Put Your Development Dollars Behind the People Ready to Lead

A 30-minute session for franchise brands and large companies on running employee scholarships and development programs that reach every location, choose fairly and show what they built.

Growing people from within keeps them. In LinkedIn's Workplace Learning Report (2023), employees who had made an internal move had a 75% likelihood of still being with their company two years later, compared with 56% for those who hadn't.

Most large companies and franchise brands already fund that growth through tuition help, certifications, leadership programs and employee scholarships. Who it reaches often depends on who knows to ask, and on which managers push for their own people.

This session draws on two of the five dimensions of Review Integrity, a framework for judging whether an application and review process is fair, consistent and defensible.

The first is Rubric Clarity: are your criteria written, weighted and visible before anyone applies? When they aren't, development funding follows familiarity instead of potential.

The second is Loop Closure: does what happens after the award change next cycle's criteria? Programs that never check whether funded employees finished, grew and stayed can't learn which candidates thrive.

That's when a program meant to build the bench starts to look like a perk. Strong people who don't self-promote get passed over. Employees conclude it comes down to who your manager likes. And when leadership asks what the program did for retention or promotions, the only answer is what it cost.

Who can apply, who can nominate and how applications are scored are all set before the application window opens. That's the point where a program can change how it chooses.

In This 30-Minute Session, You'll Learn Three Ways To:

• Open the door with a nomination. One application for every location, with manager recommendations that flag people who wouldn't put themselves forward.
• Score against leadership criteria, not familiarity. A weighted rubric, with names and locations hidden in the first round of review.
• Fund it, then follow it. Proof of enrollment, completion and progress reports collected each year, in one profile per employee.

You'll also see how to verify that applicants are current employees, and how to export a recipient report for payroll or HR.

Who should attend

HR, people-ops, total rewards and L&D teams, plus brand and corporate foundation staff, at franchise brands and multi-location companies that run employee scholarships, tuition help, certifications or leadership programs.

FAQ

Does Reviewr pay tuition or scholarships?No. Reviewr runs the application, review, selection and follow-up, like proof of enrollment and progress reports. It doesn't pay recipients or track fund balances. You can export a recipient report for payroll, HR or finance.

About Reviewr

Founded in 2011, Reviewr is SOC 2 Type II certified and has processed more than 1 million applications for thousands of organizations.

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