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

Forecasting audit readiness through predictive evaluation

Compliance training is often judged by completion rates, quiz scores, and certificates. Those measures confirm that an activity occurred, but they do not show whether employees can apply policy requirements when a control matters. Audit readiness depends on consistent behavior, reliable evidence, and timely remediation.

Predictive Evaluation for Compliance Training: Forecasting Audit Readiness gives organizations a way to look beyond historical reporting. By combining learning data with operational indicators, organizations can estimate whether training will produce the level of adoption and performance required for an upcoming audit.

This approach helps learning, compliance, risk, and business leaders act before findings appear. It can identify vulnerable populations, weak knowledge transfer, and process conditions that may prevent employees from following required procedures.

Why completion data falls short

A 98% completion rate can create false confidence. Employees may finish a course without remembering key requirements, recognizing a risk signal, or knowing how to document an action. A favorable post-course survey has the same limitation: it reflects perception rather than sustained performance.

Auditors usually look for evidence that controls operate as intended. That evidence may include accurate records, proper approvals, timely escalation, secure handling of information, and consistent execution across locations. Compliance learning must therefore be evaluated in relation to workplace behavior and control effectiveness.

Learning analytics can connect participation data with indicators such as policy exceptions, help-desk questions, quality reviews, investigation trends, and corrective actions. This broader view aligns with the principles described in learning analytics investment, where learning is treated as a business performance investment rather than an isolated administrative function.

What predictive evaluation adds

Predictive Evaluation establishes a chain between training inputs, learner adoption, job performance, and business outcomes. The method can use baseline data, learner segmentation, assessment results, manager observations, workflow evidence, and historical patterns to forecast likely results.

For compliance programs, the forecast might estimate the percentage of employees likely to meet a defined proficiency standard by audit date. It can also indicate which business units are at risk, whether reinforcement is needed, and how much improvement is likely from a specific intervention.

A useful forecast is grounded in measurable assumptions. For example, an organization might define readiness as 90% accurate completion of a required process, fewer than two documentation errors per quarter, and verified manager observation for high-risk roles.

Evaluation approach	Primary question	Typical evidence	Use for audit readiness
Completion reporting	Did employees finish?	Attendance, certificates, logins	Confirms reach
Knowledge testing	Did employees recall information?	Quiz scores, assessment results	Indicates basic understanding
Behavior monitoring	Are employees applying the requirements?	Quality checks, workflow records, observations	Shows practical adoption
Predictive Evaluation	Are results likely to meet the audit standard?	Linked learning, behavior, risk, and business data	Supports early intervention

Building an audit-readiness forecast

The process begins with a clear compliance outcome. “Employees understand data privacy” is too broad to forecast. A stronger outcome might be “customer-support employees classify and record sensitive information correctly in at least 95% of reviewed cases.”

Next, the organization identifies leading indicators. These may include scenario-based assessment performance, repeat errors, time to complete a control, supervisor verification, policy search activity, and participation in learning bursts. Lagging indicators, such as audit findings or formal incidents, remain valuable, but they arrive too late to guide preventive action.

Forecasts should be segmented by role, location, tenure, manager, system access, and risk exposure. A company-wide average can conceal a serious gap in one plant, region, shift, or contractor population. Segmentation turns a general compliance report into a targeted risk-management tool.

Using forecasts to direct intervention

A forecast becomes useful when it changes decisions. If a group is unlikely to meet the audit threshold, the response may include scenario practice, job aids, manager coaching, targeted reassessment, or a redesigned workflow. The intervention should address the predicted cause rather than simply assign another course.

Learning bursts can reinforce high-risk behaviors close to the point of work. Managers can receive observation checklists and escalation guidance, while compliance teams can monitor whether corrective actions improve control performance. This creates a feedback loop between learning delivery and operational assurance.

The same logic applies outside compliance. For example, sales training effectiveness can be forecast by connecting learner behavior with pipeline activity and sales outcomes. Compliance leaders can apply an equivalent model by connecting training with control execution and risk indicators.

Defining the right readiness signals

Readiness should be expressed through observable standards, not vague confidence scores. A practical measurement framework may include:

Required knowledge demonstrated through realistic scenarios
Critical procedures performed accurately in the workflow
Exceptions and repeat errors declining over time
Managers verifying behavior through structured observation
Evidence retained in a form that supports audit review

Data quality matters as much as model design. If assessment results are incomplete, job performance is poorly defined, or business systems cannot be connected, the forecast will be weak. Governance should establish data ownership, privacy controls, review frequency, and rules for interpreting uncertainty.

It is also important to distinguish correlation from causation. A reduction in errors may reflect process automation, staffing changes, or policy simplification rather than training alone. Predictive Evaluation supports better decisions when learning data is analyzed alongside these operational factors.

Making the forecast part of governance

Audit readiness should be reviewed on a schedule that matches the risk. High-risk controls may require monthly forecasting, while lower-risk topics may be reviewed quarterly. A dashboard can show predicted readiness, confidence level, population coverage, open interventions, and movement toward the target.

Leadership discussions should focus on exposure and action. Instead of asking how many people completed training, leaders can ask which controls are least likely to perform, what evidence supports that forecast, and who owns the remediation plan.

Organizations seeking a connected approach to enterprise learning strategy, instructional design, leadership development, and evaluation can explore Dave Basarab Consulting for support in linking learning programs with measurable business results.

Move from reporting to prevention

Compliance teams do not have to wait for an audit to discover whether training worked. By defining behavioral standards, connecting learning data to operational evidence, and forecasting performance against audit requirements, they can direct resources toward the risks most likely to matter.

Begin with one high-impact compliance process, establish its readiness threshold, and gather the leading indicators that reveal progress. Then use the forecast to prioritize reinforcement, strengthen manager involvement, and create evidence that demonstrates capability before the auditor arrives.

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.