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Measure a Trainee’s Progress

July 6, 2016

Part 4 of 6 – Tips from Craig’s Verification Tips on Staffing for The Art and Science of Verifications.

As a sailor, knowing my position on a chart tells me where I am on the vast ocean. Being a trainee in a new job is similar: am I where I am supposed to be and if not, what direction do I head to get there? As the trainer, it is your job to provide the metrics that will tell the trainee their position and direction.

  1. 1.  Benchmark the number of orders a dedicated verifier needs to complete each day to meet your revenue per person targets? Example:
  2.       a.  Labor cost per day, one verifier: $120
  3.       b.  Revenue per order: $10
  4.       c.  Revenue target per person 4xCost: $480
  5.       d.  Target number of orders for that person to complete: 48 per day, 6 per hour.
  1. 2.  Divide the individual’s Completes by their payroll hours to derive their Complete per Hour (C/hr).
  2. 3.  Adjust your target to reflect the minimum C/hr a trainee needs to achieve by the time their benefits would kick in.
  3. 4.  Compare actual C/hr to trainee goal and calculate the difference (Delta) between the two.
  4. 5.  Display results side by side (day-by-day or week-by-week) to show trending.

Because labor is your largest expense in the verification business, you should concentrate on making your manual verification process as efficient as possible. If a trainee is not performing well in the first 8 to 11 weeks, you should let them go. For those who are going in more or less the right direction, you can provide some course correction and still get them to the goal as long as you know where they are and where you want them to go.

Craig Caddell, Vice President of CRA Solutions at ClearStar has authorized Verisys to repost Craig’s Verification Tips.

Craig CaddellWritten by Craig Caddell
Vice President, Strategic Alliances at Lowers Risk Group
Connect with Craig on LinkedIn