सभा · Processes & Workflow

Governance, the Council, and how the Academy runs

Who decides, who does, and how to run every ceremony — the operating manual of IGS Takshashila for People Leaders, PMs and TMs, the Growth Office, TestOps, HR and Leadership.

One Accountable per activity, always. The Growth Office governs the Enrichment Program because it owns the pipeline; TestOps executes the training. Everyone else has a precise, limited role.

The Council

Six roles, each with one job

R = Responsible (does the work) · A = Accountable (one per activity, answers for it) · C = Consulted · I = Informed.

The governor

Growth Office

Owns the programme. Holds the roadmap and pipeline of opportunities, so only the Growth Office decides what a person is trained towards and for how many weeks. Completes the intake, approves every capsule, chairs weekly governance and the Closure Ceremony, and owns the programme metrics.

The executor

TestOps

Runs the training day to day: schedules, lab environments, tool licences, internal sessions, assessment administration and score logging. Maintains the course catalogue, revalidates courseware links quarterly, and reports execution status to the Growth Office every Friday.

The honest mirror

People Leader

Gives pointed feedback at the Release Ceremony on behaviours, teamwork, communication and growth over the engagement. Stays connected during the capsule with one 30-minute check-in per week, and receives the Exit Gate outcome.

The delivery witness

Project / Test Manager

The releasing PM or TM rates the person's core skill and technical delivery as actually observed on the project — not as remembered from the CV. Their ratings of 1 or 2 are what inject boosters into the capsule.

The guardian of hours

Resource Manager

Moves the person into the Availability Pool, blocks the calendar for the capsule, protects the training hours from ad-hoc pulls, and executes the deployment when the Growth Office confirms the opportunity.

The record and the recourse

HR & Leadership

Keeps the growth file: checklists, scores, evidence, certificates. Tracks attendance flags. If a capsule fails at the Exit Gate, HR and Leadership take over under the North-Star Performance Framework — improvement plan, role change, or separation decision.

The Council — RACI

Who is Responsible, Accountable, Consulted, Informed

One Accountable per activity, always — if two people are accountable, no one is. Where this table says the Growth Office is Accountable, a named Growth Office owner signs the capsule, the weekly review and the closure — not a mailbox.

Activity	Employee	PM / TM	People Leader	Growth Office	TestOps	RM	HR	Leadership
Hold the Release Ceremony & complete Release Feedback Checklist	C	R	A	I	I	I	I
Move person to Availability Pool & protect training hours	I	I	I	C	I	A/R	I
Complete Growth Office Checklist (target, weeks, deployability)	C	C	C	A/R	C	C	I
Generate, review & approve the enrichment capsule	C		C	A	R	I	I	I
Schedule & execute daily training, labs and internal sessions	R			I	A/R	C		I
Complete the 8 productive hours daily & build evidence	A/R		C	I	C	I	I
Administer daily checks, weekly gates & log scores	R			I	A/R		I
Run weekly governance review & re-target if pipeline moves	I		I	A/R	R	C	I	I
Conduct the Exit Gate (assessments, capstone, comms demo)	R		C	A	R		I	I
Chair the Closure Ceremony & close / hand over every item	C		C	A/R	R	I	R	I
Execute deployment of a Deploy-Ready person	I		I	A	I	R	I
Deliberate escalated files under the North-Star framework	C		C	C	I		R	A
Maintain & quarterly-validate the Course Library				A	R			I
Report monthly programme metrics				A/R	R	C	C	I

The lifecycle

Release to redeployment — seven steps

Two formal ceremonies bookend every capsule: the Release Ceremony at the start and the Closure Ceremony at the end. Each step has one clear owner. No step is optional.

Release day — Availability PoolEmployee

The person enters the pool; the clock starts. Zero idle days by design.

Admissions + Growth Office intakeGrowth Office

Within 2 working days: profile, release feedback ratings, Growth Office pipeline targets.

The capsule is builtGrowth Office

1–6 weeks, target tools & domain, and up to 3 target outputs the capsule must end with.

Residency — daily rhythmEmployee

Structured days: courseware, labs, IGS sessions; attendance and weekly gates tracked by TestOps.

Exit Gate scoringTestOps

50% weekly gates · 30% capstone · 10% communication · 10% attendance — the same for everyone.

Deploy-Ready / Extend / EscalateTestOps + HR

≥70 Deploy-Ready · 50–69 one extension · below, or attendance <85%, goes to the Steering Committee.

DeploymentRegistrar

Capsule evidence reconciles into the role curriculum — pool time counts toward promotion.

The clock

Week zero to week 6 — and what happens after

The Growth Office sets the capsule length from the deployment window, 1 to 6 weeks. 6 weeks is the hard ceiling; week 6 triggers a Steering Committee review run from the Registrar.

The standard clock

Day 0 — Last project day. Release Ceremony held; Release Feedback Checklist completed.

Day 1–2 — Growth Office intake completed; capsule generated, approved and briefed.

Day 3 — Capsule starts. Every day: 15-minute stand-up, ~2.5h courseware, ~4h lab, ~1h assessment or retro, 30 min reading and notes.

Every Friday — Weekly assessment, demo to TestOps, Growth Office governance review.

Final week — Exit Gate: assessments consolidated, capstone practical, communication demo.

Final day — Closure Ceremony; outcome recorded; growth file archived.

After the capsule — the four exits

1 · Deployed. The normal exit, at any point. Deployment always wins over training — the capsule pauses, and the Closure Ceremony still happens within the first week of the new project.

