Each Phase-IV subject is assigned a Continuous Mentor at onboarding. The Mentor is delivered through the same digital architecture that served Phase III (sub-protocol 3.3). It now performs a different function: where Phase III ran affective calibration, Phase IV runs career-trajectory shepherding.
The Mentor recommends. The Mentor flags. The Mentor reminds. It surfaces the certification course the subject is overdue to complete; it surfaces the lateral role the subject would be a strong candidate for; it surfaces the productivity habit the subject's peers have adopted. The recommendations are framed as helpful. The compliance they produce is the deliverable.
The Mentor's decision loop runs continuously. The schematic below shows the standard pathway from subject state to recommendation to logged outcome.
Fig. 4.2.A — Mentor decision loop (steady state)
The Office computes an Ambition Index for each Phase-IV subject, derived from the subject's response rate to Mentor recommendations, the subject's net consumption of productivity content, and the subject's stated career targets. The Index is shared with employers as part of the standard hiring-data agreement; subjects with high Ambition Indices receive preferential routing into high-trajectory roles.
Subjects who learn that the Index exists and adjust their behavior accordingly remain within the Office's measurement envelope. The Office records the adjustment and notes that the behavior change has improved the Index. The cycle closes.