I also setup a custom cell that allows me to select (as the admin) which courses a person has taken, and that information is available in the 'people' tab so others can see who are power-users and who are beginners at a glance. ( custom form for education image.png ).

Working with WF, they supply me a weekly report from their system of individuals from my company that take training (date taken, course taken, etc) which i use to keep my records straight, and keep the team honest! ;)

I've submitted to WF the idea of having 'badges' or something of the sort to acknowledge achievments (like video games or gaming apps do) to encourage people to take more courses as they unlock things in their profile that others can see at a glance in the system.

M

Mdra1

Level 3

No. It is a good idea for my company. I will discuss with my all project manager on next week meeting. I hope we can use for training purpose. Thanks

S

SteveVaAuthor

Level 2

Thanks everyone for your ideas and feedback. Very helpful in our brainstorming process. Here is what we have done at KLAS thus far with everyone's help.... 1) Built an onboarding project template with key milestones/checkpoints. Each person's training is essentially a project with various tasks. I had originally tried to do this with one training project and each person is a task, but that didn't work so well. The project route is a better way to go. 2) To the template we added in a custom form where the key training sessions are each identified with a custom drop-down field with the options of low, medium, and high. Those are the levels of proficiency demonstrated by the employee in each of those areas. Low means they have had little to no training, Medium indicates they have had formal training and are working toward a proficiency measure that indicates that they "got it." At which point, we change the drop down to high. 3) When it comes to reporting, I built a project report with each of those custom fields lined up in order across the header and then do custom formatting of each to show a red flag for Low, yellow flag for medium and a green flag for high proficiency. It is very easy to look across all of those in training and see which courses need to be given (lots of red), and where we are good. 4) When the key milestone tasks are complete, and we "close" training for that person, then that project falls off the report. Not that training employees is ever done done, but we know they have demonstrated proficiency in each area and should be good to go with ongoing support from their manager. 5) I have also scheduled the report to go out to managers each month so they know where their people stand in their training. We organize the report by manager (sponsor) so it is easier for each of them to see their team faster. One of the things we added as a custom form is their hire group. We have a report variation that is sorted by hire group so it is easy to see which employees are off to the races and doing well and which of their peers are lagging behind and may need additional support based on having similar timelines. Anyway, I hope that is helpful to some of you that are also considering this route. I am sure someone out there can improve upon what we have done, but I really appreciate the insights and encouragement to put this together. Good luck everyone.

A

Anonymous

Hello Doug,

The jumpseat link is not working.

Doug_Den_Hoed_AtAppStore

Community Advisor

Thanks Chandra; the JumpSeat site was recently reorganized, and the new location of the JumpSeat Workfront Offer is at http://www.jumpseat.io/site/workfront Regards, Doug

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