The scoreboard, and what is not on it. The hard targets, how often each is actually
looked at, and the quiet signals that never reach a dashboard.
Time-to-Proficiency Reduction
The average time it takes for a new hire or an existing employee to become fully competent in a new skill or role, thanks to your learning pathways.
Target · Reduce average time-to-proficiency by 15-20% for key roles. If it typically takes 6 months for a new Sales Executive to hit quota, your pathways should help them get there in 4.8-5.1 months. We'll track this through performance data and manager feedback.
LXP/Knowledge Base Active Usage Rate
The percentage of target employees actively engaging with the learning experience platform and knowledge base you've designed.
Target · Achieve 40-50% monthly active usage across the LXP and a 60-70% knowledge base search success rate. If we have 1,000 employees, we'd expect 400-500 unique logins and content interactions on the LXP each month. For the knowledge base, 650 out of 1,000 searches should result in a 'found answer' click.
Knowledge Gap Closure Rate
How quickly and effectively we're filling identified gaps in our collective knowledge base.
Target · Close 80% of identified critical knowledge gaps within 60 days of identification. After an internal audit, we found 10 critical gaps in our product documentation. You'd be expected to ensure 8 of those are addressed with new, verified content within two months.
Learning Programme Completion & Satisfaction (Level 3)
Beyond just finishing a course, we're looking at whether people are actually applying what they've learned on the job and how they feel about the overall experience.
Target · Achieve 85% completion rates for critical learning pathways and 4.0/5.0 average satisfaction scores (including perceived applicability). For the 'Leading Hybrid Teams' pathway, 90% of managers finish it, and their managers report a noticeable positive change in their team's engagement, giving the programme an average of 4.2 stars for relevance and impact.
Architectural Cohesion & Scalability
How well your designed learning pathways and knowledge structures integrate with each other and can grow with the business.
- Feedback from IT and business unit leads confirming ease of integration for new content or platforms. Your designs are clearly documented and understood by your team. New initiatives can plug into existing structures without major reworks. You're proactively identifying future scaling needs.
Stakeholder Trust & Influence
The degree to which business leaders and managers seek your input on strategic learning and knowledge challenges, trusting your expertise.
- You're regularly invited to strategic planning meetings for new product launches or major organisational changes. Leaders come to you with problems, not just requests for 'training'. Your recommendations are consistently adopted and championed by senior figures.
Team Mentorship & Development
How effectively you're growing the capabilities of your project team members and direct reports.
- Your team members are taking on more complex tasks and showing clear professional growth. They feel supported and challenged. You're providing regular, constructive feedback and helping them navigate career paths. We see a clear pipeline of talent developing under your leadership.
Strategic Alignment of Solutions
Ensuring that the learning and knowledge solutions you design directly address key business priorities and performance gaps.
- Your project proposals clearly link to company objectives (e.g., 'this pathway will support our Q4 sales growth target by X%'). Post-implementation reviews confirm that the solutions actually moved the needle on the intended business problem, not just created 'nice-to-have' content.
