Elevon in ForbesAn Individual Development Plan for Every Employee, Without the Manual Review
The operator replaced manual evaluation processing with five AI agents that analyze each employee's background, role requirements, and development goals, and produce an individual development plan and a manager summary as standard output.
Client
Our Telco client
Industry
Telco
Solution
Custom AI automation (Elevon platform)
Deployment
Production
Every employee receives an individual development plan. HR focuses on decisions, not on data processing.
The Challenge
Producing a meaningful individual development plan requires cross-referencing multiple inputs: the employee's evaluation, their role and career map, their current competency profile, and relevant external benchmarks. Done properly for one person, it takes considerable time. Done consistently across a large organization, it was not sustainable manually.
The practical result was inconsistency. Employees in teams with more HR capacity received detailed plans; others received generic ones. Managers had limited visibility into where skill gaps existed across their teams. HR spent the majority of its time processing evaluation data rather than acting on it.
Development plans also had a shelf-life problem. Without regular external input, a plan written at the start of the year could be structurally correct but disconnected from current market expectations and industry developments by mid-year.
Why Elevon
Consistent quality at any scale
Each agent reads the employee's evaluation alongside their career map, job description, and performance history, and produces a plan specific to that individual. The quality does not depend on HR capacity or timing. Agents analyze data. They do not rate or assess employees.
External market context in every plan
A dedicated agent identifies relevant learning resources, industry examples, and development benchmarks matched to each employee's role and identified gaps. Plans are not limited to internal frameworks. They reflect what the market currently expects for that role.
Manager visibility without extra reporting
A Managerial Plan Summary is generated automatically alongside the employee's development plan. The system connects to SharePoint and Microsoft Forms, using data from tools already in use. No new processes or forms are required.
“Every employee now has a development plan that reflects their actual role and current market expectations. HR is no longer occupied with processing evaluation forms.”
The Rollout
An employee submits their standard evaluation form via Microsoft Forms. Five agents process the submission in sequence: the first builds the core development plan based on the evaluation and career map; the second verifies competency coverage; the third identifies external learning resources and benchmarks relevant to the role and skill gaps; the fourth distills the most relevant findings; and the Managerial Plan Summary agent prepares the manager-facing output.
The system retrieves career maps and job descriptions from SharePoint automatically. Final outputs are delivered as .docx files: an individual development plan for the employee and an external inspiration package with relevant resources and examples.
What this looks like in practice
An employee submits their evaluation form. Their manager receives a team skill readiness summary. The employee receives a development plan covering identified strengths, competency gaps, a recommended learning path, and a development timeline, with external examples and benchmarks relevant to their role. HR accesses the outputs for review. Agents handle the analysis. Employees and managers act on the results.
The suite
Inputs
AI agents
Compile
Output
Illustrative reconstruction of the production suite.
Development plan
Real output format, recreated with blind sample data.
The Results
Individual development plan produced for every employee who submits an evaluation
5 agents covering development planning, competence review, external research, and manager reporting
Manager skill readiness summaries generated automatically as part of standard output
External benchmarks and learning resources included in every plan
HR time redirected from data processing to reviewing outputs and acting on them
All outputs stored to SharePoint and accessible to HR, employee, and manager
Every employee
gets a plan, not only those with time
~4.5 FTE
HR capacity freed
~9,000 h
manual processing removed
How we estimate: the suite removes the manual drafting, benchmarking and manager-summary work behind every evaluation cycle, which is where the HR capacity goes. The bigger shift is coverage, because every employee gets a plan instead of only the ones a manager had time for.
“Development plan quality used to depend heavily on who processed the evaluation. Now every plan is thorough, specific, and directly useful.”
Why It Worked
Career development programs struggle to scale for a straightforward reason: the effort required to produce a useful individual plan is roughly constant per person. As organizations grow, either quality decreases or the HR function becomes a capacity bottleneck. Most organizations end up accepting lower quality as the trade-off.
Elevon changed that cost structure. Agents handle the repeatable, data-intensive work: reading evaluations, checking them against career maps and job requirements, researching external benchmarks, drafting the development plan, and preparing the manager summary. HR handles the work that requires judgment: reviewing the outputs and deciding what actions to take.
Two design decisions were central to adoption. First, agents were scoped to analysis only. They do not rate or evaluate employees. This positioned the system as a decision support tool rather than an assessment tool, which was important for employee and manager trust. Second, external inspiration was included as a standard component of every plan rather than an optional add-on, keeping plans relevant to current industry expectations and not just internal norms.
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