Hi guys,

I'm hoping someone here can give me some ideas on how to proceed with my current measurement.

I am currently measuring the number of weeks it takes for new employees to become competent after they have completed their induction training. Competent is being defined as meeting all targets set out in the performance card. It is also assumed 4.3 weeks in a month.

It isn't all the tricky as I can set up rules to say that when an employee meets all targets in any given month, then the time it takes from when they have completed their induction to the time they become competent, is the number of weeks I'm after.

Example: Employee A completed induction on 4th March 2009, received his first performance card for the month of April but didn't meet all targets, and later became competent in May.
In this scenario, we say that it takes Employee A 8.6 weeks (or 2 months) to become competent.

Consider that Employee B completed her induction on the 25th March 2009, received her first performance card for the month of April but didn't meet all targets, and later became competent in May. In this scenario, we also say that it takes Employee B 8.5 weeks (or 2 months) to become competent.

The one thing this measurement doesn't accommodate is the gab from when a person completes induction to when they receive their first performance card.
Employee A completed his induction on 4th March 2009, while Employee B completed induction on 25th March 2009. They both received their first performance card in April, however, in theory because Employee A completed his induction at the beginning of March, technically he has an extra ~3 weeks of experience/practice over Employee B before they both receive their first performance card in April 2009. The ~3 weeks is the variance I'm not quite sure how to capture and incorporate into my measurement, simply because everyone will complete their induction are different points within a month.

Does anyone have any ideas or suggestions on how I can include this "variance" into my measurement?

Regards,
SB

Hi Guy,

Appreciate your response. The objective of this measurement is to capture a baseline on the number of weeks it takes to become competent based on our current induction program.

With a baseline, we can measure the effectiveness of our new induction program over our current program.

My initial thought was the same as yours, also I'm not quite sure that it's fair to say Employee A needed this 'extra' time to become competent. Employee A may've been competent at the end of his induction.

Do you elaborating a little on what you had in mind regarding a 'weighted factor'?

Cheers,
SB