Team training pathways
Pre-built progression routes from new starter to senior leader. Mix and match across one shared employer account.
New starter onboarding
Level 2 entry-point qualifications and CPD for the first 90 days.
Frontline progression
Level 3 specialist routes, care, customer service, administration.
First-line management
CMI Level 3 in First Line Management for new team leaders.
Middle management
CMI Level 5 in Management and Leadership for established managers.
Senior leadership
CMI Level 7 strategic management for heads of function.
University pathways
Access to HE diplomas for staff progressing to a degree.
Role-to-qualification mapping
Common UK roles mapped to a typical Lift College qualification and RQF level. Use this as a starting point, not a fixed rule.
| Role | Typical qualification | RQF level |
|---|---|---|
| Care assistant | Care Certificate / Level 2 Diploma in Care | Entry / Level 2 |
| Senior carer | Level 3 Diploma in Adult Care | Level 3 |
| Team leader (care) | Level 3 Diploma in Adult Care plus CMI Level 3 Award | Level 3 |
| Deputy manager (care) | Level 5 Leadership and Management for Adult Care | Level 5 |
| Registered manager (care) | Level 5 Diploma in Leadership and Management for Adult Care | Level 5 |
| Teaching assistant | Level 3 Diploma in Specialist Support for Teaching and Learning | Level 3 |
| HLTA | HLTA preparation programme | Level 4 |
| Nursery practitioner | Level 3 Diploma in Early Years Education and Care | Level 3 |
| Nursery deputy manager | Level 5 Diploma in Leadership for the Early Years | Level 5 |
| Junior manager | CMI Level 3 Award in Principles of Management | Level 3 |
| Middle manager | CMI Level 5 in Management and Leadership | Level 5 |
| Senior leader | CMI Level 7 in Strategic Management | Level 7 |
How a pathway rolls out
Six steps from first conversation to a learner's next promotion.
- Audit. We review current roles, existing qualifications and skills gaps across your team on a short discovery call.
- Shortlist. Your adviser proposes a shortlist of qualifications and levels mapped to each role in scope.
- Cohort sizing. We agree how many learners start together, balancing budget, manager capacity and shift patterns.
- Sequenced enrolment. Learners are enrolled in stages rather than all at once, so cover and workload stay manageable.
- In-flight reviews. Progress is checked against the dashboard at agreed points, with early flags for anyone falling behind.
- Progression planning. Completions feed into the next pathway stage, so promotion-ready learners move straight into their next qualification.
Build a custom pathway
Tell us your team structure and we will sketch a tailored route.
Every employer's structure is different. Send us a short brief covering roles, headcount, and current qualifications, and we will respond with a pathway mapped to your levels and budget.
Pathways, answered
Common questions about building and running a team training pathway.
Should we use a pre-built pathway or build a custom one?
Pre-built pathways suit employers whose roles map closely to our standard role-to-qualification structure. A custom pathway is better if your job titles, levels or progression routes differ significantly. Most employers start with a pre-built pathway and adjust it after the first cohort.
Can we change a pathway once learners have started?
Yes. You can add, remove or swap qualifications for future starters at any point. Learners already enrolled on a qualification can complete it before moving to a revised pathway step.
How do we evidence progression along a pathway for appraisals?
The employer dashboard records enrolment date, completion date and qualification level for every learner, which you can export as a CSV. Many employers attach this directly to appraisal or promotion paperwork.
Can learners move between pathways?
Yes. If someone changes role, for example moving from a care pathway into a management pathway, we can enrol them on the relevant next qualification without losing their existing completion record.
How do we add new starters to an existing pathway?
New starters can be added to a live pathway at any time through the employer dashboard or by sending your adviser a short list. They are usually enrolled within two working days.
Is a pathway linked to actual promotion decisions?
The pathway itself is a training route, not a guarantee of promotion. That said, many employers use completion of a pathway stage as one of the criteria for a promotion or pay-banding decision, which is why the dashboard evidence trail matters.