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

Creating an Evaluation Plan for Compliance Training That Reduces Risk

Compliance training is often judged by completion rates, quiz scores and attendance. Those figures are useful, but they do not show whether people can recognise a risk, make a sound decision or follow the required process when pressure is high. An effective evaluation plan connects learning activity with safer behaviour and measurable business protection.

For Australian organisations, this may involve work health and safety obligations, privacy requirements, modern slavery controls, anti-bribery rules or industry-specific regulation. The evaluation should reflect the real operating environment, including dispersed teams, regional sites, contractors and employees working across different states and territories.

Start With the Risk the Training Must Control

Begin by identifying the compliance risk in operational terms. A policy breach might expose an organisation to an injury, regulatory penalty, data incident, customer harm or reputational damage. Write a clear risk statement that explains who may be affected, how the failure could occur and which control the training is expected to strengthen.

Next, define the decisions and behaviours that matter. A warehouse employee may need to isolate faulty equipment and report a hazard. A manager may need to escalate a conflict-of-interest declaration. A customer service officer may need to verify identity before releasing personal information. These observable actions provide a stronger evaluation target than a general objective such as “understand the policy”.

The plan should also identify what training cannot fix. Poor system access, unclear procedures, unrealistic workloads and weak supervisor support can undermine compliance even when the course is well designed. Recording these conditions prevents the evaluation from attributing every result to learning.

Establish a Baseline Before Delivery

Collect baseline evidence before the programme begins. This might include audit findings, incident reports, near misses, hotline themes, quality assurance results, policy exceptions, disciplinary cases and manager observations. In a mining operation near Kalgoorlie, for example, pre-training data could show whether isolation and permit controls are being followed during shift changes.

Choose a small set of leading and lagging indicators. Leading indicators show whether the control is being applied, while lagging indicators reveal outcomes after an event. Baseline data makes it possible to compare results over time and across groups, while allowing for seasonal work, staff turnover or changes in regulation.

A custom course can make this measurement easier because scenarios, practice tasks and assessments can reflect actual systems and workflows. Research on custom instructional design also helps explain why local relevance often produces stronger evidence than generic completion data.

Collect Evidence From Several Sources

A credible evaluation uses multiple methods. Learner reactions may identify confusion or low confidence, but behavioural checks and operational data provide stronger evidence of risk reduction. Use the following sources according to the risk, cost and practicality of the programme.

Learning and confidence evidence

Knowledge checks built around realistic compliance decisions
Scenario-based assessments with defensible scoring
Confidence ratings before and after learning
Completion, attendance and time-on-task data
Learner feedback about barriers to applying the policy

Workplace and business evidence

Supervisor observations using a consistent checklist
Audit results, control exceptions and corrective actions
Incident, near-miss and complaint trends
Quality assurance results or case file reviews
Escalation speed and reporting accuracy

A useful design includes a follow-up window rather than measuring everything on the final day. Check immediate capability, then revisit behaviour after 30, 60 or 90 days. For high-risk work, a short observation during normal operations may be more revealing than a perfect end-of-course quiz.

Use Predictive Measures Before the Results Arrive

Predictive Evaluation can help estimate whether training is likely to be adopted and produce value before lagging indicators become available. It brings together evidence about relevance, manager reinforcement, learner readiness, transfer conditions and the strength of the measurement design.

Score these factors consistently across business units. A programme may have excellent content but weak adoption because supervisors do not discuss it during toolbox talks. In regional Queensland, a course designed for office staff may also fail at remote sites if connectivity, shift patterns or device access are ignored.

Set thresholds that trigger action. Low scenario performance may require better practice activities. Weak manager reinforcement may call for brief leader guides or team huddles. Falling audit exceptions after training may support a stronger forecast, but should be interpreted alongside staffing changes, system upgrades and enforcement activity.

Report Results in Terms Leaders Can Use

Executives need a concise view of exposure, control performance and business effect. Avoid presenting a large dashboard without interpretation. Explain what changed, how confidently it can be linked to training and what other factors may have influenced the result.

Evaluation level	Useful question	Example evidence	Decision supported
Participation	Did the intended people complete the learning?	Attendance and completion records	Coverage action
Capability	Can employees make the correct decision?	Scenario scores and simulations	Content or practice changes
Behaviour	Are controls being followed at work?	Observations and audit results	Manager reinforcement
Risk outcome	Is exposure reducing?	Incidents, exceptions and complaints	Continue, adapt or scale
Business value	Is the investment producing value?	Avoided losses, efficiency and risk trends	Funding and prioritisation

Translate results into business language without claiming false precision. A reduction in privacy breaches may indicate improved capability, stronger system controls or both. State the evidence strength, assumptions and limitations. A clear account of training value makes evaluation more credible when finance, risk and operational leaders review the programme.

Build Ownership Into the Evaluation

Assign responsibilities before launch. Learning teams can manage the evaluation framework, subject matter experts can validate scenarios, operational leaders can provide workplace data, and risk or compliance teams can interpret control performance. Managers should know which behaviours they are expected to reinforce and when follow-up evidence will be collected.

Stakeholder agreement matters because compliance evaluation often crosses departmental boundaries. An HR team may own records, legal may define obligations, safety may track incidents and site leaders may control daily practice. A shared measurement charter can clarify definitions, reporting frequency, data access and acceptable evidence. Guidance on stakeholder consensus is relevant when different groups have competing priorities.

Keep the plan proportionate. A high-risk confined-space control deserves observation, audit sampling and trend analysis. A low-risk annual awareness module may need a short assessment and periodic spot checks. The measure of success is whether the evidence shows stronger control of the risk, not whether the evaluation process becomes elaborate.

The essential point is simple: compliance training demonstrates risk reduction when it links a defined exposure to observable capability, workplace behaviour and credible business evidence. Completion proves participation; consistent decisions and safer controls show whether the learning made a difference.

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.