Measure #7: 90-day Post-Training POC Score
This ‘behavior’ measure is more effective than the previous one simply because it demonstrates longer skill retention and effective application. Typically, both checklist assessments are used.
Comparison made between the two assessments help show which skills people tend to retain better than others over time.
At this point in training work system design and measurement maturity, it is likely that a certificate process exists to help integrate different skill sets, needs, and training results. Both end-of-course and 90-day assessments of a skill demonstration nature are common with such certifications.
Measure #8: Reduction in Process Errors and Waste
The final three types of training effectiveness measures reflect correlation between the training and work process performance. In a proactive process improvement system, each process owner captures key errors and failures daily at the process level.
In turn, they can connect daily process results with the staff who support that process.
Begin with a simple ratio that looks at average POC scores (post-course and 90-day) versus daily process error and failure rates. For the best results, track errors at the process non-conformance level.
Process-specific scrap and rework reduction rates also work. Avoid the use of lagging, aggregate measures (such as the site safety recordable rate).
For equipment failures, look for downtime duration and frequency relationships, in addition to the non-conformance that results in process downtime. Avoid the use of downtime percentages in favor of downtime minutes and frequencies.