Your Chief Virtual Learning Architect

Learning to Performance

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Custom Design & Delivery

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Predictive Evaluation

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Enterprise Learning Strategy

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Dave Basarab Consulting has elevated the training experience, offering an end-to-end comprehensive approach that includes training strategy, instructional design, development, delivery , post program training transfer, and evaluation (via the unique Predictive Evaluation methodology). Virtual Chief Architect Dave Basarab has combined all of these individual training elements with his user-friendly, comprehensive Learning to Performance approach, which significantly increases companies' training ROI.

Why we are different

Innovation: Our primary focus is creating learning programs using a Learning to Performance approach.
Expertise: Dave offers the depth and breadth of his experience, including working internally at prestigious companies (Motorola, Ingersoll Rand and Pitney Bowes) as well as his knowledge and expertise as a highly-respected, sought-after consultant.
Partnership: Basarab collaborates with companies, serving as their own Chief Learning Officer whenever they need to plan, strategize, or implement training initiatives.

Training Services

Enterprise Learning Strategy

Enterprise Learning Strategy

At Dave Basarab Consulting, we're experts in creating Enterprise Learning Plans. We work with you to develop your company's learning strategy and direction.

Custom Design, Development, & Delivery

Custom Design, Development, & Delivery

Custom training is an effective way of developing the capability required to execute your strategy. We are a custom design house that creates programs specific to your business.

Learning Burst Development

Learning Burst Development

We can create and deliver your courses via our unique Learning Burst Method - keeping your employees at their jobs while receiving world-class training.

Predictive Evaluation

Predictive Evaluation

We predict the ROI for your courses and establish success gates. We then evaluate the course against the success gates to show value realized and continually improve results.

Leadership Development

Leadership Development

Turn-key virtual custom leadership development program that combines world-class leadership speakers/educators with post-event personalized coaching to provide you with a cadre of highly skilled leaders.

Predictive Evaluation

Designing a certification path for internal technical trainers

In a Perth control room, a seasoned operator walks junior engineers through a fault-diagnosis routine. Across Australian organisations, subject-matter experts carry the weight of capability building — and increasingly, those experts are asked to prove they can teach, not just do.

Few hold any recognised credential for the teaching half of the role. The technical depth is usually strong; the pedagogical foundation is informal. Closing that gap is what a well-designed certification pathway delivers, and it is becoming a measurable expectation from procurement teams, regulators and enterprise clients.

A strong pathway also helps L&D leaders retain the experts who would otherwise drift back into pure delivery roles, because it signals that the organisation values the craft of training.

Why internal trainers need a recognised credential

Credibility is the first dividend. When a trainer can point to a credential assessed against an external standard, the room settles differently. In safety-critical settings — rail in Melbourne, oil and gas in Gladstone, autonomous systems in the Pilbara — that credibility has direct operational consequence.

A second dividend is mobility. Trainers who certify against a nationally recognised framework can move between projects and employers without renegotiating their worth. For organisations spread across Sydney, Adelaide and regional Western Australia, that consistency is a workforce planning tool as much as a development tool.

A third dividend is retention. High-performing experts leave when their teaching contribution feels invisible. A formal credential, paired with a progression ladder, gives them a reason to stay. The pattern shown in Dave Basarab's own pathway into training demonstrates how the role can become a leadership asset rather than a side door out of the business.

Mapping skills to Australian standards and frameworks

Before any assessment is drafted, the competency map should align with how Australian industry defines capability. The Australian Qualifications Framework and VET training packages provide a common vocabulary that auditors, RTO partners and clients immediately recognise. Even where the credential is purely internal, mapping against these standards makes it portable and defensible.

Sector packages add depth. The ICT and MEM training packages both contain units on facilitation, workplace coaching and assessment. L&D leaders certifying trainers on autonomous-haulage courses in the Pilbara often reference MEM because it speaks the same language as the equipment vendors and safety regulators they work alongside.

Mapping also forces honest conversations about what "advanced" actually means. Is it the trainer who delivers the slides, or the one who adapts mid-session when the cohort already understands half the material? Standards push the definition toward the latter, where the business value usually lives.

Designing the assessment structure

Assessment for technical trainers should match the standards applied to the people they train. A multi-modal approach works best in Australian workplaces, where time away from the desk is costly. A practical structure combines a portfolio, two or three observed deliveries, a narrow written component, and structured mentor feedback.

Observed delivery is where most pathways prove their worth or fall over. Spreading observations across different cohorts gives assessors enough texture to judge facilitation skill, not just accuracy. Recording sessions is standard practice in distributed teams across Brisbane and Perth, and pairs well with rubrics that weigh question handling, pacing and adaptation to audience knowledge.

The written component should stay narrow and contextualised. A two-hour scenario test mirroring the trainer's real subject area — for example, a network-engineering pathway drawing on Cisco, AWS or Azure content — tells assessors far more than a generic pedagogy exam.

Comparing common certification models

Model	Time to Complete	Cost Profile	Assessment Rigor	Renewal Cycle
Internal micro-credential	4–8 weeks	Low	Peer review and observation	12 months
Vocational unit statement	6–12 months	Moderate	External RTO moderation	24 months
Vendor certification	2–6 weeks	High	Proctored exam	12–36 months
Professional membership pathway	9–18 months	Moderate to high	Portfolio plus interview	12 months
Hybrid internal and vendor stack	6–9 months	Moderate	Mixed internal and external	18 months

The hybrid stack is the most common choice in Australian mid-to-large enterprises. It uses internal artefacts — observation logs, training artefacts, learner feedback — to satisfy the rigour an external body would otherwise demand, while anchoring recognition in a vendor or industry credential procurement teams already trust.

Embedding predictive evaluation and ongoing coaching

A credential issued on day one is only the starting point. The pathway needs a mechanism to predict whether each certified trainer will apply what they have learned on the job, and to course-correct when adoption signals drift. Predictive Evaluation was built to address exactly this.

Pairing certification with structured learning bursts in the following months helps new credential holders translate theory into muscle memory. Short recurring coaching sessions — face-to-face in a Sydney office or via video for a remote site near Karratha — keep behaviours sharp. The same logic that underpins leadership for cultural change applies directly here: capability is built in the work, not in the workshop.

Field-proven recommendations

Anchor the credential to a recognised Australian framework such as the AQF or a relevant VET training package, then build internal rigour around it.
Reserve at least three live observed delivery sessions per candidate, weighted more heavily than any written test.
Map assessment scenarios to the candidate's real subject matter — generic pedagogy tasks rarely predict on-the-job success.
Plan renewal cycles in line with the speed of change in the technical domain, not learning theory.
Build in a predictive adoption metric from day one so under-used credentials surface early.
Tie certification progression to a coaching plan with named checkpoints, not a single assessment event.

The trainer in the Perth control room and the developer in Brisbane are not interchangeable, and their pathways should not be either. Build the credential around the work, align it with Australian standards your auditors already understand, and treat the first certification as the beginning of an evidence-based practice. The pattern used for measuring coaching impact translates cleanly across to trainer certification. The next concrete move is to map one current internal trainer against the AQF level matching their delivery responsibilities and, in a single working session, decide what evidence the next credential cohort will need to produce.

Learning to Performance

Learning to Performance, a complete training approach, gives companies world-class training to drive significant return. This approach includes upfront work (Impact Mapping, design), training (for staff and company executives), and post-training efforts to ensure training transfer. This unique recipe - the key for successful training and adoption - is changing the way companies implement training. This methodology could work with any content for organizations in any industry.