UK

United Kingdom · Learning and Development · Entry Level (0-2 years)

Junior Learning & Performance Analyst

Here is the whole job, in plain words. What it is, a real day, what you decide, how you're judged, how people get here and where they go next. Then the part no course gives you: twelve AI tutors who learn your work.

  • Experience bandEntry Level (0-2 years)
  • Direct reportsNo direct reports
  • Reports toSenior Performance Improvement Consultant
  • UK framework levelUsually someone starting out, or keeping a process running

Also advertised as L&D Data Assistant · Learning Analytics Support · Performance Insights Junior

Built on an analysis of 43,079 real UK job descriptions · grounded in qualifications employers recognise

Start with a free Future Fluency check, tuned to Junior Learning & Performance Analyst

Ten quick questions, one per Future Fluency, asked against this role rather than a generic one. About five minutes, and no card.

Start the check, free

1What this role really is

This role is all about getting stuck into the data behind our learning programmes. You'll be the person pulling reports, cleaning up messy information, and helping to build the dashboards that show us if our training actually works. Think of it as being the detective for our learning impact, but with a lot of guidance from a senior colleague.

2What you'd actually use

The tools this job runs on, and how well you'd need to know each one.

Excel (Power Query, Pivot Tables)Intermediate

You'll use VLOOKUP/XLOOKUP to combine data, Pivot Tables to summarise it, and basic formulas for calculations. You'll also start to dabble with Power Query for cleaning messy data.

LMS/LXP (e.g., Cornerstone OnDemand, Workday Learning)Intermediate

You'll regularly pull standard reports on course completions, user activity, and learning paths. You'll also manage basic user data and track programme enrolments.

Survey & Assessment Tools (e.g., Qualtrics, SurveyMonkey)Intermediate

You'll deploy pre-built surveys, manage participant lists, and export raw response data for analysis. You'll learn how to set up simple survey logic.

Data Visualization (e.g., Power BI, Tableau)Basic

You'll connect to clean data sources and build simple, pre-defined charts and dashboards under guidance. You'll also update existing visualisations with new data.

HRIS (e.g., Workday HCM, SAP SuccessFactors)Basic

You'll navigate the system to find and export employee demographic data, performance reviews, and other relevant HR information that links to learning outcomes.

Collaboration Tools (e.g., Confluence, Notion, Asana)Intermediate

You'll document your findings, track project statuses, and share resources within our team's shared workspaces. Keeping these up-to-date is important.

3What you get to decide, and how that grows

Power in a job isn't your title. It's what you're allowed to decide. Here's how it grows as you move up.

The choiceComing inWhere you are nowThe step above
Data Extraction MethodFollow pre-defined queries and instructions. Escalate if the data isn't available or the query doesn't work as expected.Choose the most efficient method for routine data pulls. Propose new queries or data sources for approval.Design and implement new data extraction strategies, including API integrations, with minimal oversight.
Data Cleaning ApproachApply standard cleaning rules (e.g., remove duplicates, correct typos) as instructed. Escalate complex inconsistencies.Independently decide on cleaning rules for new datasets. Document and standardise common cleaning processes.Define data quality standards and build automated cleaning processes. Advise on data governance policies.
Report Content & FormatUse existing report templates and populate with accurate data. No changes to format or content without manager approval.Adapt existing report formats for specific audiences. Propose new visualisations or metrics for inclusion.Design entirely new reporting frameworks and dashboards based on business needs. Own the narrative and insights.
Tool Selection for TasksUse the tools specified for the task (e.g., Excel for cleaning, LMS for reports). No independent tool selection.Recommend alternative tools for specific tasks (e.g., Power Query for complex ETL) for manager review.Evaluate and recommend new analytics tools for the L&D team, including budget implications.

4How you'll be judged

The scoreboard, honestly: the hard targets, how often each one is actually looked at, and the quiet human signals that never make it onto a dashboard.

Data Accuracy
The percentage of reports and datasets you prepare that are free from errors or inconsistencies.
Target · <1% error rate

You pull a list of course completions for a sales training. If 2 out of 200 entries are incorrect (e.g., wrong date, missing user ID), that's a 1% error rate. We're aiming for less than that.

