Most training and onboarding gets finished. Far less of it changes the work.
13 years at TELUS, the last five building training, mentorship and early career programs for technical teams.
I review, rebuild or build the programs your people rely on, or join you a few hours a month as your L&D person.
Who it’s for
For training that gets finished and then forgotten
An HR or L&D lead whose onboarding gets completed but doesn’t change how people start.
A manager whose team took the course, and a month later is asking the same questions.
A team about to launch new training, who want it right the first time.
A trainer or facilitator who runs a great room but needs the materials built.
A leader whose mentorship or early career program started strong and quietly stopped.
An organization with no L&D person, where training lands on whoever has time.
What this isn’t
Accommodation plans, workplace policy, performance or pay decisions, or legal or medical advice. Those belong with your HR and legal people. This work is how people learn and grow.
The services
Three ways to work together
Most start with a Review. It shows what’s there before anything gets rebuilt.
Program Review
A clear read of what you have.
I go through one existing program, such as an onboarding plan, a course, a mentorship program or a facilitator guide, and read it for clarity, structure and accessibility.
Includes
A 30-minute intake call
A short report, with the changes in priority order
A call to walk you through it
Program Design
New or rebuilt, sized to the job.
I rebuild a program after a Review, or build a new one from the ground up, from a single course to a full pathway.
Includes
An intake call to scope it
The finished program, with its guides and materials
Review calls as it takes shape
L&D Partner
Your L&D person, a few hours a month.
A set number of hours each month for whatever comes up, like a new hire group, a course that’s gone stale or a program that needs a second look.
Includes
A short planning call at the start of each month
The work, in your own tools
A quick update when the month wraps
Bigger than one project? It’s scoped in parts, and the scope is written into the agreement before work starts.
Program types
Programs I design
Onboarding
The first few months, set up so new people know what to learn, who to ask and what a good week looks like.
Mentorship
Matching, structure and simple guides, so mentors know what to do with the hour and mentees get more than a coffee chat.
Early career
Programs for junior people and the leaders who support them, with a clear picture of what comes next.
Competency pathways
What people need to be able to do, how they practise it and how they show it. Your team keeps the parts tied to performance and pay.
Booking
How it works
1
A 30-minute call.
We look at the program you have, or the one you need, and check the fit. If it isn’t a fit, I’ll say so.
2
The work.
I do the Review or the Design, with calls along the way so nothing lands as a surprise.
3
The handover.
Everything arrives in a shared folder, built in your own tools so your team can run it.
With an L&D Partner, the work and the handover repeat each month.
Invoiced in Canadian dollars
Calls on Google Meet, or in person in Nova Scotia
After a Review, part of its fee counts toward a Design project
Questions
Do we need a Review first?
For a rebuild, yes. The Review shows what to change and in what order, so the rebuild starts from a plan. A new build starts from the intake call.
Do you only do training?
Do you handle performance reviews or pay?
What tools do you build in?
What if the work grows?
Can you come in person?
How do we pay?
Thirty minutes, to see what you need
Tell me about the program you have, or the one you need. We’ll work out whether a Review, a Design project or monthly hours fits.
Prefer to write? Email me at evan@loopsandlevels.com.