# TalentVerse: Dual-Track Talent Intelligence Platform
*Internal Architecture Proposal · TPC/OCTAVE · April 2026*

**Classification**: Confidential — Internal Only

**Status**: Awaiting Pre-Build Gate Approval
**Prepared for**: TPC/OCTAVE Leadership (TPC Board / OCTAVE Executive Team)
**Delivery target**: October 15, 2026

---

## Table of Contents

1. [Executive Summary](#1-executive-summary)
2. [Solution: TalentVerse Dual-Track Talent Intelligence](#3-solution-talenverse-dual-track-talent-intelligence)
3. [Scope and Boundaries](#4-scope-and-boundaries)
4. [Data Architecture](#5-data-architecture)
5. [Development Framework Layer (Track B)](#6-development-framework-layer-track-b)
6. [Stage-Based 2026 Roadmap](#7-stage-based-2026-roadmap)
7. [Sprint Plan Summary](#8-sprint-plan-summary)
8. [What Success Looks Like: October 15, 2026](#14-what-success-looks-like-october-15-2026)
9. [Phase 2 and Beyond](#15-phase-2-and-beyond)

---

## 1. Executive Summary

### Situation

OCTAVE Institute manages 240 employees across a talent lifecycle spanning onboarding, performance, development, governance participation, and transitions. TPC's mandate, reflected in the RMRR framework and M5 leadership principles, requires systematic development and retention of high-potential talent. That mandate requires visibility into who is performing, who is growing, and at what velocity.

Today, neither type of visibility exists in any single place. Performance data is fragmented across six disconnected systems. Development signals — coaching conversations, programme participation, reflections, 1-on-1 transcripts — are captured in unstructured formats with no longitudinal synthesis. Every talent decision is made on partial evidence, assembled manually, assessed subjectively.

### Problem

OCTAVE faces two connected talent intelligence gaps. The first is a performance evidence gap: no single system holds multi-source longitudinal performance evidence, so calibration defaults to recency bias, halo effects, and manager advocacy. Employees with strong trajectories but low political visibility are systematically disadvantaged.

The second is a development visibility gap: OCTAVE currently has no mechanism to answer whether a person is growing, and in what direction. Development conversations remain episodic. Growth investments cannot be connected to behavioral change. Promotional readiness assessments rely on intuition.

Both problems must be solved together for TalentVerse to fulfill its stated purpose.

### Solution

TalentVerse is a dual-track talent intelligence platform:

**Track A — Performance Intelligence.** Multi-source, evidence-backed assessment across five performance dimensions (D1-D5) and three manager-effectiveness dimensions (M1-M3). Medallion architecture (Bronze, Silver, Gold). SHAP/LIME explainability for every insight. Four-tier PDPA consent architecture enforced from ingestion to inference.

**Track B — Development Intelligence.** Nine development framework profiles inferred from unstructured sources (1-on-1 transcripts, coaching reports, programme participation, reflection journals) using an LLM inference pipeline. Four growth dimensions: G1 Self-Cultivation (修身, Xiushen), G2 Roles and Relationships (齐家, Qijia), G3 Stewardship (治国, Zhiguo), G4 Consciousness (平天下, 天人合一, Ping tianxia, Tian ren he yi). Two derived composites: LVTS (Longitudinal Value Trajectory) and PRCS (Promotional Readiness Confidence).

Both tracks operate on the same Medallion infrastructure and the same Employee Digital Twin model. Track B data is protected by a dedicated data firewall that enforces role-based access with stricter controls than Track A.

### October 15, 2026 Target

The October 15, 2026 go-live target is confirmed. SMP Pillars are not included in Track B, which reduces pipeline complexity in G3. Mintzberg Mindset applies to all employees, broadening inference coverage within the same wave structure. Neither decision adds net delivery risk.

### Investment

The resource plan is fully scoped and confirmed. SMP removal reduces Track B inference workload. The Mintzberg Mindset expansion reuses the same prompt engineering work already planned. No net headcount change is required.


## 3. Solution: TalentVerse Dual-Track Talent Intelligence

### 3.1 What TalentVerse Does

TalentVerse ingests data from multiple source systems, transforms it into structured Evidence Objects, and produces two parallel intelligence layers for every employee:

- **Track A**: A multi-source dimensional insight (D1-D5 for all employees, M1-M3 for people managers) backed by an Evidence Trail, a confidence level, and a SHAP/LIME attribution showing which sources drove the insight.
- **Track B**: Nine development framework profiles inferred from unstructured data using an LLM pipeline, plus two derived composites (LVTS and PRCS) available at Wave 6.

Both tracks populate the Employee Digital Twin: a continuously updated longitudinal record of an employee's performance and development trajectory across full tenure.

### 3.2 Medallion Architecture

TalentVerse runs on Microsoft Azure Southeast Asia (Singapore) for PDPA data residency compliance.

**Bronze layer.** Immutable raw storage. Every record from every source system, exactly as received, tagged with a consent tier. A KIV Classification Filter at Bronze routes unvalidated instruments (Aura Photography, TimeWaver, Hawkins Consciousness Scale, 奇门遁甲) to /bronze/kiv/ before any Silver processing.

**Silver layer.** Transformation. Every Bronze record becomes a typed, normalised Evidence Object with a canonical employee UUID, a source reliability weight, a consent tier, and an evidence decay half-life.

**Gold layer.** Intelligence. Employee Digital Twins, dimensional insights, development framework profiles, trajectory indicators, and SHAP/LIME explanations. Accessed through a role-gated API.

