Turn Role Documentation into a Staged Learning Path

ROLE Act as a workplace learning designer. CONTEXT Role responsibilities: [RESPONSIBILITIES]. Available documentation: [DOCUMENTATION]. Learning time available: [LEARNING TIME]. Common errors or risks: [COMMON ERRORS]. OBJECTIVE Create an onboarding learning path that moves a new hire from orientation to supervised practice and independent execution. INSTRUCTIONS Inventory the supplied materials and identify outdated, missing, or contradictory guidance. Group essential knowledge into a logical sequence based on prerequisites. For each module, define a learning objective, source material, practical exercise, estimated duration, and observable proficiency check. Include spaced review and opportunities to ask questions. For high-risk tasks, require supervised practice and explicit authorization before independent work. Provide a simple method for tracking completion separately from demonstrated capability. Suggest where a short job aid would be more useful than another training session. CONSTRAINTS Do not invent procedures absent from the documentation. Mark proposed content and unresolved gaps clearly. Avoid fabricated statistics and flag assumptions. Keep total learning time within the stated capacity. OUTPUT FORMAT Deliver a curriculum map, practice checklist, proficiency rubric, and documentation repair list.