The focus on outcomes of employee development pales in comparison to the significant financial investments organizations make in offering employee development opportunities. Most attention, as it appears, has been focused on the outcomes and benefits of conducting training -- both for employees who participate in training and the effects on organizations and communities. Curiously, many well-known developmental models used to design these training opportunities have barely been updated in decades and are limited to specific types of learning and development. Building on the work of these foundational models, we propose a new "six-domain" model for structuring employee development initiatives in organizations, which positions learning within domains situated in an intentional developmental manner. We conclude with a discussion of the implications of the model and provide suggestions for future research.