Yes — different pathways of the Community Progression Hub (CPH) has begun launching in phases.

Initial pilot included:

• Career Readiness Pathway

• Wellbeing & Stabilisation Pathway

The Leadership Development Pathway pilot will commence in September 2026, with Cohort 1 of the Aspiring Leaders Programme — a 9 months guided leadership growth journey for new and emerging leaders.

The CPH model will continue evolving through learning, feedback, and partnership development.

The Community Progression Hub is being developed through a phased approach to allow the model to grow sustainably, learn from feedback, and build strong foundations over time.

Phase 1 — Discovery & Pilot Development

This current phase focuses on:

• shaping the vision and delivery model

• building partnerships and community relationships

• developing pilot pathway concepts

• gathering feedback and insight

• testing small-scale pilot cohorts

The initial pilot focus includes:

• Career Readiness

• Wellbeing & Stabilisation

• Leadership Development

---

Phase 2 — Pilot Delivery & Learning

This phase is expected to involve:

running small cohorts

• testing application and intake processes

• delivering workshops, coaching, mentoring, and community support activities

• gathering participant feedback and impact insights

• refining pathway structure and delivery methods

The goal is to strengthen the model before wider expansion.

---

Phase 3 — Partnership & Ecosystem Growth

As the initiative develops, the longer-term ambition is to expand collaboration with:

• employers

• community organisations

• training providers

• wellbeing services

• mentors and volunteers

• leadership contributors and facilitators

Additional pathways and opportunities may gradually be introduced based on community needs, capacity, funding, and partnerships.

---

Phase 4 — Sustainable Community Progression Model

The long-term vision is to create a connected progression ecosystem that supports individuals through:

• employability and career readiness

• wellbeing and resilience

• leadership development and progression

• mentoring and coaching

• digital inclusion

• volunteering and community opportunities

The wider aim is to contribute towards:

• sustained employment

• increased confidence

• improved wellbeing

• career progression

• stronger economic stability and independence

---

Important Note

The Community Progression Hub is currently in its early-stage development and pilot phase. Some elements described above reflect the longer-term vision and planned direction of travel rather than fully launched services at this stage.

The pilot approach allows Amaning CareerLift to:

• test and refine delivery models

• gather participant feedback and insight

• identify areas for improvement

• strengthen future programme design

• build sustainable and scalable pathways over time

This phased approach supports responsible growth while ensuring quality, learning, and community impact remain central.

Applications will typically open in phases depending on the specific pathway or cohort being launched.

Future opportunities will be promoted through:

• the Amaning CareerLift website

• social media platforms

• community engagement activities

• partner networks

Each programme or cohort will have its own intake window, eligibility criteria, and application process.

Yes — some future pathways and pilot programmes may include a short application and assessment process.

This is intended to:

• ensure alignment with the goals of the pathway

• identify participants who are committed to engaging fully

• create a supportive and focused cohort environment

Depending on application numbers, some pathways may also include informal online conversations or interviews as part of the selection process.

Yes — the intention is to run programmes through different cohorts and pilot phases across different workstreams and pathways.

This staged approach allows the initiative to:

• manage participation effectively

• support focused delivery

• gather learning and feedback

• continuously improve the model over time

Pilot programmes are expected to begin with smaller cohort sizes to allow for more personalised support, structured learning, and meaningful feedback collection.

Cohort sizes may vary depending on:

• pathway focus

• delivery capacity

• funding

• partnership support

• programme objectives

Yes — Amaning CareerLift hopes to create opportunities over time for individuals interested in volunteering, community engagement, events support, mentoring, administration, digital support, and programme delivery experience.

• Future work experience opportunities may also include:

• feedback collection and participant engagement

• content creation and storytelling

• social media promotion and community campaigns

• event coordination support

• leadership and workshop support

• basic data tracking and database analysis

• digital inclusion and outreach activities

Some opportunities may begin as expressions of interest during the pilot and development phase.

The long-term vision includes exploring future progression opportunities such as apprenticeships, pathway placements, leadership development experiences, and supported work experience opportunities through partnerships and community collaboration.

This may include exposure to:

• community project / programme delivery

• communications and social media

• employability support

• stakeholder engagement

• events and workshop coordination

• impact measurement and reporting

This is currently part of the future development vision and not yet a funded offer.

Yes — we welcome expressions of interest from students, graduates, aspiring leaders, and early-career professionals who would like to contribute, learn, volunteer, or grow alongside the initiative.

Depending on future capacity and partnerships, opportunities may include:

volunteering

• shadowing opportunities

• work experience placements

• project support

• digital/media support

• research and feedback activities

• community engagement support

That is one of the longer-term ambitions of the initiative. Future pilot activities may include opportunities to support workshops, events, mentoring activities, communications, outreach campaigns, and community engagement projects to help individuals build confidence and practical experience.

Future opportunities, pilot launches, events, and application windows will be shared through:

• the Amaning CareerLift website

• social media pages

• mailing lists

• community and partner networks

Visitors are encouraged to register their interest to receive updates on future pathways and opportunities.