees need today while helping them build durable skills for what comes next.
• Use learning technology and data to make skill development more visible to employees, managers and business leaders.
• Begin moving beyond completion data toward evidence of proficiency, application and mastery.