After conducting compliance training for employees, it’s essential to evaluate its success. That way, you know what went well and what parts of the program require improvement to ensure full compliance in the organization. However, measuring a compliance program’s success is quite tricky, with many businesses only determining their effort’s success through monitoring anonymous reporting tools.
But it’s not enough to merely track those reports! Because of that, here are ways to evaluate your organization’s current compliance training courses.
1. Analyze the training
Ideally, an organization should already have a compliance training program in place, where you can test employees for their knowledge after every session. We recommend following up with another test a few months later to see if all the important information was retained and what wasn’t.
Moreover, it’s also important to evaluate any misconduct reporting trends after compliance training programs. Has there been a decrease or increase in reported incidents? Such fluctuations can help identify the program’s value.
2. Conduct surveys
Besides the training evaluations, you should also conduct regular surveys capturing essential details about the compliance program. Go for questions about the organizational policy and ethics to measure employee attitudes while getting an honest perspective of the organization’s current culture.
It’s also vital to record employee responses to any observed misconduct, comparing results against report histories. If your employees are looking at higher volumes of misconduct than what’s reported, your compliance program would need some work.
3. Collect information
Look at sources of data outside your compliance and ethics department, evaluating the overall success. For instance, coordinate with the human resources team, asking any questions about ethics and compliance during their performance evaluations, exit interviews, and hiring procedures.
Also, consider tracking the sick days taken, any incidents of theft, accidents, and worker compensation complaints. That way, you can gather additional insight into the company culture, tracking the trends.
4. Talk to your managers
Whistleblowers are more likely to report fraud to company executives and direct superiors. Leaders must prepare to respond to issues and use such data to receive direct insight into the work culture.
With these managers actively documenting issues or concerns raised to them, you can gather details across timeframes and incidents, which give you more visibility on relevant trends.
5. Get help outside
Because local, state, and federal regulations are passed and amended routinely, and enforcement agencies regularly issue policy and procedural updates, staying compliant is like trying to hit moving targets.
Because of the struggle to keep up with constant changes, it may be best to work with outside experts who can manage and design flexible compliance programs and strategies that accommodate the ever-changing expectations.
Wrapping It Up
There are many things to consider when evaluating a compliance program’s success. By taking a more holistic approach and regularly assessing your workforce’s attitudes and knowledge, your organization will be able to determine the work culture’s overall health.
