Jonathan H. (Jon) Westover, PhD, MBAe, MPA, AF-CIPD, SFHEA

Employers have told education coalitions, in those exact words, that they "don't trust" credentials — graduates arrive and no one knows what they can actually do. FSU's answer is to replace the credential with behavioral evidence: watch someone work, under pressure, in a realistic role, and score what they do. FSU is an immersive 3D simulation platform — think a realistic workplace scenario you navigate as a character — but the real product is the measurement system underneath it. The sim is the vehicle for generating behavior; the assessment engine is what makes that behavior meaningful. The one-sentence pitch: "a measurement system that happens to run as an immersive sim." A person isn't a single number (not a GPA, not a test score). FSU measures five dimensions from what you do inside the sim: S — Skills: the 6 durable skills (problem solving, learning agility, grit, creative thinking, collaboration, professional judgment), each broken into 5 behavioral sub-metrics, scored from every conversation and decision you make K — Knowledge: domain mastery — did you get the technical answer right? Tracked over time so you can see a learning curve, not just a snapshot I — Identity: who you're becoming professionally across multiple sims V — Values: how you choose when it's genuinely hard E — Epistemology: how you reason under uncertainty — do you question assumptions, revise beliefs, commit when you don't have perfect information? FSU is the first platform that can honestly say "here's what we measure, here's the evidence behind those measures, here's the audit trail, and here's how it deepens over time" — content-valid, auditable, longitudinal, and externally grounded.

*Lead strategic direction and P&L management for WGU's undergraduate and graduate HR academic programs (6.5K students), driving student success outcomes while ensuring curriculum relevance to current industry needs. * Oversee development and continuous improvement of competency-based HR programs that align with SHRM and HRCI certifications and evolving workforce demands * Build strategic partnerships with HR industry leaders to enhance program offerings, create employment pathways, and inform curriculum development * Lead cross-functional teams to implement data-driven program improvements focused on student retention, graduation rates, and post-graduation employment success * Champion innovative approaches to HR education that prepare students for emerging workplace challenges including remote workforce management, DEI initiatives, and HR analytics * Serve as thought leader in HR education, representing WGU at industry conferences and collaborating with employers to identify future skill requirements * Manage program P&L with focus on sustainable growth, contribution margins, and efficient resource allocation * Foster a community of care that supports diverse student populations through personalized learning pathways and targeted support services

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