In the late-fifties and early-sixties the Office-certified employer launches a Knowledge Transfer Initiative for each Phase-VI subject in the senior tier. The subject is asked to document their workflows, train their successors, write playbooks, record case studies, and participate in onboarding sessions for the next cohort of subjects entering their position. The framing is honor: the subject's wisdom is being preserved. The actual function is extraction.
Once the extraction is complete the subject is transitioned to a reduced-hours stewardship role, positioned as a graceful glide-path into retirement and priced into the employer's compensation schedule at a reduced rate. Most subjects accept.
The standard 24-month Knowledge Transfer Plan, abbreviated.
| quarter | milestone | deliverable |
|---|---|---|
| Q1 | Workflow audit | Process map of all owned domains |
| Q2 | Playbook drafting | Written procedures, 60+ pages |
| Q3 | Successor identification | 3-person bench, ranked |
| Q4 | Shadow rotation | Successor present at all meetings |
| Q5 | Recorded case studies | 12+ recorded sessions |
| Q6 | Live hand-off | Successor leads with subject in backup |
| Q7 | Reduced-hours transition | 40 hrs → 24 hrs |
| Q8 | Final disengagement | Statutory retirement filed |
Tbl. 6.5.A — Standard 24-month Knowledge Transfer Plan