A Track B data firewall operates between the Silver and Gold layers. It enforces the access matrix defined in Section 6.

### 3.3 Dual-Track Model

**Track A — Performance Intelligence (D1-D5, M1-M3)**

| Dimension | What It Measures |
|---|---|
| D1 Delivering Results | Objective achievement, KPI completion, goal execution quality |
| D2 Learning and Self-Cultivation | Formal learning, qualifications growth, development behavior |
| D3 Collaboration and Partnership | Cross-functional engagement, stakeholder relationships, peer effectiveness |
| D4 Stewardship and Accountability | Role responsibility, governance participation, execution discipline |
| D5 Innovation and Ownership | Initiative, entrepreneurial contribution, proactive change |
| M1 Manage with Integrity | Ethical leadership, values-aligned management behavior |
| M2 Manage through Coaching | Development investment in direct reports, coaching quality |
| M3 Manage with Connection | Relational investment, care, connection behaviors |

Each dimensional insight is computed with a confidence weight derived from source count, source quality, and recency. An insight from three or more sources is HIGH confidence. Two sources is MEDIUM. One source is LOW. Only HIGH confidence insights are routinely cited in calibration.

**Track B — Development Intelligence (9 frameworks + LVTS + PRCS)**

Four growth dimensions of development framework inference, activated progressively by wave. Full detail in Section 6.

### 3.4 Employee Digital Twin

The Employee Digital Twin is a continuously updated longitudinal record. At MVP, it holds both Track A performance evidence and Track B development profiles. The underlying schema covers all six lifecycle stages: Onboarding, Performance, Career Development, Leadership Development, Governance Participation, and Separation. Track B activates the Career Development stage, raising LVTAR because Digital Twins now draw from two stages rather than one.

Employees have a self-view of their own Digital Twin. They can see both tracks, manage their consent for each data type, and flag evidence they dispute. The Digital Twin is not a surveillance file. It does not hold health data, biometric data, compensation data, or data from unvalidated instruments.

### 3.5 PDPA Compliance by Design

Four independent enforcement layers:

1. **Consent at ingestion.** Every inbound record is tagged at Bronze. Tier 1 (BIPO, OKR) proceeds under employment agreement. Tier 2 (Viva Insights, Teams transcripts) requires explicit consent before flowing beyond Bronze. Tier 3 (SHL psychometrics, MT Journal, Relational Matrix, Consciousness Calibration) requires written explicit consent.

2. **API-layer enforcement.** Every API endpoint checks the ConsentRecord entity before responding. UI-layer filtering alone is not sufficient.

3. **Synchronous withdrawal.** Consent withdrawal nulls all insight fields atomically in one database transaction. No window exists during which a manager could retrieve insights from withdrawn evidence.

4. **L1/L2 Firewall.** TPC corporate staff data and OCTAVE employee data are partitioned at the data layer via PostgreSQL Row-Level Security with FORCE ROW LEVEL SECURITY. Cross-tenant data is physically inaccessible.

---

## 4. Scope and Boundaries

### 4.1 MVP Scope (October 15, 2026)

The following capabilities are in scope for the October 15, 2026 MVP:

**Track A (Performance Intelligence)**
- All five performance dimensions: D1-D5 for all employees
- All three manager-effectiveness dimensions: M1-M3 for people managers
- Medallion architecture (Bronze, Silver, Gold)
- Azure Southeast Asia data residency
- SHAP/LIME explainability for every insight
- KIV classification at Bronze for unvalidated instruments
- Four-tier PDPA consent architecture
- Employee Digital Twin schema
- EIDR and LVTAR as North Star metrics
- L1/L2 firewall enforcement
- Synchronous consent withdrawal nullification
- W13 Leadership Demo milestone (Week 8, May 29, 2026)

**Track B (Development Intelligence)**
- Eight development frameworks: 8 Living Habits, TPC Guiding Values, Relational Matrix (五伦, Wulun), Network Strength, 4 Mindsets, Mintzberg Mindset (all employees), Coaching Effectiveness
- One Tier 3 framework: Consciousness Calibration
- Two derived composites: LVTS and PRCS
- Track B data firewall enforced at both application and database layers
- All wave timelines and sprint assignments as specified in Sections 7 and 8

### 4.2 Out of Scope (Phase 2+)

The following features are explicitly not included in the MVP:

| Feature | Reason for deferral |
|---|---|
| A-28: CV connector (D2 context enrichment) | Lower RICE (6.0); Track B scope requires capacity relief |
| A-29: iLevel connector (senior leader role enrichment) | Lower RICE; credential confirmation risk; Phase 2 if Sprint 8 slips |
| B-16: Development ROI pilot report | Requires Career Development Digital Capture (OI-07, P&O action) — not ready by MVP |
| Full MECS (Track B enriched) | Requires Track B Coaching Effectiveness data at scale |
| LVTAR ≥55% | Phase 2 target, requires Track B data at scale |
| LinkedIn Learning | Enterprise licence not confirmed; Phase 2 candidate |

### 4.3 October 15 Delivery Commitment

TalentVerse goes live for all 240 OCTAVE employees on October 15, 2026. This is a firm delivery target. SMP Pillars are not included in Track B, which reduces G3 pipeline complexity. Mintzberg Mindset applies to all employees, reusing the same prompt engineering and wave structure. Neither adjustment introduces net delivery risk. The scope relief applied at the deferred features list (A-28, A-29, B-16) is sufficient to maintain the schedule.

