Your Chief Virtual Learning Architect

Learning to Performance

Read More
Custom Design & Delivery

Read More
Predictive Evaluation

Read More
Enterprise Learning Strategy

Read More

› ‹

1
2
3
4

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

Building A Certification That Proves People Can Do the Job

A certificate can show that someone attended training, completed an assessment or passed a knowledge test. It becomes far more valuable when it also demonstrates that the person can perform safely, consistently and independently in the workplace. A custom certification should therefore be designed around observable job performance rather than course completion.

For Australian organisations, that distinction matters across industries ranging from healthcare and financial services to construction, mining and local government. A credible internal credential can support capability development, clarify role expectations and give leaders stronger evidence that learning is contributing to operational results.

Start With The Work, Not The Course

The design process should begin with a performance profile. Identify the tasks a capable employee must complete, the decisions they must make, the standards they must meet and the consequences of poor execution. Interviews with managers, high performers and customers can reveal the difference between a written procedure and the way work actually happens.

Australian conditions often make this analysis especially important. A mining operator may need to demonstrate competence during a FIFO roster, while a regional council employee may work with limited supervision across several sites. A certificate built for a Sydney head office may not reflect the constraints faced by teams in Darwin, Hobart or remote Western Australia.

Define Evidence-Based Standards

Each capability should be translated into clear evidence requirements. Instead of stating that a participant will “understand customer service”, specify that they can resolve a complaint using the approved escalation process, document the interaction accurately and protect privacy. These standards become the foundation for assessment, coaching and quality assurance.

Use a blend of critical criteria and performance indicators. Critical criteria are the conditions that must always be met, such as following a WHS control or complying with a regulatory requirement. Performance indicators capture quality, efficiency, judgement and communication. This approach creates a defensible benchmark without reducing complex work to a simple quiz.

Assess Performance In Realistic Conditions

A reliable certification pathway should include practical demonstrations, work samples, simulations or observed tasks. A learner might lead a toolbox talk, configure a system, conduct a difficult conversation or analyse a genuine business case. Assessors should use structured rubrics so two managers can reach reasonably consistent decisions.

Knowledge checks still have a role, particularly where legislation, policy or technical concepts are involved. They should support the performance evidence rather than replace it. An employee who can recite a process but cannot apply it under pressure has not yet demonstrated job readiness.

Assessment can be staged to fit operational realities. Short practice activities, manager observation and targeted feedback can be spread across several weeks. This reflects the logic behind learning bursts, which suit busy staff better than relying on one intensive workshop.

Build A Fair And Credible Process

Credibility depends on more than a polished certificate. Participants need transparent criteria, accessible instructions, trained assessors and a fair process for resubmission or review. Provide examples of acceptable evidence and explain what “competent” looks like before assessment begins.

The credential should also be honest about its status. An employer-issued certification is not automatically a nationally recognised qualification or an RTO-issued statement of attainment. Clear naming protects trust and avoids confusion for employees, recruiters and business partners. Where a program intersects with regulated work, obtain appropriate compliance and legal advice.

Language matters in the Australian workplace. Assessment instructions should be direct and practical, with enough flexibility for different accents, cultural backgrounds, literacy levels and accessibility needs. A plain-English explanation of the standard will usually land better than corporate jargon or a lengthy “tick and flick” workbook.

Measure Adoption And Business Impact

Certification should answer two questions: can people perform the work, and is the organisation seeing a worthwhile result? Track indicators such as time to proficiency, rework, safety incidents, customer complaints, sales conversion, productivity or manager confidence. Establish a baseline before rollout so later changes have context.

Predictive Evaluation can help connect learning activity with expected adoption, impact and return on investment. The book praise offers perspectives on using evaluation to make those connections more visible to decision-makers. This is particularly useful when leaders need to choose between expanding, revising or retiring a certification pathway.

Review results by team, location and tenure. A program may appear successful overall while regional employees, new starters or shift workers struggle to apply the standard. Those patterns should trigger targeted coaching or redesign, not automatic assumptions that the learners are at fault.

Turn The Credential Into A Working System

A certification becomes durable when it is linked to onboarding, career progression, refresher training and workforce planning. Set a review date for the standard, especially when systems, legislation or customer expectations change. Digital records can show current status, expiry dates, assessor decisions and development needs.

Certification element	Weak approach	Performance-based approach
Standard	Course attendance	Observable workplace outcomes
Assessment	Recall quiz alone	Practical evidence and knowledge checks
Feedback	End-of-course survey	Assessor, manager and operational data
Renewal	Automatic or undefined	Triggered by risk, change or time
Business value	Number of certificates	Adoption, capability and measurable results

Practical Design Priorities

Map the credential to real tasks, decisions and risk controls.
Involve experienced employees, supervisors and subject-matter experts.
Use practical evidence supported by consistent assessment rubrics.
Provide fair access, clear instructions and transparent reassessment rules.
Distinguish an internal credential from a nationally recognised qualification.
Track both learner competence and business outcomes after certification.

A well-designed custom certification gives employees a clear target and managers a reliable view of capability. The practical takeaway is simple: define the job standard first, collect credible evidence of performance, and use business data to keep the credential relevant.

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.