Report Timeliness
How quickly you deliver standard reports and data extracts once they're requested.
Target · 95% delivered within 48 hours

If the Senior Consultant asks for the Q1 onboarding survey results on Monday morning, we expect to see it by Wednesday morning, at the latest. Missing this means other people's work gets delayed.

Task Completion Rate
The percentage of assigned data pulls, survey deployments, and documentation updates you successfully finish.
Target · 100% of assigned tasks

You're asked to set up a Level 1 feedback survey for a new course and document the process. Completing both on time and to standard counts towards this. Not doing it means we miss crucial feedback.

Proactive Data Cleaning
You don't just wait to be told to fix messy data; you spot issues and start sorting them out, or flag them to your manager, before they cause problems.
  • You'll bring up data inconsistencies in team meetings. You'll suggest improvements to data entry processes. Your manager won't have to chase you about known data quality issues.
Learning & Development Knowledge Application
You're actively learning about L&D concepts (like Kirkpatrick's levels) and starting to connect the data you're pulling to those ideas.
  • You'll ask thoughtful questions about why we're measuring certain things. You'll start to suggest which data points might be relevant for a Level 3 impact study. You'll show curiosity about the 'why' behind the numbers.
Documentation Quality
The clarity and completeness of the process documentation you create or update for data extraction and reporting.
  • Another team member could follow your documentation to replicate a report without needing to ask you questions. It's easy to understand, even for someone who wasn't involved in the original task.

5Would you like it

The honest version. What people enjoy, and what grinds them down.

What people enjoy
Solving Puzzles

You'll spend a good chunk of your day making sense of disparate data sets, figuring out why a number looks off, or troubleshooting a report that isn't running properly. It's a constant stream of small analytical challenges.

The LMS is showing 50 course completions, but the HR system only lists 45 people who started. You'll need to dig into both systems to find the missing 5, which often means cross-referencing IDs and dates.

Making a Tangible Contribution

Even at this level, your work directly feeds into decisions about learning programmes. You'll see your cleaned data and basic reports being used by senior colleagues to inform their recommendations.

You've successfully pulled and cleaned the data for a new sales training. Your manager then uses this to show the Head of Sales how many people completed it, which then leads to a discussion about next steps. You're part of that chain.

Learning & Development

You'll be constantly exposed to new tools, new analytical techniques, and the broader world of L&D. Your manager will actively support your growth, and you'll be learning by doing every single day.

You'll be asked to try out a new feature in Qualtrics or learn a new Excel function. Your manager will explain the 'why' behind different measurement models, helping you build your foundational knowledge.

What frustrates people
  • You'll spend a lot of time cleaning data that should have been clean in the first place. It's often tedious.
  • Sometimes, the data you need just isn't there, or it's in a format that makes no sense. You'll have to get creative, or accept limitations.
  • You'll often be working on the foundational pieces of a project, and won't always see the final, polished output or get to present it yourself.
  • The 'urgent' request that messed up your Tuesday plans might get quietly deprioritised by Friday, and you'll have to just roll with it.
What this role does not give you
  • Immediate leadership of projects or people.
  • Frequent external client interaction.
  • High-level strategic decision-making (that comes later).
  • A role where all data is perfectly structured and ready for analysis.

6Who you work with

This role provides the foundational data and initial analysis that underpins all L&D effectiveness reporting. Without it, the L&D team wouldn't have reliable information to prove the impact of their programmes, making it harder to secure budget and demonstrate value to the wider business. It helps us avoid 'training for training's sake' and focus on what truly moves the business forward.

Inside the business
  • L&D Programme Managers
  • HR Business Partners
  • Talent Acquisition Team
  • Internal Communications
Outside the business
  • LMS/LXP Vendor Support (for technical issues)

7What you need before you start

Not a wish list. The things you would be expected to already have.

  • Solid grasp of Excel, including VLOOKUPs, Pivot Tables, and basic formulas, or equivalent demonstrable data manipulation skills.
  • Experience working with data, even if it's from university projects or a previous non-data role where you regularly handled spreadsheets.
  • A genuine interest in understanding how learning impacts business performance, not just a love for numbers.
  • Strong attention to detail – we'll test you on this, honestly.
  • The ability to clearly communicate problems or findings, both in writing and verbally.

