Certification Types: Four Case Studies

Overview

In this document we will go over example case studies to illustrate the certification solutions available in
the LogicBay Performance Center. The case studies will examine four companies who have training certifications that are assigned to their employees. Each company has their own requirements and process for releasing their training.

This document is divided into the following sections:

• Perpetual Certification
• Dynamic Certification
• Lapsing Certification
• Annual certification

Perpetual Certification

Company A has a Sales Certification that their channel partners are encouraged to take.

Key Factors

• Company A creates new courses each year and reuses some courses from previous year.
• Channel Sales Associates who complete the certification by the end of the year are entered into
  a lottery with many prizes.
• Some years Company A gives the students some extra time in January to complete the training.
  A decision regarding extra time is made in late December.
• The next year’s certification requirements may not be fully defined before the beginning of the
  year.

The best certification solution for this company is the Perpetual Certification. This certification begins
when it is made available to users, doesn’t expire, and can be closed out at any time by the Admins.
This allows for flexible start and end points for the certification. By naming their certifications with the
year, users, managers, and admins are able to quickly determine the years a Sales Associate has
completed the Sales Certification. Reporting on all users who have completed a particular year’s
certification is easy and fast.

User Views
Because this type of Certification does not expire, there is no change to what the user sees once they
are certified.

Dynamic Certification

Dealership Service Technicians must have a current Warranty Certification from Company B before they
are allowed to perform Warranty work. 

Key Factors

• Courses are added and removed as policies are updated.

• Service Technicians who have completed the certification need to be notified when new requirements have been added
• Service Technicians need to complete these new requirements within a specific time frame to retain their certification.
• The Technician's managers want to be notified when people on their team are close to having their certification expire or who have already expired.

The best certification solution for this company is the Dynamic Certification. A Dynamic certification
allows administrators to add requirements and then set a deadline for completion of the new
requirements. Reminder notifications are sent out to users and their managers at regular intervals if
they have not completed all the requirements. After the deadline passes a different notification alerting
the user and their manager of the expiration are sent out.

User Views

Lapsing Certification

To meet state requirements, Company C needs to show that all employees have taken Safety training
within the last year. 

Key Factors

• Training is updated on a periodic basis but users are not required to take the updated courses until it is time for them to renew their certification.
• Renewal of the Safety training must take place 365 days after the employee originally completed the certifications.
• Employees renew throughout the year, based on their last completion date.

The best certification solution for this situation is the Lapsing Certification. This certification lapses, or
expires, a set number of days after a learner has completed it. In this example we would set the
certification to expire in 365 days, but admins can also set that number of days to longer or shorter
durations. Employees may take new requirements as they are released, but they are not required to
take the new requirements until the end of their certification term.

User Views

Annual Certification

Like Company C, Company D has an annual training requirement, but Company D needs all employees to
renew on July 1st.

Key Factors

• Company D would like all existing users to renew their Harassment training certification in July. 
• New hires would take the certification immediately upon hire, but in subsequent years would renew on or shortly after July 1.
• Certification requirements may or may not change each year, but any new requirements would not need to be completed until the new fiscal year / July 1st.
• Even if a new hire employee completes the certification on May 15, they would be considered an existing employee after the July 1st renewal date. 

The best solution for Company D is the Annual Certification. The certification can be set any date and
will expire for users on that date. Users would then need to renew their certification status by taking
the current requirements. This allows the HR department to focus on compliance in July for all existing
new employees. New hires would need to be reviewed throughout the year, but with a much smaller
scope each month. Extra resources can then be allocated to the July compliance renewal for the bulk of
employees.

User Views