Learning and Development

Are there clear, fair processes for staff development, rewards and promotions?

Training and Skill Development

• Number of job related non-formal education and trainings provided in the past twelve months

• ​​Volume of job-related non-formal education and training per participant in the last twelve months (in days)

• Rate of successful completion of education and training, including industry recognized certifications

• Percentage of employed persons whose job-related non-formal education and training has helped improve the way they work

• Percentage utilization of learning and development tools

• Percentage allocated to learning and development, allocation vs. amount spent

• Percentage of employed persons whose job-related non-formal education and training has directly contributed to their advancement (title or role change)

• Increase in wages or benefits resulting from completion of training or education

Recognition and Advancement

• Percentage of workers that persist beyond one year in the company, by role and demographics

• Percentage of workers that advance from low wage to higher wage earning jobs, by role and demographics

• Distribution of awards by role and demographics over last year

Are career paths in place for all roles? If so, are they clear and fair?

Do employed individuals believe they can have a career at the company?

Career Path Support

• Percentage of management comprised of population subgroups (e.g., women)

• Promotion rates by demographic and level

• Percentage of frontline managers promoted from within

• Average time to promotion by level and education

• Percentage of employed persons who have received mentorship

Overall

• Learning and development-related employee satisfaction trends by role or function and demographics

What impact will the intervention have on the individual? Are there any unintended consequences or disparate impacts?

What inequities are present, both current and over time (trends)?

Overall

• Demographic gaps in learning and development

• Increase / number of individuals with learning and development advancement as a result of intervention (intervention may be an effort on the part of workforce entity or employer change)

• Increase / Percentage of funds allocated to roles / programs / organizations with learning and development focus as a result of intervention (intervention may be an effort on the part of workforce entity or employer change)

• Increase / Percentage or number of individuals educated about the importance of learning and development (intervention may be an effort on the part of workforce entity or employer change)

• Variance in success outcomes (time to placement, wages, etc) for individuals participating in or prioritizing learning and development vs those who do not (at various points in time)