8What to practise next

Where the job is going, and what to do about it starting this week.

SQL for Data Extraction

Relying solely on pre-built reports from systems limits what you can analyse. Learning SQL lets you pull exactly the data you need, combine it from different systems, and answer much more complex questions directly from the database.

SELECT, FROM, WHERE · JOINs (INNER, LEFT) · GROUP BY & Aggregate Functions · Subqueries & CTEs

  • This week: Start a free online SQL course (e.g., Codecademy, DataCamp) focusing on PostgreSQL basics.
  • This month: Practise writing simple SELECT statements to pull data from a dummy database.
  • Month 2: Work with your manager to get access to a read-only database and try to replicate a simple report using SQL.
  • Month 3: Experiment with JOINs to combine two different tables and extract more comprehensive data.

Quick win: Even just understanding basic SQL syntax will help you better communicate with our IT or HRIS teams when you need specific data pulls. It's like learning a common language.

Advanced Data Visualisation & Dashboard Design

It's not enough to just pull the numbers; you need to present them in a way that's easy to understand and tells a clear story. As you progress, you'll be designing dashboards that help leaders make decisions.

Visual Best Practices · Interactivity & Filters · Data Storytelling through Visuals · Dashboard Performance

  • This week: Watch some YouTube tutorials on advanced Power BI or Tableau features.
  • This month: Try to recreate a complex dashboard you admire, using dummy data.
  • Month 2: Take one of our existing simple dashboards and try to add new interactive elements or filters.
  • Month 3: Present a redesigned version of a standard report to your manager, explaining your design choices.

Quick win: Start paying attention to the dashboards you see in other contexts (news, other companies). What works well? What's confusing? This builds your critical eye.

9Staying current once you are in

What people here do to keep up
  • Regularly use online learning platforms (e.g., LinkedIn Learning, Coursera, Udemy) to brush up on Excel skills, learn SQL basics, or get an introduction to Power BI/Tableau.
  • Attend internal L&D team meetings and ask questions about programme design and evaluation. This helps you connect your data work to the bigger picture.
  • Read articles or listen to podcasts about L&D analytics or people analytics. Staying curious is key.
  • Seek out opportunities to shadow senior team members to understand more complex analysis projects.

10How the AI economy is changing work like this

Before we ask anything of you, here's what we can already say about AI and work of this kind:

The new skill this role is being asked for: Basic Prompt Engineering for Data Tasks

AI tools like ChatGPT and Claude are getting incredibly good at helping with data tasks, from cleaning to summarising. Analysts who know how to 'talk' to these tools effectively will be much faster and more efficient.

We'll only ever tell you what we can actually back up. No hype, no scare tactics.

Your PlanIllustration

Built for Junior Learning & Performance Analyst

5 units that map to this job, from the qualifications that cover it.

  1. Data analysis and data structure design 3Cambridge OCR · covers 1 of 10 standardsLevel 2
  2. Data Analytics PrimerNOCN · covers 5 of 10 standardsLevel 4
  3. Data AnalyticsPearson Education Ltd · covers 4 of 10 standardsLevel 4
  4. Data AnalysisBCS, The Chartered Institute for IT · covers 2 of 10 standardsLevel 4
  5. Data analysis and designPearson Education Ltd · covers 4 of 10 standardsLevel 5
These are the real units behind this job, in the order they rank for it. Nothing here is marked done, because this plan has not been started by anyone yet. Yours would fill in as you go.

The rising capability

Zavmo analysis

What's rising in its place

This is where the work is heading, and the higher pay with it. Get fluent here and the shift stops being a threat and starts being your edge.

Basic Prompt Engineering for Data Tasks

AI tools like ChatGPT and Claude are getting incredibly good at helping with data tasks, from cleaning to summarising. Analysts who know how to 'talk' to these tools effectively will be much faster and more efficient.

  • Clear Instruction Giving
  • Context Provision
  • Output Formatting
  • Validation & Hallucination

What you’ll use

Skills this role draws on

Technical

  • Kirkpatrick & Phillips ROI Models (Foundational)
  • Performance Consulting & Needs Analysis (Awareness)
  • Measurement & Evaluation Strategy (Support)
  • Data Storytelling (Emerging)

The pathway

How you actually get there, here

How you become one varies far more by country than what one does. This is the UK route. Most people take one of these ways in; the right one depends on where you're starting from.

