Isos Terra employer demonstration
See Isos Terra at work
From an individual support to a record the team can follow.
Watch the employee-support, career-planning, and supervisor workflows, then see how they can help with manager handoffs and compliance follow-up.
6:20 guided demonstration
Fictional records in a local sample workspace. Live AI wording generation and hosted sign-in are not demonstrated. The software supports planning and recordkeeping; it does not establish agency compliance.
Isos Terra is available for acquisition.
Interested in taking it forward? Get in touch to discuss the software, the handoff, and the fit for your organization.
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Read the video transcript
Why Isos Terra
For AbilityOne employers, Isos Terra brings individual supports, career goals, and supervisor follow-up into a shared working record. Here are four examples with fictional employees.
A new employee and supports that fit the job
Let's take this a little more slowly. We're adding Avery, a fictional employee, to the roster. First, we choose the food service job Avery will actually be doing. Next, we review the support needs. Here, we're focusing on learning job tasks and receiving clear instructions. The review gives us a starting point for choosing useful supports. Now we can see the library supports that match Avery's job and reviewed needs. We have time to read the suggestions and decide what makes sense for the work. Let's add one: introduce a single task change at a time. A person reviews the support before it goes onto the plan. These are library recommendations; live AI wording isn't shown here. After a reload, the support is still on the plan. That's the useful handoff: the next supervisor can see the agreed instruction, instead of starting the conversation from scratch.
Career choice, upward advancement, and outward mobility
Career planning starts with what the employee wants. AbilityOne Policy fifty-one four hundred connects employee career plans with career advancement. The plan should reflect the person's goals, strengths, and support needs. Upward mobility can mean moving into a lead role or taking on greater responsibility. Here, the inward path can hold those steps. Outward mobility means working toward a job beyond the AbilityOne contract, such as a community employer. For this fictional example, Marisol wants to build confidence in the current workplace. We record the meeting date and choose the inward path. That choice is a starting point, not a promise of a promotion. We put the goal in the person's own words, then make the next step specific: practice the opening checklist with the team lead on three shifts. That gives the next conversation something concrete to review. We save without recording an acknowledgment that hasn't happened. This creates a working record for follow-up; it doesn't replace the employee's participation in planning. For outward goals, Policy fifty-one four oh two also requires an ongoing placement program. The software can help organize the work and its records. A saved plan alone does not establish compliance.
Follow through on an existing career plan
Here's Tonya's existing plan. The goal is to become a crew lead. We can connect that bigger ambition to a practical step: finishing the floor-machine course. In this fictional example, the course is complete, so we mark the step done. The pathway updates from the recorded steps. This tracks progress; it doesn't issue a qualification or certify that training occurred. After reloading, we can see the completed step. Keeping that progress alongside the person's goal makes the next review more useful: what happened, what helped, and what should happen next?
A supervisor notices a need and reviews support use
Let's look at this from the supervisor's side. Suppose Tonya would benefit from a clearer setup routine. The supervisor can bring that observation into the support review process. We write a practical suggestion: put a picture checklist on the supply cart, and review the setup together before the shift. Then we submit it to HQ. Notice the pending status. This is a proposal for review, not a new instruction silently added to the active plan. That keeps the observation visible while preserving the review step. Now, the monthly check-in. For this support, we'll choose No: it wasn't used this month. That answer does not automatically mean the support is no longer needed. It gives the team something to follow up on. For the other supports, we record whether they were used and whether they helped. We can also add a short, practical note for HQ about what to discuss at the next review. We save the check-in and confirm it appears in the history. This gives the team a record of support use and a new need to review, rather than assuming every support is still useful.
New managers need more than names on a roster.
New managers can see working instructions, reported support use, and next steps available to their roles. Isos Terra keeps that context together, so handoffs don't start from scratch.
Keep a running record of individual support.
Keep a running record of agreed supports, what supervisors report using, whether it helped, and new needs to review with the employee.
Make compliance follow-up easier to trace.
Connect goals, review activity, support changes, and progress for compliance follow-up. This organizes evidence; it doesn't replace employee participation, qualified judgment, or the agency's responsibilities.
Take the next step with Isos Terra.
Isos Terra is available for acquisition. Contact us to discuss the software, handoff, and fit for your organization.
AbilityOne policy context
The narration refers to employee career planning and advancement under Policy 51.400 and the ongoing placement-program requirement in Policy 51.402. Agency responsibilities and human review remain.