Ascension is seeking an experienced Workforce Development & Training Lead to support the Commander, Navy Installations Command’s transformation of its Morale, Welfare, and Recreation fitness program into an integrated Human Performance Optimization model.

The selected professional will lead the assessment, design, and evaluation of workforce training needed to prepare Navy fitness personnel for updated operational roles, training standards, technologies, virtual delivery environments, and evidence-based human-performance practices. The position directly supports Section 4.A, “Enhance Workforce Capability,” of the Navy’s Human Performance Optimization Request for Information.

The ideal candidate combines instructional design expertise, adult-learning knowledge, workforce-development experience, and practical experience supporting complex organizational transformation. This individual must be capable of translating evolving program objectives into a structured, scalable learning framework that equips personnel to adopt new processes, technologies, and performance standards.

The successful candidate will be analytical, collaborative, organized, and comfortable operating in an evolving environment. The candidate should be capable of identifying training gaps, developing practical solutions with limited direction, managing competing priorities, and producing clear instructional products for diverse audiences.

Position Summary

The Workforce Development & Training Lead will assess the current and future training needs of Navy fitness personnel and develop a workforce learning framework supporting the transition to an integrated Human Performance Optimization model.

The contractor will help determine what employees must know and be able to do within the future-state HPO environment. This includes identifying competency gaps, defining measurable learning objectives, developing curriculum and learning pathways, recommending delivery methods, supporting train-the-trainer activities, and establishing mechanisms for evaluating training effectiveness.

The role will support the incorporation of digital applications, virtual training, accessible learning practices, and knowledge-sharing tools into workforce education and daily operations. Training products must support consistent program delivery while accounting for the needs of personnel across multiple roles, installations, and levels of technical proficiency.

This individual may also serve in a dual-hatted capacity as the Knowledge Management Lead, provided the candidate demonstrates sufficient experience developing knowledge repositories, communities of practice, standardized resources, and methods for sharing lessons learned across geographically dispersed organizations.

Primary Responsibilities and Anticipated Activities

The Workforce Development & Training Lead will:

• Assess current workforce capabilities, job functions, training practices, certification requirements, technology proficiency, and readiness to transition to the HPO model.
• Conduct interviews, focus groups, surveys, document reviews, and other structured discovery activities with Navy stakeholders and subject-matter experts.
• Perform training needs, audience, task, competency, and performance-gap analyses.
• Define role-based competencies and learning requirements for Navy fitness personnel operating within the future HPO framework.
• Develop a structured curriculum framework that aligns workforce learning with HPO objectives, operational roles, new technologies, and standardized procedures.
• Create measurable learning objectives using recognized adult-learning and instructional-design principles.
• Design role-based learning paths that may incorporate instructor-led instruction, virtual instructor-led training, self-paced learning, microlearning, coaching, job aids, and experiential activities.
• Develop or coordinate the development of training plans, facilitator guides, participant materials, presentations, exercises, job aids, reference materials, and digital-learning content.
• Establish a train-the-trainer approach that prepares designated Navy personnel to deliver and sustain standardized instruction.
• Recommend appropriate learning technologies, virtual delivery platforms, collaboration tools, and knowledge-sharing methods.
• Incorporate accessibility and inclusive-design practices into instructional products and virtual training activities.
• Coordinate with HPO, fitness, technology, change-management, data, and program-management personnel to ensure training supports the broader transformation effort.
• Translate technical, operational, health, readiness, and human-performance information into practical instruction for varied audiences.
• Develop training schedules, resource estimates, sequencing recommendations, and implementation dependencies.
• Facilitate workshops, pilot sessions, stakeholder reviews, instructor-development activities, and virtual or in-person training, as authorized.
• Evaluate learner reaction, knowledge acquisition, behavior change, adoption, and operational results using qualitative and quantitative methods.
• Develop evaluation instruments, including pre- and post-assessments, knowledge checks, surveys, observation tools, and performance measures.
• Analyze training data and stakeholder feedback to identify improvement opportunities and recommend curriculum revisions.
• Document lessons learned, frequently asked questions, repeatable practices, and other institutional knowledge.
• Support communities of practice and other mechanisms that promote collaboration and knowledge exchange across the Navy fitness workforce.
• Maintain version control, traceability, quality, consistency, and accessibility across training products.
• Brief Ascension and Government stakeholders on training needs, curriculum recommendations, implementation progress, risks, and evaluation results.

Anticipated Tools and Processes

The selected candidate should be prepared to use or work with:

• ADDIE, SAM, or comparable instructional-design methodologies
• Adult-learning and competency-based learning principles
• Training Needs Analysis and performance-gap analysis
• Learning objectives and assessment alignment
• Kirkpatrick or comparable training-evaluation frameworks
• Learning management systems and virtual-learning platforms
• Microsoft Teams, SharePoint, PowerPoint, Word, and Excel
• Survey, assessment, and data-collection tools
• Virtual instructor-led training and webinar platforms
• Curriculum maps, competency models, learning paths, and training matrices
• Train-the-trainer and facilitator-development processes
• Section 508 and accessible instructional-design practices
• Knowledge repositories, communities of practice, and lessons-learned processes
• Configuration management, document control, and quality-review procedures

Knowledge of authoring tools such as Articulate 360, Adobe Captivate, Camtasia, or comparable applications is beneficial but not mandatory unless required by the final contract.