  1. 1

    University Graduate (Quantitative Discipline)

    0-1 year post-graduation

    Skills to master

    • Applying academic statistical knowledge to real-world, messy business data
    • learning specific L&D measurement frameworks
    • mastering our tech stack.

    You're ready to move on when

    • Successfully completed a final year project involving data analysis.
    • Can demonstrate strong Excel skills and a basic understanding of data visualisation.
    • Shows a clear interest in L&D or human performance.
  2. 2

    Data-Heavy Administrator / Coordinator

    1-3 years in a data-focused admin role

    Skills to master

    • Transitioning from data entry/organisation to basic analysis and interpretation
    • understanding L&D specific metrics and systems.

    You're ready to move on when

    • Regularly created reports or managed complex databases in a previous role.
    • Identified and fixed data inconsistencies in their previous work.
    • Eager to move into a more analytical, less administrative role.
  3. 3

    L&D Coordinator / Assistant (with data interest)

    1-2 years in L&D support

    Skills to master

    • Deepening analytical skills
    • formalising data cleaning and reporting processes
    • understanding the 'why' behind L&D metrics.

    You're ready to move on when

    • Already familiar with LMS systems and L&D programme structures.
    • Has taken initiative to pull and analyse basic L&D data in their current role.
    • Expressed a strong desire to specialise in L&D measurement.

11Where this role leads

The long view:This role is a fantastic launchpad for a career where you genuinely prove the value of human potential. If you're keen to get stuck into the numbers and grow with us, we'd love to hear from you.

Pay & demand

Pay and demand for this role will appear here, each figure traced to a named authoritative source (e.g. the ONS Annual Survey of Hours and Earnings, under the Open Government Licence). We don’t show numbers we can’t attribute.

The ten Future Fluencies

Zavmo analysis

The credential is what you can do today. These are what keep you valuable.

A qualification proves you can do the job as it's defined today. These ten are what decide whether you're still the obvious person for it in five years. They're the capabilities employers are now writing into senior roles faster than people are learning them. Zavmo weaves them through whatever you study, so you come out with both: the credential and the fluency.

The highlighted ones are the Fluencies your role leans on hardest, from how Junior Learning & Performance Analyst is actually changing. In about two minutes, the free confidence check asks where you stand on each of the ten. That's the whole check, and it's what makes the plan yours rather than generic.

Where it leads

Roles this leads to

12The team that's yours

No two people are taught the same way. This is one-to-one, not one-to-many.

Zavmo is a hyper-personalised AI learning platform. Twelve virtual tutors, each with a different way of teaching, and one orchestration agent that picks the right one for the moment. So every single lesson is shaped around you, your role, and the way you learn. Not a course everyone sits through. A conversation built for you, and no one else.

…and nine more, matched to you after your first chat. Meet all twelve

Start free and meet yours

13What it feels like

A conversation, not a course

Because your tutor knows your role, your projects and your last session, learning sounds like this. And it's different for every single person:

Data analysis and data structure design 3Level 2

Applied to your work in Junior Learning & Performance Analyst

This unit aims to provide learners with an understanding of data analysis techniques and data structure design principles. Learners will be able to analyse data to identify patterns and insights, design effective data structures, and present data analysis findings clearly using appropriate visualisations and reporting methods.

How the thinking builds
  1. Remember
  2. Understand
  3. Apply
  4. Analyse
  5. Evaluate
  6. Create
An illustration of a Zavmo lesson, built from this role’s own route. The unit, its objective and every criterion above are the awarding body’s own words, not an example.

One to one, not one to many

No two people run this the same way

A course is written once and handed to everyone. This is assembled around you, and keeps changing as it learns you. Five things it reads, and what each one changes.

  1. Your actual work Every lesson is taught against a live piece of your own work, not a worked example from a textbook.
  2. What you already know The first conversation finds your starting point, so you skip what you can already do and spend the time on what you cannot.
  3. The conditions you learn under Not a learning-styles quiz. The evidence does not support those. The dimensions the research does back, read once and used to shape the plan.
  4. How far you got last time It picks up mid-thought. The tutor knows what you said, what you struggled with, and what it asked you to try.
  5. Which tutor suits the moment Twelve of them, each for a different kind of thinking. The one who walks you through a first idea is not the one who stress-tests it.

