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

How to Create a Custom Assessment That Predicts Job Readiness

A completion certificate can show that someone attended training, but it cannot prove they can perform safely, accurately and independently. A custom assessment that predicts job readiness must examine the decisions, behaviours and outputs employees will produce in the workplace.

The strongest assessments begin with business requirements rather than available quiz software. They define what capable performance looks like, collect observable evidence and connect results with the conditions that support successful transfer to the job.

This approach is valuable across the Australian market, where organisations may be assessing office-based teams in Sydney, frontline staff in regional Queensland or hybrid employees split between Melbourne and home offices. It also suits regulated sectors where compliance knowledge must be accompanied by practical competence.

Assessment element	What it measures	Useful evidence
Knowledge check	Understanding of concepts and rules	Scenario questions, explanations
Skills demonstration	Ability to complete key tasks	Simulation, role-play, work sample
Judgement test	Quality of decisions under pressure	Branching scenarios, prioritisation
Confidence and support	Readiness conditions	Self-rating, manager observations
Follow-up measures	Transfer after training	Quality, speed, retention, business metrics

Define Readiness Before Writing Questions

Job readiness is role-specific. A new contact centre adviser may need to authenticate a customer, document the interaction and escalate risk correctly. A supervisor in Perth may need to allocate work, coach a team member and respond to a safety concern. These requirements should become a small set of observable performance outcomes.

Interview high performers, team leaders and operational stakeholders before drafting the assessment. Review standard operating procedures, quality records and common errors. Separate essential actions from useful background knowledge, then set a clear threshold for independent performance.

A practical readiness statement might say: “The employee can resolve a standard customer issue using the approved process, record the outcome accurately and escalate exceptions within the required timeframe.” This is far more useful than “understands customer service”.

Map Evidence To Real Work

Each outcome needs an assessment method that resembles the job. Multiple-choice questions are efficient for terminology and policy, while simulations, case studies and work samples reveal whether a learner can apply knowledge. For complex roles, combine these methods rather than relying on a single score.

Use a simple evidence map to prevent gaps and over-testing. The following checks help designers keep the assessment focused:

Evidence Checks For A Strong Assessment

Does every critical task have at least one observable measure?
Does the scenario reflect real tools, constraints and customer expectations?
Can an assessor distinguish a safe decision from a merely plausible one?
Is the scoring guidance specific enough for different assessors to agree?

For distributed teams, delivery format matters. A timed online simulation may work for a technology role, while a recorded demonstration or manager-observed task may better suit field technicians. Guidance on hybrid delivery methods can help align assessment conditions with how employees actually work.

Design Scenarios That Reveal Judgement

Predictive assessments should include realistic friction: incomplete information, competing priorities, a difficult customer or a procedure that conflicts with an urgent request. These details reveal whether an employee can recognise risk, choose an appropriate response and explain the reasoning behind it.

Build scoring rubrics around critical behaviours. For example, a claims officer might receive separate scores for verifying information, applying policy, communicating clearly and escalating appropriately. Weight high-consequence behaviours more heavily than minor formatting errors, and define what “ready”, “ready with support” and “not yet ready” mean.

Use pilot results to check whether scores relate to later workplace performance. Compare assessment outcomes with supervisor ratings, quality audits, time to proficiency or rework. This is the foundation of Predictive Evaluation: forecasting whether learning will be adopted and produce meaningful business impact, rather than treating a post-course test as proof of success.

Protect Validity, Fairness And Usability

An assessment can be technically sophisticated and still make poor predictions if it measures reading speed, familiarity with corporate language or confidence with video technology instead of job capability. Review every item for unnecessary barriers, cultural assumptions and accessibility concerns. This matters in a diverse workforce spanning metropolitan and remote Australian locations.

Run a small trial with employees who represent the target population. Ask assessors where instructions were unclear and examine which questions produced unexpected results. Keep an audit trail for revisions, especially in environments affected by workplace health and safety obligations, privacy requirements or industrial agreements.

Quality Controls Before Launch

Use plain English and explain unfamiliar terms.
Provide reasonable adjustments without weakening essential standards.
Train assessors to apply the rubric consistently.
Check completion time on typical devices and internet connections.
Remove items that do not influence a real workplace decision.

The assessment should also generate useful feedback. Someone who misses a safety escalation step needs a targeted practice activity and a manager conversation, not simply a low score. Short reinforcement activities can support this process; learning bursts are useful when employees need focused practice between shifts or during busy operating periods.

Use Results To Improve Capability And ROI

A readiness score becomes valuable when it triggers a defined action. A high result may support independent work, a middle result may require coached practice and a low result may indicate that the learner needs additional instruction or that the training itself is not adequate.

Set follow-up points at 30, 60 and 90 days, adjusting them to the role. Compare assessment predictions with retention, customer outcomes, safety incidents, productivity and manager observations. For onboarding, this longer view can reveal whether early competence is sustained; research on onboarding and retention offers useful context for making that connection.

Start with one high-value role, interview three experienced performers, select two critical tasks and draft a scored scenario that can be piloted with a small group this month.

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.