Enablement Curriculum Builder

Goal

Transform a defined role and its identified skill gaps into a complete, structured enablement curriculum with sequenced modules, measurable outcomes, and assessments.

Trigger

When onboarding a new role, closing performance gaps, or building a training program from scratch for a specific job function.

Steps

1. 1

   Analyze the role and skill gaps provided below to extract core competency domains, proficiency expectations, and priority order for development: $role_and_skill_gaps

   • □Role title and context are clearly identified
   • □Each skill gap is categorized (technical, behavioral, process, etc.)
   • □Priority or urgency of each gap is noted

   Role and skill gaps:
   
   $role_and_skill_gaps

2. 2

   Group related skill gaps into 3–6 logical curriculum modules. Name each module, define its scope, and sequence them from foundational to advanced based on dependencies.

   • □Each module has a clear, descriptive title
   • □Modules are sequenced with rationale
   • □No significant skill gap is left unaddressed
3. 3

   For each module, write 2–4 measurable learning outcomes using action verbs (e.g., 'Demonstrate', 'Apply', 'Analyze'). Outcomes should be specific enough to verify completion.

   • □Each outcome starts with a measurable action verb
   • □Outcomes are scoped to the module, not too broad
   • □Outcomes collectively cover all skill gaps in the module
4. 4

   For each module, recommend 2–3 learning activities or content formats (e.g., case study, role-play, job shadow, e-learning, workshop) that best match the skill type and learner context.

   • □Activity types vary across the curriculum
   • □Each activity is matched to the skill type (e.g., behavioral vs. technical)
   • □Estimated time investment is included per activity
5. 5

   Design one assessment per module that validates achievement of its learning outcomes. Specify the format (quiz, scenario, observed practice, deliverable), success criteria, and who evaluates it.

   • □Assessment directly maps to the module's learning outcomes
   • □Success criteria are clear and measurable
   • □Evaluator role is specified (manager, peer, self, automated)
6. 6

   Produce a curriculum summary card: total duration estimate, recommended delivery cadence (e.g., 4-week sprint, self-paced), prerequisites, and a one-paragraph rationale explaining how this curriculum closes the identified gaps.

   • □Total time estimate is realistic and broken down by module
   • □Rationale explicitly connects curriculum design to original skill gaps
   • □Prerequisites or assumed baseline knowledge are stated

Output format

Return a structured curriculum document with clearly labeled sections: (1) Competency Domain Analysis, (2) Module Overview Table (name, scope, sequence), (3) Learning Outcomes per module, (4) Recommended Activities per module, (5) Assessment Design per module, (6) Curriculum Summary Card. Use headers, bullet points, and tables where appropriate for scannability.