See how you learn, free. Eight questions, no sign-up. A directional taster; the diagnostic inside Zavmo goes deeper and keeps adapting.

DemonstrateIllustration

Evidenced on your work in Junior Learning & Performance Analyst

You do not finish by watching something. You finish by showing it on the work you already do, against the measures this job is judged on.

  • Data AccuracyThe percentage of reports and datasets you prepare that are free from errors or inconsistencies.You pull a list of course completions for a sales training. If 2 out of 200 entries are incorrect (e.g., wrong date, missing user ID), that's a 1% error rate. We're aiming for less than that.<1% error rate
  • Report TimelinessHow quickly you deliver standard reports and data extracts once they're requested.If the Senior Consultant asks for the Q1 onboarding survey results on Monday morning, we expect to see it by Wednesday morning, at the latest. Missing this means other people's work gets delayed.95% delivered within 48 hours
  • Task Completion RateThe percentage of assigned data pulls, survey deployments, and documentation updates you successfully finish.You're asked to set up a Level 1 feedback survey for a new course and document the process. Completing both on time and to standard counts towards this. Not doing it means we miss crucial feedback.100% of assigned tasks
These are this job's own measures, with its own targets. Nothing is marked evidenced, because nobody has started this yet. Yours would fill in from the work you bring.

Your passport

This isn't a certificate you file away. It's a passport to the life you're designing.

Every credit you earn and every fluency you build adds up: evidence where it counts, carried with you. Zavmo keeps the map: where you are, where you're heading, and the next step, at your pace, around your life. From Junior Learning & Performance Analyst to Performance Improvement Specialist (Level 002), and whatever you decide comes after.

Level 2 · in progressAI Fluency→ Performance Improvement Specialist (Level 002)→ your design
Where this takes you

This role is a fantastic launchpad for a career where you genuinely prove the value of human potential. If you're keen to get stuck into the numbers and grow with us, we'd love to hear from you.

See Your Progress GrowIllustration
Junior Learning & Performance Analyst
  • Kirkpatrick & Phillips ROI Models (Foundational)
  • Performance Consulting & Needs Analysis (Awareness)
  • Measurement & Evaluation Strategy (Support)
  • Data Storytelling (Emerging)
This is your Mind Palace on learn.zavmo.ai. Every skill above comes from this role's own record, not an example borrowed from another job. A node lights up when you evidence it, and what you build stays yours between jobs. That is the part a course cannot do.

14The detail, folded away

Everything else the record holds

The career branches in full, how AI is already showing up in the day-to-day, and the questions people ask about this job. Here when you want them, out of the way while you decide.

Where it leads next, rung by rung

Where it leads

The career path, and where it branches

Junior Learning & Performance Analyst is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

  1. Performance Improvement Specialist (Level 002)

    2-3 years in this role

    You'll move from executing tasks under close supervision to owning the data collection and reporting for specific programmes independently.

    • Advanced Excel (Power Query/M-language): Mastering complex data transformations.
    • Basic SQL: Writing queries to extract data from multiple sources.
    • Basic Statistical Concepts: Understanding correlation and simple averages in context.
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, a big part of data work can be a bit of a grind. But what if you could offload some of the tedious, repetitive stuff to AI? We're talking about saving serious time on data cleaning, summarising, and even drafting your initial reports.

At Zavmo, we're all about working smarter, not just harder. For a Junior Learning & Performance Analyst, that means using AI not to replace your brain, but to free it up for the more interesting, analytical challenges. Imagine having a digital assistant that handles the grunt work, so you can focus on learning and growing.

Automated Data Cleaning & Formatting

Feed your messy LMS exports into AI-powered tools (like Excel's 'Flash Fill' on steroids, or dedicated data prep software). It'll spot inconsistencies, standardise formats, and even suggest corrections, turning hours of manual tidying into minutes.

Smart Documentation Drafts

Finished a new data extraction process? Jot down the key steps, and an AI can help you draft clear, concise documentation, complete with bullet points and logical flow. No more staring at a blank page trying to remember every detail.

