When you’re thinking about how to measure the effectiveness of your compliance training program, you may already have some of the more obvious metrics in place, such as completion rates for compliance training courses or policy certifications. But how do you measure communication and awareness? As Scott Mitchell, OCEG Chairman, points out, there’s a lot more to employee education than just training courses.
In this video, OCEG Chairman Scott Mitchell and Jimmy Lin, Vice President of Product Management and Corporate Development at The Network, discuss additional items you may consider measuring when evaluating your ethics and compliance training program.
Scott Mitchell: So how about measurement? We talked about design. We talked about delivering. How about measuring education and communication? In some ways we keep using that as a dual phrase, and I think that’s appropriate, because in this day and age and using the marketing analogy, even sending an e-mail as a communication is part of educating. It’s developing awareness about something. So, how do we measure that? What’s the best way to measure education and communication?
Jimmy Lin: Well, I think there’s the traditional thinking around metrics of ‘hey, I can look at completion rates on courses, I can look at certification and how well people did on the quizzes’ and things like that as a good baseline for understanding where you are. I think there is some strategic thinking that needs to go along with that to think about not only what your averages look like and how you might benchmark against peers in your industry or others that are out there in the market, but really think about where your exceptions are. I love the fact that someone once when we were talking about this they talked about the fact that if you look at the averages you really lose the data within the averages. If I told you that on average I walk on the yellow line in the center of the highway then you’re like oh well, then you won’t get hit by a car. Well, that’s the average, right? So, how much of the time am I straying how far off of that line to the left and how much of the time to the right, those are the exceptions, those are the extremes that can get you in trouble.
So, when we think about those types of metrics we have to really start understanding that we have to measure beyond thinking about ‘on average, this is how quickly my employees complete their ethics and compliance training.’ Who is lagging behind? Is there a certain group of people? Is there a certain office? Is there a certain geographic operation that is always behind and why is that? Is it that tone from the top of the management within those areas is not driving that? Is it that they’ve got some bad behavior and so they don’t want to complete it?
So, understanding what those exceptions look like I think is critical when we think about how we measure compliance training and how we then target, from going back to risk-based, how we target our efforts to remediate that.
Next Step: The ROI of Employee Engagement in Compliance Training
Once you’ve considered which additional metrics you’re going to incorporate to measure the effectiveness of your training, you’ll likely have to prove ROI on your training investment as well. David Houlihan, Principal Analyst of Blue Hill Research, was kind enough to share his advice with us.
As David points out, it can be difficult to figure out which metrics will most accurately and comprehensively measure your return on investment. In “The Business Impact of Employee Engagement in Ethics and Compliance Training,” David provides an overview of the role of employee engagement in the execution of training and effective measurement methods and how to assign a value to it. He also shares a variety of case studies.
He also sat down to speak with us for a webcast, “Estimating the Business Value of Employee Engagement in Ethics and Compliance Training.” Watch the webinar to learn more about the underlying business needs and dynamics related to the role of employee engagement in the execution and value of training.
Share Your Thoughts with Us
We’d love to hear from you! Are there additional metrics that you measure that have had a significant impact in how you view your training program? Which metrics do you report on that your board and CEO find most compelling? How do you measure and value employee engagement in your training program? You can share your thoughts with us by commenting on the blog, messaging us on JDSupra or messaging me directly on LinkedIn. We look forward to hearing from you!
For More Information About Building and Tailoring Compliance Training Programs, Check Out These Resources:
- Blog Post: Doubling The Impact of Your Ethics and Compliance Program
- On-Demand Webcast: Empowering Middle Management to Elevate Your Ethics & Compliance Program
- On-Demand Webcast: Justifying a Compliance Training Program Budget Increase In a Time of Scarcity
WEBCAST| The ROI of Compliance Training
Join us and David Houlihan, Principal Analyst of Blue Hill Research, for The ROI of Compliance Training as he discusses the underlying business needs and dynamics related to the role of employee engagement in the execution and value of training. Sign up today to save your seat!