M07 / CAPABILITY & LEARNING
Who else can do the work?
Sharing knowledge costs capacity now. Try different ways to prepare for an absence or a change in demand.
Make time to teach
Spread knowledge across people, deepen one backup, or let a learner become a mentor. Drag a period to move it; select one to edit its people, skill and time.
The first three request the same total coaching time. Actual time can differ when people are away or periods compete.
Scroll through weeks ↔. Arrow keys move a focused period by one week.
Pin a plan before changing it. Demand and absences remain shared.
people at 60% skill or more
Change the conditions Absences and demand · shared by both plans
Who is away, and when?
End weeks are inclusive. People return the following week; overlapping absences for the same person count once.
What work arrives?
Units of independent work per week, with the same seeded ±10% variation for both plans.
Week 25 keeps initial demand for the whole run.
Starting knowledge → week 12
Tap a starting skill to cycle by 25 points. Work assignments restrict which queue a person may serve. These are assumptions, not free training.
| Person | Interface | Controls | Verification | Work assignment |
|---|
Inspect a week
Where work accumulates
Inside the learning model
Each present person has one week of time. Output = time × skill. The strongest eligible person/skill pair works first; remaining time may serve another queue. Knowledge earned through work arrives at week end: 0.015 × time × remaining room to learn.
Each coaching period reserves its requested fraction from both people. If simultaneous requests exceed a person’s week, every involved period is scaled by its more constrained participant. Spare time remains available for work. A period with an absent participant or the same mentor and learner is blocked without using time.
Coaching gain = 0.65 × actual fraction × the positive skill gap at the start of that week. All gains arrive at week end. A learner cannot pass on knowledge gained during that same week. A mentor with no skill advantage still spends the time, but transfers no knowledge.
Fictional divisible, independent work. No forgetting, hiring, motivation, coordination cost or differences in teaching ability. “60% coverage” is an assumption, not certification. Pinned plans retain starting skills and assignments; demand and absences are always shared. Read the engine.