Basic Report Summaries

Once you've pulled your numbers for a standard report, use an AI to generate a quick, plain-language summary of the key findings. It's a great starting point for your manager to review, saving you time on those initial drafts.

Learning & Skill Gap Identification

Feed anonymised open-ended survey comments into an AI. It can quickly highlight common themes, sentiment, and even suggest potential skill gaps that might need addressing, giving you a head start on qualitative analysis.

Common questions

Common questions

How do you become a Junior Learning & Performance Analyst?

Common routes in include University Graduate (Quantitative Discipline) (0-1 year post-graduation), Data-Heavy Administrator / Coordinator (1-3 years in a data-focused admin role) and L&D Coordinator / Assistant (with data interest) (1-2 years in L&D support). Times vary with prior experience.

Where can a Junior Learning & Performance Analyst progress to?

This role can lead on to Performance Improvement Specialist (Level 002) (2-3 years in this role), depending on the skills you build.

What level is a Junior Learning & Performance Analyst in the UK?

This role aligns to RQF Level 2 on the UK framework, a guide to the depth of qualification it maps to, not a hard entry bar.

What new skills matter most for a Junior Learning & Performance Analyst?

Increasingly, Basic Prompt Engineering for Data Tasks. These are the areas where the higher-paid, future-proof work is heading.

The honest bit

You’ve started things before

Most of them were built for a room full of people who aren’t you. A cohort moves on whether or not your week allowed it, and by the third week the thing you’re behind on becomes the reason you stop opening it.

There’s no cohort here, and no timetable to fall behind. Before anything starts, Zavmo asks when you’re sharpest and how long you can realistically sit down for, then builds the sessions around those answers. A bad fortnight changes your pace. It doesn’t put you behind.

And you only pay once you start learning. Searching and planning are free, and you can cancel any time — so the cost of finding out is an afternoon, not a year.

What it costs

Less than one coaching session. Every month.

A single career-coaching hour costs more than a month of this, and it ends when the hour does. Zavmo doesn't. It's £70 a month, about £2.30 a day, for a companion that knows a Junior Learning & Performance Analyst, works on the job you actually do, and keeps going at your pace rather than a timetable's.

  • Searching and planning stay free. You only pay when you start learning.
  • Your credits are yours. Regulated, and they don't vanish when a subscription ends.
  • Cancel any time and billing stops. No notice period, no minimum term.

Your path, personalised

You have the map. Walking it is the part we do together.

This route runs to 10 national skill standards. That is a real journey.

Zavmo shapes a learning experience as unique as you are. It fits how you learn, your pace and the work you already do. Every step stays benchmarked to recognised national standards. That’s the plan for becoming a Junior Learning & Performance Analyst: personal to you, and it still counts. The first steps are free.

Independent research finds well-designed intelligent tutoring performs nearly as well as one-to-one human tutoring: VanLehn (2011), Educational Psychologist.

A private tutor in the UK averages £35–40 an hour . Zavmo is £70/month.

A real plan on learn.zavmo.ai: Ofqual-regulated units, credits, and a three-month run at your own pace.
Start free No commitment. See your first steps free.

15Where to go from here

Other roles at Level 2

Same depth of qualification, different job. Useful if the work appeals but this particular role does not.

Other roles in Learning and Development

Stay in the field you know and move sideways rather than up.

If you leave this industry

The skills you'll gain here – data analysis, measurement, and proving business impact – are highly transferable. You could move into broader People Analytics roles, Business Intelligence, or even specialised analytics roles within other departments like Marketing or Finance, provided you pick up industry-specific knowledge.

Not sure this is the right direction?

Work out what you actually want from work first, then come back and see which roles fit it. Takes about ten minutes.

This role profile is © 2026Growth Engineering Technologies Ltd. Built from UK occupational standards and regulated qualification data, and written for Zavmo.

You're not behind. You're right on time. The shift is only just beginning. Your role won't look the same in two years. Be the one who leads the change, not the one it happens to. Build my plan, free Here's the first ten minutes: a 2-minute confidence check → your personalised roadmap → meet the tutors matched to you. No card, cancel any time. No card. Build your plan, see your roadmap and meet the twelve tutors matched to you. All free. When you're ready to start learning, it's £70 a month, billed monthly. Cancel any time and billing stops.