This slide sets the transformational frame. The four pillars are not new policy — they are TPC's existing intent, stated clearly. The shift is in how we operationalise them. Before TalentVerse, these four intentions lived in documents and conversations. TalentVerse makes each one evidenced: Motivate through signal-rich feedback loops, Align through shared goal visibility, Review through calibrated evidence, and Celebrate through defensible recognition tied to real contribution.

Lead with the headline: "This isn't a new framework. It's a renewed commitment to what we've always believed — and finally the system to back it up."

This slide shows both what TalentVerse reads and how it works as an intelligence layer.

Three data dimensions exist for every employee. Above the surface are Performance and Impact signals: role-readiness, goal alignment, assessment scores, recognition, and departure data. These are visible, measurable, and acted on directly. The left border colour on each tag corresponds to the lifecycle stage it comes from.

Below the surface are Growth and Development signals: habits, programmes, reflections, coaching conversations. These feed the person's development, not performance decisions. They are held between the individual and their manager.

Deeper still is the Consciousness layer: values embodiment, personal philosophy, leadership presence, stewardship of self. These are the signals that reveal who the person is at their core. Most systems never reach this depth.

TalentVerse connects all three dimensions. It ingests from existing systems without replacing them. It unifies signals into a single longitudinal record per employee. And it surfaces intelligence at the moment decisions are being made. The output is a living, connected view of every person across their full journey.

This is the roadmap for TalentVerse. Phase 1A is foundation: data connectors, ingestion pipeline, Track B accumulation. Phase 1B is MVP: dual-track intelligence live on 15 October 2026. Walk left to right. For each stage or phase, one sentence on what intelligence is unlocked, one sentence on why it comes in that order. On Stage A and Stage B: "The 2026 build is divided into two internal stages. Stage A, ending August 8, is about foundation: getting all data connectors live and Track B ingestion accumulating. Stage B, ending October 15, is about intelligence: running the full scoring stack and making both tracks visible to employees, managers, and HRBPs. The gate between them is August 8. Everything after that date is scored intelligence, not raw data collection." On LVTAR: explain it once. "LVTAR is the one number that tells us whether the intelligence layer is actually working. When 10% of employees have signals from two or more lifecycle stages, Stage A has delivered. When 25% have signals from two or more stages at go-live, the MVP is real. Each phase threshold marks the minimum coverage required before we can claim the next phase's intelligence is valid." On Phase 2: "Development Data Pipeline is the critical dependency. P&O and Data Engineering must begin Career Development Digital Capture by Q3 2026. This is a named P&O action, not a product team task. Without it, Phase 2 cannot begin in H1 2027." On Phase 4 FREW: "Flight risk prediction requires 18 or more months of departure events from the live system. The model trains on real departures. The labels only exist after the system has been running. This is why FREW comes in Phase 4, not earlier." TRANSITION: "That is the full horizon. Now let us be precise about what 15 October 2026 delivers: what is in scope and what is explicitly planned for later." Advance to slide 6.

This slide replaces the old MVP scope view with the full dual-track framing. Both tracks are in scope for October 31, 2026. The scope expansion from v1 to v2 was absorbed through deferral of lower-priority Track A features (CV connector, iLevel), not through extending the deadline. Walk Track A quickly: "Five dimensions for all employees. Three manager dimensions. Two composite scores: EVS and MECS. EVS is the confidence-weighted performance composite. MECS — Manager Effectiveness Composite Score — starts as a baseline at Phase 1B using M1-M3 performance signals only. It grows in Phase 2A when Track B Coaching Effectiveness adds session-level evidence. Phase 4 adds longitudinal team trajectory data to complete the four-signal model." Then shift to Track B: "What is new in v2 is Track B. Four named growth dimensions ordered by the I-to-We journey. G1 (Self-Cultivation) surfaces 8 Living Habits and TPC Guiding Values. G3 (Stewardship) now includes 4 Mindsets alongside Mintzberg Mindset and Coaching Effectiveness. G4 (Consciousness) is anchored in Consciousness Calibration only. Tier activation is preserved as a technical sequencing mechanism. Tier 3 frameworks require P&O sign-off before activation and a minimum of 5 sessions of data per employee." On the Digital Twin: "Both tracks populate the same Employee Digital Twin. Every employee sees their own Twin at go-live. They can see the evidence, dispute inaccuracies, and manage their consent per data type. The Twin is not a surveillance file. It is a longitudinal record they co-author." On North Star: "EIDR tells us whether the system is actually changing how decisions are made. LVTAR tells us whether the data layer is working. Both are measurable from day one. Both have clear targets." TRANSITION: "The build plan is clear. The scope is defined. The success criteria are named. Now let us look at the vendor landscape." Advance to the vendor comparison slide.