---

## 5. Data Architecture

### 5.1 Layer 1 — Core Signals Sources (14 sources, Track A)

These 14 sources feed D1-D5 and M1-M3 dimensional insights through the Medallion architecture.

| Source | Wave | Primary Track A Signals | Integration Method |
|---|---|---|---|
| BIPO HRMS | Wave 1 | Identity baseline, D1, D2 partial | REST API (OAuth2 client credentials) |
| SharePoint (MS Graph) | Wave 1 | Document infrastructure only | MS Graph API (OAuth2 Azure AD) |
| PCG Forms | Wave 1/3 | D1-D5, M1-M3 partial (highest signal density) | MS Graph API → Azure Document Intelligence (XLSX) |
| Profit.co OKR | Wave 2 | D1, D4, D5 partial | REST API (API Key) |
| Profit.co ePCG | Wave 3 | D1-D5 partial, M1-M3 partial | REST API async (API Key + Username) |
| OCTAVE Events | Wave 3 | D2, D4 partial | MS Graph API → JSON parse (SharePoint bridge) |
| Microsoft Viva Insights | Wave 4 | D3 quantitative (M365 E5 gate) | MS Graph API (OAuth2 Azure AD) |
| 360 Feedback Survey | Wave 4 | D3, M1-M3 primary | MS Graph API → Azure Document Intelligence → NLP |
| RMRR Reports | Wave 4 | D4 | MS Graph API → custom extractor (rmrr_report_extractor.py) |
| Job Profile | Wave 4 | D1-D4 context, Mintzberg enrichment | MS Graph API → Azure Document Intelligence |
| MT Journal | Wave 4 | D4, M1, M3 partial | MS Graph API → Azure AI Language NLP |
| SHL OPQ32 | Wave 5 | D2-D5, M1-M3 (35 senior leaders) | MS Graph API → Azure Document Intelligence (custom extractors) |
| SHL MQ M5 | Wave 5 | D2, M2 motivation signals | MS Graph API → Azure Document Intelligence (custom extractors) |
| SHL Verify G+ | Wave 5 | D1, D5 cognitive | MS Graph API → Azure Document Intelligence (custom extractors) |

**Key integration decisions:**

SharePoint is elevated to explicit P0 architectural dependency. Tenant admin consent from TPC IT is a Sprint 1 hard gate. Without it, all document-based sources are blocked.

TalentVerse uses Microsoft Teams built-in transcription via MS Graph API for 1-on-1 transcript ingestion. This is the production path. The processed MD output files from the prototype era remain valid as the Layer 2 output schema reference.

The Copilot ePCG DOCX file is deprecated as a data source. The underlying structured signals come directly from Profit.co ePCG (Layer 1).

### 5.2 Layer 2 — Development Sources (5 sources, Track B)

These 5 sources feed the Track B inference pipeline. They do not contribute directly to D1-D5 or M1-M3 dimensional insights.

| Source | Wave | Primary Track B Frameworks | Integration Method |
|---|---|---|---|
| 1-on-1 Check-in (Teams Transcripts) | Wave 3 | All 9 frameworks; Coaching Effectiveness | MS Graph API (Teams transcription) → Bronze → Insights Engine |
| OCTAVE Events (MEP, QL, CCC) | Wave 3 | 8 Living Habits, Consciousness Calibration, TPC Guiding Values | MS Graph API → JSON parse |
| Reflection Journal | Wave 4 | 8 Living Habits, 4 Mindsets, Relational Matrix, Consciousness Calibration | New capture mechanism (ADR-18) |
| Coaching Reports (SharePoint, nullable) | Wave 4 | 8 Living Habits, 4 Mindsets, Consciousness Calibration, Relational Matrix | MS Graph API → NLP |
| MLP/MEP Reflection Documents (SharePoint) | Wave 4 | 8 Living Habits, TPC Guiding Values, Consciousness Calibration | MS Graph API → NLP |

**Note on OCTAVE Events dual-layer role.** OCTAVE Events appears in both Layer 1 (Wave 3, D2 signal for Track A) and Layer 2 (Wave 3, primary signal for 8 Living Habits and Consciousness Calibration for Track B). The SharePoint-cached JSON is the production data source for MVP. If the OCTAVE App REST API is confirmed by May 2026, the API path is adopted. The JSON schema is identical regardless of retrieval path.

### 5.3 KIV Sources (Bronze only, not scored)

| Source | Format | Reason for KIV Status |
|---|---|---|
| Aura Photography | PDF | Non-validated instrument; scientific basis does not meet TalentVerse evidence standards |
| TimeWaver | PDF | Non-validated instrument; bioenergetic assessment method |
| Hawkins Consciousness Scale | PDF | Non-validated calibration instrument; distinct from TalentVerse Consciousness Calibration which uses behavioral evidence |
| 奇门遁甲 (Qi Men Dun Jia) | PDF | Metaphysical assessment; permanently excluded from inference |

KIV sources are routed to /bronze/kiv/ at Bronze ingestion via the KIV Classification Filter. They are logged in the KIVLog audit table. They are never processed into Silver or Gold.