2 · Deploy-Ready, waiting. Exit Gate passed but the opportunity slipped. The person moves to productive holding — Foundry asset work, QualiZen AI evaluation, proposal support, internal tooling. Never idle, never re-looping the same capsule.

3 · Conditional extension. Exit score 50–69. One extension of exactly one week, once, focused only on the failed topics. A second capsule is granted only if the Growth Office re-targets to a different family.

4 · Escalation. Exit score below 50, or attendance below 85%, or a failed extension. The full file moves to HR and Leadership for deliberation under the North-Star Performance Framework.

The ceremonies

Two conversations that bookend every capsule

The Release Ceremony

Held on the last project day, with the person present. The releasing PM / TM rates technical delivery; the People Leader rates communication, teamwork and leadership. Two pointed comments are written — one thing to fix first, one strength to protect — and the person is saved to the Registrar. Under 45 minutes when the checklist is used properly.

The Closure Ceremony

Chaired by the Growth Office on the final day. Every item on the Post-Enrichment Closure Checklist is walked through and marked closed or formally handed over: gate scores, the capstone artifact, the communication demo, attendance, certification, the outcome decision, and catalogue feedback. The growth file is then archived.

Governance cadences

When the programme reviews itself

Weekly · Friday PM

Growth Office capsule review: every active capsule's weekly gate score, attendance, pipeline movement and re-targeting decisions. TestOps presents; RM and HR attend. 45 minutes, decisions minuted.

Monthly · First week

Programme metrics to Leadership: pool size, average capsule days, Deploy-Ready rate, redeployment velocity, cost per capsule. Catalogue change requests approved. Escalated files reviewed with HR.

Quarterly

Full catalogue revalidation by TestOps — every external link checked, prices refreshed, stale courses replaced, new tools and domains added. Assessment banks refreshed so questions do not leak.

The Handbook

How to use this portal — by role

The portal is both the policy document and the working tool for the Enrichment Program. Here is the walk-through for each stakeholder.

If you are the People Leader or the releasing PM / TM

Open Admissions at the Release Ceremony.Pick the person, job family and level. The core-skill feedback questions in Step 2 adapt to the family you choose.

Rate every line 1–4, with the person present.PM / TM rates core skill and technical craft; the People Leader rates communication, teamwork and leadership. Be honest — a polite 3 that should be a 2 steals a booster the person needed.

Write the two pointed comments.One thing to fix first, one strength to protect. Specific beats kind-but-vague.

Submit — the person is admitted.Saving generates the capsule and admits them to the Register with status Yet to Start. Your part took about 30 minutes.

If you are the Growth Office

Complete the intake within 2 working days.Set the target opportunity, deployability match, domain, tools, certification and weeks available in Step 3 of Admissions.

Generate and review the capsule.Step 4 combines the feedback boosters, your targets and the core track into a day-by-day calendar drawn from the learner's real role curriculum. Re-run admissions with different weeks or targets if the fit is wrong.

Approve and hand to TestOps.The capsule saves to the Register as Yet to Start. Export the JSON for the growth file. TestOps schedules day 1; press Start training when it begins.

Govern weekly, close formally.Run the Friday review, re-target if the pipeline moves, mark training complete, record the Exit Gate to declare the outcome, then walk the Closure Checklist — all from the record's page.

If you are TestOps

Receive the approved capsule and schedule it.Book environments, licences and internal sessions. Every block in the calendar names its hours — your job is to make the hours real.

Run the daily rhythm.Morning stand-up, lab supervision, daily check, score logging. The Examination Framework page carries the formats and pass bars.

Administer the gates.The Friday weekly gate and demo, then the Exit Gate in the final week per the published weights. Report scores to the Growth Office the same day.

Keep the Library honest.Quarterly: revalidate every courseware link, retire stale resources, and propose additions from what projects actually need.

If you are the employee

Attend your Release Ceremony openly.The feedback is pointed on purpose — it decides your capsule. Ask questions; make sure the “fix first” comment is one you understand.

Treat the capsule like a project.8 hours a day, stand-up first thing, daily check before you log off. Attendance below 85% invalidates the capsule — that is a hard rule.

Build evidence as you go.Your lab repos, reports and datasets are your Exit Gate capstone material and your interview material for the target opportunity.

Know the exits.Deploy-Ready at 70+, one one-week extension at 50–69, escalation below 50. No surprises — the bands are published on the Examination Framework page.

The manual

Frequently asked questions

Can a capsule be interrupted by a deployment?

Yes — deployment always wins. The capsule pauses, and the Closure Ceremony is still held within the first week of the new project so learning is recorded and open items are handed over.

Who pays for paid courses?

TestOps holds the training budget and the Udemy Business account. Catalogue costs are indicative single-licence prices so leadership can see the economics of every capsule at a glance.

What if the person disagrees with a rating?

The rating stands — it is the observer's honest view — but the disagreement is noted in the growth file and the People Leader raises it in the first weekly check-in. Two independent raters keep any single view from dominating.

What about people in the pool for reasons other than release?

New joiners awaiting allocation and returners from long leave enter the same lifecycle at the Growth Office intake, with the feedback sections completed by their hiring manager or last People Leader where available.

Who can change this framework?

The Growth Office proposes, Leadership approves, TestOps implements. The 6-week ceiling, the 8-hour day, the rating scale and the Exit Gate bands are fixed by policy and change only with CEO approval.