For adult education programs and workforce agencies
Readiness evidence you can hand an employer, not a completion certificate.
Career Readiness Studio generates sector-specific instruction from the competencies real occupations demand, assesses what a participant can actually do, and issues the outcome as a verifiable digital badge in their LER Wallet — theirs to carry, and checkable by anyone they show it to. It runs alongside your technical training, not instead of it. It works alongside your technical training, not instead of it.
- 26
- sectors covered
- 1,016
- occupations behind them
- 15–20h
- in this program, plus your own training
- 17
- levels per participant
A completion certificate says someone attended. It does not say what they can do.
Employers discount it
A certificate with no evidence behind it gets treated as attendance, because that is all it can honestly claim.
Funders ask for outcomes
Seat hours are easy to report and hard to defend. What moved is the question, and completion counts do not answer it.
Participants carry nothing
The record stays with the program. A year later the person cannot prove any of it without calling you.
How it works
- 01
Pick a sector
Choose from 16 in-demand sectors or 10 growth sectors. The program is generated from the competency statements of the occupations inside it — the tools, settings, and tasks are that sector's, not a template's.
- 02
Invite participants
Up to 100 per assessment, by email. Participants sign in with LER.me from the link — the same account their badge is issued to — so the record is bound to a person rather than to whoever holds a URL.
- 03
They evidence what they can do
Situational judgment, work samples, observed rubrics, and AI-in-the-loop tasks. The durable skills and AI strands are taught here in full; the sector's technical technique is learned in your shop, lab, or placement, and measured here.
- 04
The outcome becomes a badge
An Open Badge 3.0 credential issued to their LER Wallet, naming the sector, the readiness level, and every durable and AI skill evidenced at or above the entry bar.
Powered by LER.me
The participant keeps the record. Not you, and not us.
Outcomes are issued as Open Badge 3.0 verifiable credentials into the participant's LER Wallet. The badge carries the issuer, the date, the sector, the rubric it was scored against, and each skill evidenced — cryptographically signed, so an employer can check it without contacting your program.
Because Career Readiness Studio also reads Learning and Employment Records, a badge earned here counts as prior evidence somewhere else. A participant who comes back for a second sector brings their first badge and spends less time proving what they already proved.
Signed and delivered by LER.me as issuer. This application produces the credential; it holds no signing key of its own.
What the badge asserts
- One readiness level for entry-level roles in the sector, with the gates it had to clear.
- Ten durable skill levels — the Pathsmith™ clusters, each on the same four-level scale.
- Six AI-at-work levels, derived from the AI use already documented in that sector's occupations.
- Levels resting on thin evidence are marked provisional rather than presented as findings. A badge that overclaims is worth less than no badge.
Adult education programs
Instruction you did not have to write, wrapped around the training you already run.
- A full session plan per module — brief, worked example, practice, debrief — with the timings.
- Every question shows the instructor what it measures, how it is credited, and what the format cannot tell them.
- Participants who already have the skill move faster; those who do not get more practice, not a lower grade.
Workforce agencies
Reporting by organization, region, and sector — without naming anyone.
- Readiness distributions and time-to-evidence, broken out by workforce region and sector.
- Any figure resting on fewer than five submitted attempts is suppressed and labeled as suppressed.
- Every administrative action is recorded — who invited whom, who withdrew what, and when.
What this does not do
It does not predict who gets hired. A readiness band is an inference from evidence, and it has not yet been followed through to placement outcomes. When it has, that will be published here.
It does not teach technical technique. How to transfer a patient, disinfect a scope, or run a weld comes from your shop, your clinical placement, and a supervisor who watches. This builds the judgment around that work and measures whether someone has it — you can attach your own training so participants see it in context.
It does not teach technical technique. Safe patient transfer, endoscope disinfection, running a weld — those come from supervised practice and your own curriculum. This builds the judgment around the task, measures whether someone has the technique, and points at the training you attach.
It does not replace observation. Knowing the right action is not taking it under pressure. Where evidence stays unclear, the system says so and asks for an observed task instead of guessing.
It does not grade a person. Self-ratings are collected and never scored. The gap between what someone thinks and what they showed is a coaching conversation, not a mark.
It does not hide its method. The measurement model, the citations behind each question format, and the limits of each are published in full.
Look at a real program before you talk to anyone.
Every sector below is generated and browsable right now — the modules, the session plans, and the questions. Nothing is behind a form.
Content generated from NSX_Competency_Framework_2026-07-10.xlsx · O*NET occupational data · Pathsmith™ Durable Skills Framework