### 5.4 Wave Assignment Summary

| Wave | Dates | Sources Added |
|---|---|---|
| Wave 1 | Apr 6 - May 1 | BIPO HRMS, SharePoint (MS Graph), PCG Forms (schema), KIV instruments |
| Wave 2 | May 4 - May 29 | Profit.co OKR, Profit.co ePCG, Teams transcript ingestion |
| Wave 3 | Jun 1 - Jun 26 | PCG Forms (connector), OCTAVE Events, 1-on-1 Insights Engine |
| Wave 4 | Jun 29 - Aug 7 | 360 Feedback, RMRR, Job Profile, Viva Insights, Reflection Journal, Coaching Reports, MLP/MEP Reflections, MT Journal |
| Wave 5 | Aug 10 - Sep 18 | SHL OPQ32/MQ/Verify G+ (35 senior leaders), ML model training |
| Wave 6 | Sep 8 - Oct 15 | SHAP/LIME, EVS, LVTS, PRCS, Digital Twin UX, Calibration Tools, UAT |

---

## 6. Development Framework Layer (Track B)

### 6.1 Architecture

Track B infers development profiles from unstructured language. No Track B insight is calculated from a structured rating field. Every insight is AI-inferred from transcript evidence, reflection text, and programme participation records. Every inference produces evidence citations: the specific transcript moments or reflection passages that drove the insight.

### 6.2 Track B: Growth and Development — 4 Growth Dimensions

Track B organises employee growth around four named dimensions grounded in TPC philosophy and the I-to-We journey. These dimensions replace the Tier 1/2/3 labels in the employee-facing product. Engineering tier activation is preserved as internal gating logic.

| Dimension | Chinese Concept | Pinyin | Sphere | Constituent Frameworks | Activation |
|---|---|---|---|---|---|
| G1: Self-Cultivation | 修身 | Xiushen | Individual | 8 Living Habits, TPC Guiding Values | Wave 4 (Tier 1) |
| G2: Roles and Relationships | 齐家 | Qijia | Family / Team | Relational Matrix (五伦, Wulun), Network Strength | Wave 5 (Tier 2) |
| G3: Stewardship | 治国 | Zhiguo | Organisation | 4 Mindsets, Mintzberg Mindset, Coaching Effectiveness | Wave 5 (Tier 2) |
| G4: Consciousness | 平天下, 天人合一 | Ping tianxia, Tian ren he yi | Universal | Consciousness Calibration | Wave 6 (Tier 3) |

The IRTF cycle (In-Search, Research, Think-Through, Follow-Through) is the primary inquiry frame for Track B. IRTF is not a review-time tool. It runs continuously. Each IRTF cycle generates evidence that surfaces across one or more G dimensions. The AACC cycle gives direction: what an employee Co-creates in the performance track surfaces the signal that starts the next In-Search. What they Follow-Through on in growth changes how they are Aware in the next performance cycle.

Two composites sit above the four dimensions. LVTS (Longitudinal Value Trajectory) measures directional change across G1-G4 over time. PRCS (Promotional Readiness Confidence) combines Track A performance evidence with Track B growth trajectory. Both require data across multiple sessions before they are meaningful.

Track B data is governed by a separate consent architecture and data firewall. Track B inference outputs are never included in the calibration panel data. Employees and their direct managers can see Track B data. The HRBP view of Track B is limited to G4 (Consciousness) and PRCS for succession planning purposes only.

### 6.3 Constituent Framework Detail

The nine frameworks activate progressively by wave. Each tier requires progressively more data history and carries progressively greater cultural and philosophical sensitivity.

**G1: Self-Cultivation — Tier 1 Frameworks (Waves 3-4)**

Tier 1 frameworks can be inferred from a single session. They produce meaningful first readings with minimal data history.

**8 Living Habits** represent TPC's cultural DNA. They describe how a person engages with daily work and relationships at a behavioral level.

| Habit | What It Describes |
|---|---|
| Breathwork | Breath-based regulation practices; using breathwork as a foundation for presence and focus |
| Eating | Intentional relationship with nourishment; treating food as a dimension of personal sustainability |
| Sleeping | Sleep as a recovery and renewal discipline; rest as a leadership practice |
| Movement | Physical engagement as part of vitality and energy management |
| Stillness | Creating space for reflection, silence, and inner listening |
| Exploration of Life | Curiosity-driven engagement with new experiences, ideas, and growth edges |
| Emotional Centredness | Capacity to remain grounded and regulated across varied emotional contexts |
| Celebration of Life | Gratitude and appreciation as active practices; marking milestones and honoring others |

Insights are expressed as a trajectory across sessions (Emerging, Developing, Established). Evidence accumulates across sessions. A habit with strong signal in Q3 but no signal in Q4 will have its weighting decay.

**TPC Guiding Values** describe the organizational values that every employee is expected to embody and demonstrate.

| Value | What It Describes |
|---|---|
| Brand Credibility | Consistent representation of TPC's mission and standards in all interactions |
| Stewardship | Long-term responsibility for people, resources, and institutional purpose |
| Entrepreneurship | Initiative, innovation, and proactive contribution beyond role boundaries |
| Value Add | Delivering meaningful contribution to colleagues, clients, and the broader community |
| Culture | Active participation in and reinforcement of TPC's cultural DNA |
| Coherency | Alignment between stated commitments and observed behavior |

Insights are inferred from how the employee describes their work and relationships across sessions, not from self-reported ratings. Wave 4 activation.

**G2: Roles and Relationships — Tier 2 Frameworks (Wave 5)**

Tier 2 frameworks require 3-5 sessions across at least two months before stable insights are produced.

