| Send the problem to HR | Shared personnel services may control neither actual work nor domain instruction. | Obtain the work owner’s, learning provider’s and personnel-service contributions that are actually needed. |
| Add practice to a full week | The plan counts time already committed to other recipients. | Establish an accepted displacement or another feasible opportunity. |
| Appoint through a capability profile | Evidence of capability does not supply an effective assignment decision. | Obtain the decision under the actual powers and receiving conditions. |
| Treat absent use as low motivation | Access, capacity, provider help or the receiving task can be missing. | Locate the consequential unmet condition before selecting its remedy. |
| Replace the learner with AI and claim learning | The immediate output can improve without the person’s capability changing. | Compare against the intended holder’s result and retain appropriate evidence. |
| Turn a local transition into the whole of development | One changed assignment or mastered Method does not supply continuation. | Return the larger development question to C.40.OD when it is the actual purpose. |