Prepare new entrants
Identify the foundations and supervised practice needed for roles in facilities, hardware, networks, security or AI compute.
SAVRN Institute · Industry & Employers
Build a training plan around the work your team performs.
Connect roles, equipment, procedures and practical assessments in a program shaped with employers and education partners. Start with new entrants, your existing team, or the workforce needed for a new site.
Start with the need
A program shaped around your organization.
Develop your existing team
Map transferable experience and the additional skills required by changing equipment and responsibilities.
Plan for a site or expansion
Connect the learning schedule to equipment availability, access, supervision and operating requirements.
The first engagement
A scope you can review.
Define the work, the partners and the resources before setting a delivery commitment. Scope, timing and fees are agreed for the engagement.
- Requirements brief
- Target roles, learner starting points, equipment, location and operating needs.
- Curriculum map
- Relevant courses, practical tasks, prerequisites and assessment criteria.
- Delivery outline
- Learning locations, instructors, equipment, supervision and proposed schedule.
- Responsibility plan
- What SAVRN and each partner would deliver, resource assumptions and open decisions.
- Measurement plan
- How completion, demonstrated skills and agreed employment outcomes would be tracked.
Partner responsibilities
Clear roles from the beginning.
SAVRN
Curriculum framework, role-to-course mapping, practical learning design and agreed program planning support.
Employer / operator
Job requirements, site procedures, operational access, agreed supervision, and hiring or promotion decisions.
Education partner
Admissions, instructors, academic requirements, student support and any authorized academic awards.
An existing site can be a starting point.
Scoping assesses whether a facility, college lab, training center or planned campus can support the program. Equipment relevance, safe access, supervision and operating schedules determine the delivery plan.
Evidence & improvement
Agree the measures before delivery.
Agree the baseline for completion, demonstrated skills, time to proficiency and employer feedback. Define how offers, wages and retention will be tracked when employment outcomes are included.
Follow the delivery stages →Start with the people you need to prepare.
The curriculum is published. Delivery, locations and start dates are developed with each program's partners.
Plan an employer program →