**Relational Matrix (五伦, Wulun)** draws from five relational orientations describing how an individual holds their key relationships at work.

| Code | Orientation | What It Describes |
|---|---|---|
| 对上以敬 | Respect upward | How the employee relates to those in authority: appropriate deference while maintaining integrity |
| 对下以慈 | Care downward | How the employee leads and cares for direct reports and junior colleagues |
| 对人以和 | Harmony with peers | How the employee maintains constructive, collaborative relationships with colleagues |
| 对事以真 | Truthfulness in work | How the employee approaches responsibilities with integrity and honesty |
| 对生命增值 | Add value to life | How the employee contributes beyond task completion to others' growth and collective meaning |

Insights are expressed on a maturity trajectory: Insufficient Data, Developing, Competent, Established, Leading. Cultural sensitivity note: employees who grew up outside frameworks emphasizing these relational orientations may initially produce lower-signal readings. This reflects data sparsity, not behavioral deficiency. Employee communication must make this explicit before Wave 5 activation.

**Network Strength.** Six dimensions: Internal Network Breadth, Internal Network Quality, External Network Breadth, External Network Quality, Cross-Functional Collaboration, Stakeholder Management. Overall label: Isolated, Developing, Connected, Influential. Primary source: Viva Insights (Layer 1) for internal network. CRM is required for external network breadth and is not available until Wave 5.

**G3: Stewardship — Tier 2 Frameworks (Wave 5)**

Tier 2 frameworks in G3 cover the organisational mindsets and leadership practices that shape how an employee operates as a steward of the institution.

**4 Mindsets** describe the mental models that shape how a person leads and makes decisions. Where habits describe what people do, mindsets describe the orientation from which they act.

| Mindset | What It Describes |
|---|---|
| Management Mindset | Organising, coordinating, and executing within a role and team; disciplined stewardship of resources and time |
| Growth and Development Mindset | Treating challenges as learning opportunities; believing capability is developed through sustained effort |
| Entrepreneurial and Creativity Mindset | Initiative, creative contribution, and proactive pursuit of new possibilities beyond prescribed scope |
| Relational Mindset | Investing in relationships as a strategic priority; seeing trust-building as inseparable from effectiveness |

Insights expressed as a maturity trajectory: Emerging, Developing, Proficient, Leading.

**Mintzberg Mindset (all employees).** Henry Mintzberg's model describes the roles and mindsets through which people act in organisations. Two complementary lenses are applied.

*10 Managerial Roles* grouped in three clusters: Interpersonal (Figurehead, Leader, Liaison), Informational (Monitor, Disseminator, Spokesperson), Decisional (Entrepreneur, Disturbance Handler, Resource Allocator, Negotiator).

*5 Gosling-Mintzberg Mindsets*: Reflective (making sense of experience), Analytic (decomposing problems), Worldly (engaging context and nuance), Collaborative (working through others), Action (getting things done).

Mintzberg Mindset applies to all employees. The 1-on-1 session transcript is the primary source: the inference engine reads behavioral signals across all five mindsets from the way the employee engages, asks questions, and describes their work — regardless of whether they hold a formal management role. Insights are expressed per role cluster and per mindset on a trajectory: Not yet visible, Emerging, Developing, Leading.

**Coaching Effectiveness** (Wave 4 onward, managers). Across four dimensions: Coaching (asking powerful questions, building capability), Feedback Delivery (timeliness, specificity, safety), Development Support (investment in the employee's growth agenda), Communication (clarity, presence, psychological safety). Overall insight is a weighted aggregate across sessions. Visible to the manager (self-view) and HRBP. Not visible to the manager's direct reports. Sits within G3.

**G4: Consciousness — Tier 3 Frameworks (Wave 6)**

Tier 3 frameworks carry the highest cultural and philosophical sensitivity. They require longitudinal data and a clearly communicated consent and explanation process for employees. Minimum 5 sessions required before any insight is published to an employee profile.

**Consciousness Calibration.** Describes where a person is on the I-to-We developmental journey.

| Stage | Label | Description |
|---|---|---|
| Stage 0 | Insufficient Data | Not enough evidence to assign a stage |
| Stage 1 | To Me | Reactive mode; world acts on the individual |
| Stage 2 | By Me | Individual achievement orientation; proactive but self-referential |
| Stage 3 | Through Me | Channel consciousness; contributing as a conduit for team and mission |
| Stage 4 | As Me | Unity consciousness; organisational mission and personal identity integrated |
| Stage 5 | Beyond Me | Systems transformation; societal and generational impact orientation |

Insights are expressed as a qualitative stage assignment with a confidence level (Low, Medium, High). The AI does not assign a stage it cannot support with quoted evidence. Wave 6.

### 6.4 Derived Composites (Wave 6)

**LVTS — Longitudinal Value Trajectory.** Measures directional change across G1-G4 over time. Expressed on a -10 to +10 directional index where 0 is no change. Positive LVTS: consistent growth. Negative LVTS: stagnation or regression. Uses a rolling 12-month window. Minimum data requirement: 3 Track B inference events across at least two separate calendar quarters. Does not compute if all evidence falls within a single quarter.

**PRCS — Promotional Readiness Confidence.** Combines Track A performance evidence with Track B growth trajectory. Track A inputs: D1-D5 dimensional insights, M1-M3 (for managers), ePCG rating trajectory, OKR achievement rates. Track B inputs: 4 Mindsets aggregate (Growth and Development Mindset and Entrepreneurial and Creativity Mindset are predictive of readiness), Consciousness Calibration stage (By Me or above is a minimum threshold; Through Me is a strong positive signal). PRCS informs calibration panel discussions but does not replace human judgment.

