Impact & measurement
The definitions come first. The numbers come when they are real.
Counting enrolments, completions and hires rewards activity without revealing whether capability improved or employment endured. This page publishes the framework we hold ourselves to, the methodology behind each measure, and — deliberately — the claims we have withdrawn because we could not source them.
North Star metric
The number and proportion of participants who enter a role aligned to their pathway, complete probation successfully, remain productively employed at twelve months, and show evidence of capability or responsibility growth.
This is deliberately harder to achieve than a placement count. A high placement rate with weak retention is not success. Strong retention in roles with no development or meaningful contribution is also incomplete.
The framework
Ten outcome areas
Leading indicators, conversion measures and long-term outcomes are held apart, because no single metric should become the definition of success.
| Outcome area | What we measure |
|---|---|
| Access and inclusion | Applications, reach, representation, conversion by segment and barriers removed |
| Readiness | Baseline-to-exit gain, assessed capabilities, confidence, portfolio quality and attendance |
| Experience | Projects completed, employer-rated performance, work samples and workplace exposure |
| Opportunity | Interviews, offers, match rate, time to opportunity and pathway relevance |
| Employment | Starts, role quality, salary band where appropriate and offer acceptance |
| Performance | Manager satisfaction, time to productivity, probation completion and goal attainment |
| Retention | Three, six, twelve and twenty-four-month retention, with reasons for movement |
| Progression | Promotion, expanded responsibility, qualifications, mobility and leadership activity |
| Employer value | Repeat hiring, cost and time reduction, manager confidence and workforce-plan delivery |
| National impact | Private-sector participation, priority-sector capability and sustained economic contribution |
Methodology
Published before the measure has a value
Stating a definition in advance is what makes a number credible when it arrives — and what stops the definition quietly shifting to flatter the result.
+Readiness gain
The change in assessed capability between a participant's entry baseline and their exit assessment, against the same rubric, scored by assessors who did not deliver the teaching. Reported with cohort size and the proportion assessed at both points.
+Pathway-aligned placement
A role is pathway-aligned when its core responsibilities correspond to the capability pathway the participant completed. Alignment is recorded at offer stage against the role description, not inferred afterwards from the job title.
+Twelve-month retention
The proportion of placed participants still employed by the same organisation twelve months after their start date. Reported alongside reasons for movement, because a participant who leaves for a better role is not a failure of the system.
+Time to productivity
The point at which a line manager confirms the participant is delivering their role's core responsibilities without task-level supervision. Manager-reported, on a fixed prompt, at 30, 60 and 90 days.
+Employer repeat demand
The proportion of employers who engage a second time within twelve months of a first cohort, brief or placement. Counted per organisation, not per contract.
Evidence policy
Three tiers, and what each requires before publication
Every figure on this website belongs to one of these tiers. The rules are enforced in the site's code, not only in editorial review: a figure without a source cannot be rendered.
| Tier | What it is | Required before it can be published |
|---|---|---|
| Verified fact | An official policy or workforce figure | Named source, link, and an “as of” date visible to the reader |
| Tawasul measure | A number we produced ourselves | A published methodology note, cohort size and reporting period |
| System pattern | An observed dynamic | Described qualitatively — no percentage, no invented quantity |
What we cannot yet claim
The claims we withdrew, and what would bring them back
An earlier version of this website carried figures it could not source. Rather than quietly deleting them, we list them — because a claim that disappears without explanation tends to reappear.
We do not yet have twelve-month retention data, because that requires a cohort to have been placed for twelve months. We do not yet have independently evaluated readiness gain. We do not publish participant outcomes without recorded consent, which means our earliest case studies will be few and specific rather than numerous and general.
This page will fill up. Until it does, we would rather be usefully honest than impressively vague.
- Withdrawn
“100K+ Emirati job seekers”
Homepage stat bar (v1.0)
No source, no as-of date. Appendix B requires both for any workforce figure.
Would be reinstated ifA named MoHRE or Nafis publication can be cited with a date.
- Withdrawn
“2% annual quota increase”
Homepage stat bar (v1.0)
Stated without the scope conditions that make it true. Presented as a general rule.
Would be reinstated ifRestated with the establishment-size band and sector scope, sourced to MoHRE.
- Withdrawn
“AED 120,000 penalty per unfilled role”
Homepage stat bar (v1.0)
Contribution amounts are set by schedule and change. An undated figure will go stale.
Would be reinstated ifCited to current MoHRE guidance with an as-of date and a quarterly review.
- Withdrawn
“Participant testimonial attributed to a named employer”
Homepage (v1.0)
No recorded participant consent and no verifiable outcome behind the quotation.
Would be reinstated ifConsent is captured against the CMS entry and the outcome is confirmed.
Outcome dashboard
Reporting, once there is something to report
The dashboard is part of the design, not an afterthought. It stays empty until the first cohort reaches twelve months.
Not yet available
The dashboard activates in Phase 3
A placeholder chart with invented numbers would undermine everything else on this page. When the first cohort reaches twelve months, readiness gain, placement alignment, probation completion, retention and progression will be published here against the methodology above — including the results that are not flattering.
For funders and partners
Commission something measurable
The most useful engagement is one with a defined cohort, a defined sector and a published methodology — so the result means something whichever way it goes.