This master thesis discusses the development of a new design for employee development processes. The thesis argues, that a development of the present 2nd generation employee development process known as MUS, to a 3rd generation of process named MUP, is necessary to support and realize the political intentions regarding the daycare area and development of employees in the daycare sector as stated in the Daycare reform from 2017, and KL's (Danish Municipalities) agreement on competence development of employees in the municipalities from 2015.