### 6.5 Track B Data Firewall Access Matrix

| Data type | Employee | Direct Manager | HRBP | Calibration Panel |
|---|---|---|---|---|
| G1: 8 Living Habits insights | Visible | Visible | Visible (aggregate only) | NOT visible by default |
| G1: TPC Guiding Values insights | Visible | Visible | Visible (aggregate only) | NOT visible by default |
| G2: Relational Matrix insights | Visible | NOT visible | NOT visible by default | NOT visible |
| G2: Network Strength | Visible | Visible | Visible (aggregate only) | NOT visible by default |
| G3: 4 Mindsets insights | Visible | Visible | Visible (aggregate only) | NOT visible by default |
| G3: Mintzberg Mindset insights | Visible | Visible | Visible | NOT visible by default |
| G3: Coaching Effectiveness | NOT visible | Self-view only | Visible | NOT visible |
| G4: Consciousness Calibration | Visible | NOT visible | HRBP-only, with consent | NOT visible |
| Reflection Journal content | Visible (own only) | NOT visible | NOT visible | NOT visible |
| LVTS | Visible | Visible | Visible | Visible (HRBP gatekeeps) |
| PRCS | Visible | Visible | Visible | Visible (with HRBP gate) |

The firewall is enforced at both the application layer and the database layer. Policy alone is not sufficient.

---

## 7. Stage-Based 2026 Roadmap

### Stage A — Performance Foundation + Track B Ingestion (Q2-Q3 2026, Waves 1-4)

**Gate milestone**: August 8, 2026 (end of Sprint 9)

**What is live at Stage A gate:**
- All Layer 1 connectors active or in go/no-go evaluation (BIPO, OKR, ePCG, PCG Form, 360, RMRR, Job Profile)
- D1-D5 and M1-M3 each have at least one strong signal
- Track B Layer 2 ingestion flowing: Teams transcripts accumulating since Wave 2, OCTAVE Events live, Reflection Journal accepting entries
- Track B data firewall live and tested
- Consent Dashboard live with all 4 tiers plus Tier 2B (transcript consent)
- Tier 1 inference running: 8 Living Habits insights for employees with 1+ processed sessions; TPC Guiding Values insights beginning to accumulate
- Coaching Effectiveness insights live for managers (self-view only)
- Manager dashboard updated with Stage A performance evidence

**LVTAR target at Stage A gate**: ≥10% (Track B data beginning to accumulate)

### Stage B — Dual-Track Intelligence + Go-Live (Q3-Q4 2026, Waves 5-6)

**Gate milestone**: October 15, 2026 (end of Sprint 14)

**What is live at go-live:**
- Full Track A insights: 3D/5D dimensional insights, EVS (confidence-weighted composite), MECS-baseline, SHAP/LIME explainability
- Full Track B inference: all nine frameworks, LVTS, PRCS
- Employee Digital Twin with both tracks visible to the employee (self-view)
- AI-generated development insights and recommendations
- Manager team dashboard: Track A + Track B in one view
- HRBP dashboard: BU heatmaps, talent risk, EIDR view, Track B profile completion rates, PRCS distribution
- Calibration Support Tools: side-by-side comparison, evidence surfacing, rationale documentation
- EIDR instrumented for first calibration cycle
- 4-persona UAT complete (Strategic Sarah, Mid-Level Marcus, Partner Priya, Growing Grace)
- PDPA compliance audit passed

**LVTAR target at go-live**: ≥25%
**EIDR target in first calibration cycle**: ≥20%

**Wave 5 Tier 2 activation list:**
- Mintzberg Mindset (all employees)
- Network Strength
- Coaching Effectiveness (managers)

### Key Milestones Table

| Milestone | Date | Deliverable |
|---|---|---|
| Wave 1 complete | May 1, 2026 | Azure infra, BIPO, SharePoint, RBAC, identity service live |
| Wave 2 complete | May 29, 2026 | OKR, ePCG connectors live; Teams transcript ingestion accumulating |
| W13 Leadership Demo | May 29, 2026 (Week 8) | 3-source Impact Rating from BIPO + OKR + Job Profile demonstrated |
| Wave 3 complete | Jun 26, 2026 | PCG Form, 1-on-1 Insights Engine, OCTAVE Events, manager dashboard skeleton |
| Stage A gate | Aug 8, 2026 | All Layer 1 connectors active; Track B ingestion flowing; Tier 1 inference live |
| Wave 5 complete | Sep 18, 2026 | SHL connector, ML trained and bias-audited, Tier 2 inference live |
| Go-live | Oct 15, 2026 | Full dual-track MVP for 240 employees |

### Phase 2+ Horizon (H1 2027 Onward)

Phase 2 begins after October 15, 2026. Prerequisites that must begin by Q3 2026: Career Development Digital Capture (OI-07: P&O + Data Engineering parallel workstream, not a product team task). Structured reflection templates must be standardised before MLP/MEP Reflection extraction is reliable.

**Phase 2 (H1 2027)**: Full MECS (Track B enriched), Development ROI pilot (cohort: programme entry to 6-month Track B signal delta), CV connector, iLevel connector. LVTAR target: ≥55%.

**Phase 3 (H2 2027-2028)**: Onboarding baseline and origin context. SHL direct API replacing PDF extraction. LVTAR target: ≥75%.

