ProsperEdge TRANSFORM™
Alumni™
Alumni™ — the relationship continues on your terms.
“Your retirees remember how they were treated on their way out.”
ProsperEdge Alumni™ · Programme Philosophy
What goes wrong when departure is left to chance
Most of these situations are entirely foreseeable, and entirely preventable. They persist because no one has been assigned to prevent them.
In most organisations, the only thing separating a predictable retirement from an emergency vacancy is the fact that no one raised the subject 18 months ago.
Retirees are given a farewell card and a pensioner letter. No financial preparation, no coaching, no clear guide to what happens to their group medical plan next week.
The annual retiree event invitation list lives on someone's personal spreadsheet, or in their memory, and gets rebuilt from scratch each December.
Group medical plan renewals for former employees fall through the cracks because no system tracks who is covered, when it renews, and what HR needs to action.
The exit conversation is never held, or is held badly by the line manager. The organisation loses the most honest data it will ever receive about its own management culture.
Long-tenured employees leave without a knowledge capture session. Thirty years of institutional memory walks out the door and is never seen again.
Three phases. Twelve steps. One consistent programme.
Alumni™ structures what most organisations already intend to do: consistently, so it actually gets done.
Phase 1 — Exit Planning
12–24 months before projected departure
3 stepsIdentify predictable exits before they become sudden ones. Agree exit timelines in private, voluntary conversations. Enrol employees in the Departure Programme Series ahead of their final months.
Phase 2 — Structured Departure
Notice period through departure day
6 stepsEvery departure is classified, documented, and closed properly — departure classification, senior transition coaching activation, exit conversation, knowledge capture, benefits brief, and connection registry activation.
Phase 3 — Ongoing Connection
Post-departure — continuous
3 stepsThe three things that actually matter post-departure in the Caribbean context: group medical plan tracking, the annual event invitation list, and service milestone acknowledgements.
Five capabilities. One low-cost add-on.
Alumni™ Core is designed for existing ProsperEdge clients who want a structured, consistent departure and connection programme, without a heavy implementation or a large dedicated budget.
Exit Planning
Quarterly predictable exit identification — who is within 18–24 months of a foreseeable departure? Private exit timeline conversations and Departure Programme Series enrolment, completed before the announcement, not after it.
Departure Programme Series
Four quarterly cross-client workshops: Financial Planning in Transition (licensed specialist), Health and Lifestyle (wellness specialist), Purpose and Identity (PE executive coach), and Practical Transitions (PE team). Enrolment is per-person — no minimum cohort from any single client.
Senior Transition Coaching
For executives and senior professionals, a 4–6 session engagement with a PE executive coach — beginning 2–3 months before departure and continuing post-departure. Employer-funded. Content is confidential between coach and executive.
Structured Departure
Departure classification, exit conversation (conducted by PE — not the line manager), knowledge capture session, and a written Benefits Transition Brief covering pension, group medical plan continuation, leave encashment, and outstanding obligations. Every departure, properly closed.
Connection Registry
Quarterly group medical plan reviews for retirees. Annual event invitation list preparation. Service milestone acknowledgements — flagged to HR 60 days in advance. The three post-departure commitments most Caribbean organisations already make, codified and never missed.
The Departure Programme Series solves the Caribbean cohort problem.
No single organisation has enough departing employees in a given quarter to run a dedicated private cohort programme. Alumni™ pools departing employees from all ProsperEdge client organisations into four quarterly cross-client sessions, so every employee gets a structured, specialist-delivered transition experience, and a genuine peer community, at a fraction of what a private cohort would cost. Enrolment is per-person. No minimum numbers required from any single client.
TALENT GATE™ Integration
Non-retired alumni live in TALENT GATE™, not the Alumni™ Connection Registry.
Employees who leave through resignation, redundancy, fixed-term completion, or career break, and who carry re-hire eligibility, are maintained within TALENT GATE™ as a former employee talent pool where that product is active. The Alumni™ Connection Registry focuses on retirees and long-term post-departure relationship management. The Optional Boomerang Pipeline module draws from both.
Extended Modules: activated when you need them
These four modules are available to clients who want a more active alumni engagement model. They are not part of the Core programme and are priced separately.
Boomerang Pipeline
OptionalRe-hire eligible alumni matched against vacancies before external posting. Cross-references Alumni™ registry and TALENT GATE™. Personal outreach from HR or PE — not an automated message. Abbreviated re-entry assessment (45–60 min). Condensed Onboarding Compass™ Returnee Track (15–20 days). IDP continuity from Growth Engine™ where active. Boomerang employees outperform external hires in year one — they know the culture.
Priced per return-to-work process
Casual & Contract Pool
OptionalAlumni available for short-term paid engagements — seasonal capacity, project coverage, interim roles. HR searches the opt-in pool before going to the external market. Already vetted, already cultured, minimal briefing required. Casual work is paid — it is not volunteering.
Priced per casual engagement
Knowledge Advisory Panel
OptionalSenior alumni — particularly retirees and departing executives — available for paid, scoped advisory engagements. PE designs the brief (scope, timeline, deliverables, rate) and facilitates contracting. Advisory stints are professional engagements, not favours. Typically 2–8 weeks.
Priced per advisory stint
Mentoring Programme
OptionalAlumni matched to current employees based on career stage, functional expertise, and Growth Engine™ IDP priorities. PE facilitates matching and provides a mentoring framework. Pairings run 6–12 months with a mid-point check-in. Near-peer mentoring from younger alumni; senior mentoring from retired leaders.
Priced per pairing or annual programme fee
What Alumni™ means for each audience
HR Directors
Most organisations already track their retirees on a spreadsheet, plan an annual event, and maintain medical plan records somewhere. Alumni™ codifies what you already do — consistently, without it living on one person's computer — and adds the structured departure and preparation infrastructure that makes the relationship genuinely meaningful.
Leadership Teams
Your retirees are your most credible employer brand. The way they talk about their final months with the organisation is remembered for years. An exit that is planned, supported, and properly closed is one of the most lasting investments you will ever make in your culture.
Departing Employees
Leaving after years of service — whether you're retiring or moving on — should feel like a proper conclusion, not an abrupt ending. Alumni™ ensures the organisation gives you the preparation, the recognition, and the continued connection that your tenure deserves.
Employees Approaching Retirement
The transition out of a career is one of the most significant you will make. Alumni™ ensures your employer prepares you for it — with financial planning, health and lifestyle support, coaching, and a clear guide to what happens to your medical plan and benefits when you leave.
Exit interview data is the most honest data you will ever receive.
People who are leaving have no reason to perform positivity. The structured exit conversation conducted by a PE specialist, not the line manager, surfaces what is actually happening in the organisation's management culture. Where DIAGNOSTICS™ is active, that data feeds directly into turnover intelligence reporting. Every departure, properly documented.
Departure Classification: all departure types are handled
Retiree
Re-hire: eligible
Access: full
Regrettable Departure
Re-hire: eligible
Access: full
Non-Regrettable
Re-hire: eligible conditional
Access: full
Redundancy
Re-hire: eligible
Access: full
Fixed-Term End
Re-hire: eligible conditional
Access: full
Intern Completed
Re-hire: eligible
Access: full
Medical Separation
Re-hire: pending review
Access: full
Disciplinary
Re-hire: ineligible
Access: registry only
Career Break
Re-hire: eligible
Access: full
The way you handle the ending
is what people remember longest.
Alumni™ is a low-cost add-on for existing ProsperEdge clients. A discovery call is the first step: we'll scope exactly what's right for your organisation, your departing population, and your budget.