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

A Systematic Process For Certifying Employees On Critical Skills

When a task carries safety, regulatory, financial or customer consequences, informal sign-off is rarely enough. Organisations need a reliable way to define competence, assess performance and keep evidence current. A structured certification process gives managers confidence that employees can apply critical skills under realistic conditions.

The process should connect learning with operational requirements rather than treating course completion as proof of capability. An employee may attend a workshop in Melbourne, pass a quiz in Sydney or complete an online module from a regional site without being ready to perform the job safely.

Australian employers also need to consider workplace health and safety duties, enterprise agreements, licensing requirements and the practical realities of dispersed workforces. A certification framework must work for office teams, manufacturing sites, healthcare environments, construction projects and FIFO operations across Queensland and Western Australia.

The strongest systems are repeatable and measurable. They specify what “competent” means, use consistent assessment methods, record decisions centrally and show whether certification improves business outcomes.

Define Critical Skills And Risk Levels

Begin with a capability risk review. List the tasks that could lead to injury, non-compliance, service failure, equipment damage or substantial financial loss if performed incorrectly. Include technical skills, decision-making, communication and emergency responses where they affect the outcome.

Group skills by risk and required frequency. A high-risk skill may require observed demonstration every six months, while a lower-risk administrative process may need annual confirmation. This prevents every capability from receiving the same costly treatment.

In Australia, consult supervisors, health and safety representatives and frontline employees when defining standards. Their input can reveal differences between a documented procedure and actual work in a Brisbane warehouse, a Perth mine or a busy Melbourne hospital department.

Translate Job Requirements Into Observable Standards

A certification standard should describe behaviour that an assessor can see, hear or verify. “Understands incident reporting” is too vague; “records the event in the approved system, escalates within the required timeframe and identifies immediate controls” is assessable.

Use a competency profile for each critical skill. Include prerequisites, required knowledge, practical behaviours, evidence sources, assessor qualifications and expiry rules. Connect the profile to role descriptions and compliance registers so that managers can identify gaps quickly.

Scenario-based assessment is valuable when real-world decisions matter. Carefully designed realistic training scenarios can reflect local operating conditions, customer expectations and the pressure employees face during a normal shift.

Build A Defensible Assessment Pathway

A robust pathway usually includes preparation, learning, practice, assessment, remediation and certification. Employees should know the standard before training begins, receive opportunities to practise, and understand exactly why they passed or require further development.

Use several forms of evidence where appropriate: knowledge checks, simulations, work samples, observation, structured interviews and supervisor verification. A multiple-choice test can confirm recall, but it cannot prove that a technician can isolate equipment or that a team leader can manage a serious incident.

Certification element	Useful evidence	Review trigger
Knowledge	Short test, verbal check or written response	Procedure or legislation changes
Practical performance	Observation, simulation or work sample	Unsafe performance or process change
Judgement	Scenario, case analysis or role play	Incident, complaint or audit finding
Ongoing capability	Supervisor review and performance data	Lapse, transfer or extended absence

Assessors need calibration. Have them use the same rubric on sample performances, discuss borderline decisions and record reasons for exceptions. This supports fairness across locations and reduces the risk that one supervisor in Adelaide applies a much stricter standard than another in Canberra.

Govern Records, Expiry And Recertification

Certification records should show the employee, skill, assessment date, assessor, evidence, result, expiry date and any restrictions. Integrate the register with the learning management system or HR platform where possible, while preserving privacy and access controls.

Set renewal rules based on risk, exposure and change. A worker who rarely performs a critical task may need a refresher before resuming it, while a frequently used skill may be checked through routine observation. Recertification should also follow incidents, equipment changes, revised procedures or long periods away from the role.

Make ownership explicit. Employees should know their status, supervisors should receive advance alerts, and learning teams should be able to report overdue certifications by business unit, location and role. This is especially important for employers managing contractors and mobile workforces across state borders.

Measure Adoption, Impact And Business Value

Certification numbers are useful but incomplete. Track assessment pass rates, time to competence, repeat attempts, overdue credentials and assessor consistency. Then connect these measures with operational indicators such as rework, near misses, customer complaints, downtime and audit findings.

Before launching, document the expected behaviour change and business result. The intention evaluation method can help establish whether employees intend to apply the learning and whether that intention is likely to support adoption in the workplace.

Use leading and lagging indicators together. A rise in observed safe behaviours may appear before injury rates improve; faster escalation of issues may precede lower disruption costs. This evidence helps leaders decide whether to scale, redesign or retire a certification intervention.

Make The Process Practical For Managers

A certification model will fail if it creates excessive administration or removes employees from productive work without clear value. Use short learning bursts for reinforcement, mobile-friendly evidence capture and assessment appointments aligned with rosters. Give managers simple dashboards rather than asking them to reconcile spreadsheets.

A practical operating rhythm can include monthly overdue reviews, quarterly assessor calibration and an annual risk review. The following actions help establish a consistent system:

Identify the small number of skills where failure carries serious consequences.
Write observable standards linked to real job tasks and Australian compliance requirements.
Train and calibrate assessors before they make certification decisions.
Combine knowledge checks with practical evidence and documented feedback.
Set expiry, suspension and recertification rules based on risk.
Report certification status alongside safety, quality, productivity and customer measures.
Review the framework after incidents, process changes and regulatory updates.

The result is more than a record of completed training. It is an evidence-based control that shows whether people can perform critical work, whether capability is being maintained and whether learning is contributing to safer, stronger business performance. Start with one high-risk skill, define the evidence clearly and build the certification cycle into everyday operations.

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.