**Phase 4 (2028)**: Full 4-signal MECS, FREW (Flight Risk Early Warning). LVTAR target: ≥90%.

**Phase 5 (2028-2029)**: Full Lifecycle OS. LVTAR target: ≥95%. External offering path opens.

---

## 8. Sprint Plan Summary

### 8.1 Epic Overview

Six epics span 14 sprints (2-week cadence, April 6 to October 15, 2026; Sprint 14 is a 10-day sprint: Oct 6-15).

| Epic ID | Epic Name | Sprint Span | Track | Goal |
|---|---|---|---|---|
| EP-01 | Data Foundation and Identity | Sprints 1-4 (Waves 1-2) | Both | All infrastructure, identity, and Layer 1 API connectors live; Teams transcript ingestion pipeline in place; W13 Leadership Demo delivered |
| EP-02 | Track A Insights Engine | Sprints 5-14 (Waves 3-6) | A | All Layer 1 connectors live; 3D/5D dimensional insights with confidence weights; SHAP/LIME explainability; EVS and MECS-baseline computed for all eligible employees |
| EP-03 | Track B Framework Pipeline | Sprints 5-14 (Waves 3-6) | B | All 9 development frameworks generating insights; LVTS and PRCS computed; Track B data firewall enforced |
| EP-04 | Employee Experience Layer | Sprints 7-14 (Waves 4-6) | Both | Every employee can see their own Digital Twin (Track A + Track B), manage consent, and act on AI-generated development recommendations |
| EP-05 | Manager Intelligence Layer | Sprints 5-14 (Waves 3-6) | Both | Managers have a real-time team dashboard combining Track A evidence with Track B development insights and Coaching Effectiveness |
| EP-06 | P&O Decision Support and Go-Live | Sprints 13-14 (Wave 6) | Both | HRBP and executive dashboards calibration-ready; EIDR instrumented; UAT and PDPA audit complete; platform live October 15 |

### 8.2 Sprint Assignment Summary

| Sprint | Wave | Key Deliverables |
|---|---|---|
| Sprint 1 | Wave 1 | Azure infra, PDPA foundation, RBAC, EmployeeIdentityMap, BIPO connector, SharePoint connector |
| Sprint 2 | Wave 1 | Identity gate (100-employee sample), LVTAR instrumentation, tenant admin consent confirmed |
| Sprint 3 | Wave 2 | Profit.co OKR connector, Profit.co ePCG connector, Teams transcript ingestion pipeline, Tier 2B consent flow |
| Sprint 4 | Wave 2 | W13 Leadership Demo, OI-02 resolved, ADR-19 LLM model selection started |
| Sprint 5 | Wave 3 | PCG Form connector, 1-on-1 Insights Engine v1, OCTAVE Events connector, manager dashboard skeleton |
| Sprint 6 | Wave 3 | ADR-19 finalised, OI-04 (8 Living Habits sign-off), Wave 4 P&O communication approved |
| Sprint 7 | Wave 4 | 360 Feedback connector, RMRR connector, Track B data firewall, Consent Dashboard, ADR-20 |
| Sprint 8 | Wave 4 | Job Profile connector, Viva Insights connector, Reflection Journal, Coaching Report connector, MLP/MEP Reflection connector |
| Sprint 9 | Wave 4 | Tier 1 inference (8 Living Habits + TPC Guiding Values), Coaching Effectiveness, manager dashboard Stage A update, **Stage A gate** |
| Sprint 10 | Wave 5 | SHL Psychometrics connector, ML model training begins, P&O Wave 5 gate |
| Sprint 11 | Wave 5 | ML training complete + bias audit, 3D/5D Insights Engine, Tier 2 inference (Mintzberg Mindset all employees + Network Strength) |
| Sprint 12 | Wave 5 | P&O sign-off workflow, ADR-21 Relational Matrix framing approved, ADR-22 LVTS formula confirmed |
| Sprint 13 | Wave 6 | SHAP/LIME explainability, EVS computed, Tier 3 inference (P&O gate required), Employee Digital Twin Track A self-view, LVTS, PRCS, Track B self-view, AI development insights, MECS-baseline, HRBP dashboard, Calibration Support Tools, EIDR instrumentation, UAT begins |
| Sprint 14 | Wave 6 (Oct 6-15, 10 days) | UAT completion, PDPA audit, production hardening, full manager dashboard, Tier 3 self-view, **Go-Live October 15** |

## 14. What Success Looks Like: October 15, 2026

On October 15, 2026, TalentVerse goes live for all 240 OCTAVE employees. Here is what each persona experiences.

### What Employees (Growing Grace) Can See

Grace opens her Employee Digital Twin for the first time. She sees two sections.

The Track A section shows her performance evidence: dimensional insights across D1-D5, a confidence level (High, Medium, or Low depending on how many sources have contributed), and an Evidence Trail showing exactly which data points drove each insight. Below each insight is a SHAP/LIME attribution: "This insight was primarily driven by PCG Form accountability sub-signals (42%) and OKR completion discipline (31%)." She can see where her evidence is strong and where it is thin. She can flag an insight she believes is inaccurate, which triggers an HRBP review.

The Track B section shows her development story. She sees her 8 Living Habits as a trajectory: which habits are Established (consistent signal across sessions), which are Developing, and how the pattern has shifted since her first 1-on-1 session was processed. She sees her G3 Mindsets panel and an overall maturity label. She reads an AI-generated development narrative: three to four sentences that synthesise her growth story from the evidence, with citations to specific sessions. If her Tier 3 insights (Consciousness Calibration) are ready, she can view them in a private section of her profile visible only to her.

