Measure skill change. Not just completion.

Every participant completes the existing Benchmarking Pre (game-based assessment + AI role-play). SkillTrack processes these results into a structured skill score — not just a bar chart, but a normalised, comparable number for each competency. L&D heads get cohort readiness before Day 1, and can see where the organization is strong and where the gap sits. This makes the Benchmarking Pre more than a warm-up — it becomes the diagnostic that the whole program is measured against.

SkillTrack collects behavioral signals throughout the program — from AI role-play quality scores, facilitated activity performance, retrieval practice accuracy, and nudge response rates. These are leading indicators of skill change. Unlike a post-survey, these signals are collected behaviorally and can't be gamed by someone who simply 'liked the workshop'. Facilitators input structured behavioral ratings from live facilitation, creating a real-time engagement index that shows whether the cohort is actually progressing.

The same assessment format as the pre — game-based + AI role-play — repeated to measure actual change. SkillTrack calculates the skill delta: how much did each competency improve, for each person and the cohort overall. This is the deliverable the CHRO and Finance team have been asking for. You get individual Skill Track scores before vs. after, quantified improvements by competency, cohort skill reports showing which competencies moved most, and transfer risk flags identifying who learned in the program but may struggle to apply it back at the desk.

A lightweight manager-rated behavioral observation, combined with a self-assessment and one AI coaching conversation. Measures whether the skill learned in the program is actually being applied on the job — or fading to the forgotten 70%. The manager investment is just 5 minutes for a structured behavioral rating. The learner reflects with specific examples. The AI coaching conversation takes 15 minutes and checks skill retention. You get a transfer score, see who applied the skill and who needs a booster, and create a new touchpoint for renewal or upsell conversations. This is the hardest problem in L&D — measuring transfer — now made feasible at scale.