The inherited duty
- Which specific step is being handed over?
- Who reviews the result, and who is the backup?
- Where is the current source or procedure for that step?
Public / Free manager planning guide
Make the handoff
part of the learning.
A short planning conversation can help an individual learner connect fictional practice with a specific, supervised next step.
15 minutes5 minutes before + 10 minutes afterSeparate from the learner's 75-minute orientation.
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Before / 5 min
Agree the purpose.
Agree one learning purpose and choose the relevant track: an inherited payroll duty, a new payroll or finance function, or career exploration. Explain the 75-minute orientation plan and leave time for questions.
Name the specific workplace step to learn or observe. Identify the process owner, reviewer and backup, and point the learner to the current procedure or source reference.
Use the supplied fictional case for practice. Agree how questions will reach the reviewer and when you will meet for the follow-up conversation.
After / 10 min
Discuss the work.
Ask the learner to trace one fictional figure from its source to the result. Have them name the evidence and version they used, and explain which parts are supported.
Choose one unresolved question together. Name the person who can answer it and the next useful comparison or clarification.
Agree a specific next activity: another fictional comparison, a relevant Foundations lesson, an approved observation or a further career discussion. Set a date for a short learning follow-up.
Print or copy into an approved planning document
A simple handoff outline.
Use this outline to agree the learning purpose, support and next step.
- Learning purpose and chosen track
- Step to observe or practice
- Source or procedure reference and version
- Process owner
- Reviewer and backup roles
- Unresolved question and follow-up owner
- Next learning activity
- Follow-up date
Choose the relevant conversation
Three starting points.
The payroll or finance function
- Where does this step join the wider payroll or finance process?
- Which source, review or accounting handoff does the team own?
- Who receives exceptions and follow-up questions?
The career explorer
- Which task interested the learner, and which would they like to practice again?
- What could an approved job-shadow discussion help clarify?
- Which next learning step does the learner choose?
Keep a useful follow-up note.
Record the agreed purpose, reviewer and backup, one open question and the next learning activity. Use the employer’s appropriate planning location for workplace follow-up.
This is educational, non-scored practice. Actual work assignments, access and payroll-release authority follow the employer’s own supervised process.