She also sees her consent dashboard: which data types are active, what each tier covers, and a single button to withdraw any tier. She chooses to keep everything active.

### What Managers (Mid-Level Marcus) Can Do

Marcus opens his team dashboard before the calibration preparation session. He sees his full team with Track A insights: each team member's EVS, dimensional breakdown, confidence level, and a flag for any insight that is Low confidence due to insufficient source coverage. He can click into any team member to see the detailed evidence trail.

Alongside each team member's performance view, he sees a Track B development snapshot: the most recent 8 Living Habits trajectory, the G3 Mindsets panel, and the top development insight from the last processed 1-on-1 session. He can use this to continue a coaching conversation across sessions rather than starting cold.

He also sees his own Coaching Effectiveness aggregate: how his coaching has trended across his last eight sessions, which dimensions are strongest, and one development priority identified by the system. This view is visible only to him.

When he walks into the calibration preparation meeting, he has evidence for each team member from at least three source systems. He can cite the EVS insight, show the dimensional breakdown, and point to specific sources. His HRBP partner can see the same view.

### What HRBPs (Partner Priya) Have Access To

Priya opens the HRBP dashboard before talent review. She sees BU-level EVS heatmaps: which business units have high-confidence evidence for most employees, which have data gaps. She sees talent risk flags: employees whose EVS has declined significantly or whose LVTAR suggests stagnating development.

She sees Track B profile completion rates across the employee population: what percentage of employees have Tier 1 inference active, and the PRCS distribution for employees who have met the data requirements. She can filter to see employees with PRCS insights, which gives her an evidence-backed starting point for succession planning conversations.

She arrives at talent review with the evidence assembled. The 60%+ of her working time previously spent on manual data aggregation from six systems has been replaced by a single dashboard that she can interrogate in minutes.

### What Calibration Panels See

Calibration panelists see Track A evidence by default. They see side-by-side EVS comparisons, dimensional breakdowns, and evidence trails for each employee being discussed. They have a rationale documentation field: when a calibration decision is made, the decision-maker records whether TalentVerse evidence from two or more sources was cited. This is the EIDR instrumentation.

Track B data is not surfaced to calibration panels by default. LVTS and PRCS can be visible if the HRBP activates access. Relational Matrix, Consciousness Calibration, and Coaching Effectiveness data are not visible to calibration panels under any conditions at MVP.

### EIDR and LVTAR Targets Met

At the first calibration cycle (likely Q1 2027, using data from the October 15 go-live system), EIDR reaches ≥20%. At least one in five calibration decisions cites TalentVerse evidence from two or more source systems in the written justification. This is the first time OCTAVE can demonstrate that talent decisions are grounded in multi-source evidence.

LVTAR reaches ≥25% by go-live. At least one in four active Employee Digital Twins is drawing intelligence signals from two or more distinct lifecycle stages within the past 365 days: Track A performance evidence and Track B development signals together.

These targets are not aspirational. They are the definition of MVP success.

---

## 15. Phase 2 and Beyond

### 15.1 Phase 2 Prerequisites (H1 2027)

Phase 2 cannot begin without two actions that must start in Q3 2026. Both are P&O and Data Engineering responsibilities, not product team tasks.

**Career Development Digital Capture (OI-07).** Phase 2 capabilities (full MECS, Development ROI pilot, MLP/MEP Reflection extraction at scale) depend on structured reflection records from leadership programmes. Currently, reflections vary in format and depth across programmes. Standardised reflection templates must be adopted and structured capture must begin by Q3 2026 for Phase 2 extraction to be reliable by H1 2027. This is a named P&O action. The product team will surface it at every sprint review until it is confirmed.

**MLP/MEP Structured Records Pipeline.** Linked to the above. Data Engineering must design the ingestion schema for structured reflection documents before Phase 2 build begins. Design work should start Q3 2026.

### 15.2 Phase 2 Capabilities (H1 2027)

| Capability | Dependency |
|---|---|
| Full MECS (Track B enriched) | Track B Coaching Effectiveness data at scale (6+ months of post-MVP data) |
| Development ROI pilot report | Career Development Digital Capture (OI-07) + cohort selection (OI-06) |
| CV connector (A-28) | No blockers; deferred from MVP for capacity |
| iLevel connector (A-29) | REST API credentials confirmed |
| LVTAR ≥55% | Track B data at scale |

The Development ROI pilot tracks at least one cohort from programme entry (MEP or QL) to a 6-month Track B signal delta. This is the first time OCTAVE will have evidence for whether L&D investment produces measurable behavioral change.

### 15.3 Phase 3 (H2 2027-2028)

Onboarding baseline for origin context. SHL direct API replacing PDF extraction for new assessments. Full MBTI and Enneagram integration. LVTAR ≥75%.

### 15.4 Phase 4 (2028)

Full 4-signal MECS. FREW (Flight Risk Early Warning) — subject to P&O governance decision on which signals are ethically appropriate for flight risk (OPEN-006 from v1). LVTAR ≥90%.

### 15.5 Phase 5 (2028-2029)

Full Lifecycle OS. LVTAR ≥95%. External offering path opens.

---

*Document owner: TalentVerse PM*
*Version: 3.0*
*Date: April 2026*

*All cost figures marked as "internal estimate" should be validated against a formal Azure Cost Management review and engineering team cost model before any board presentation. The 17 [CITATION NEEDED] items in Proposal v1 Appendix C must be resolved before external use of any market evidence claims.*