Compliance & Safety Training with Otto

Achieve Verifiable Compliance & Safety Training Results with OttoLearn
Icon: shield with a checkmark on it  - OttoLearn Agile Microlearning

Compliance Training Is Your Insurance Policy

Compliance training protects your company.
  • It protects workers from an unsafe or discriminatory work environment. 
  • It protects the organization from lawsuits stemming from accidents, inappropriate behavior, violations of policy, regulations or laws. 
  • It protects customers from errors or from fraudulent or negligent behavior that could harm them or their interests.
Smiling industrial worker in a hard hat and orange vest holds a tablet in her arms - OttoLearn Personalized Learning

Effective compliance training is essential, and the US Department of Justice is recognizing that as well.

For decades, proof that a company put managers through compliance training was enough to mitigate a company’s risk and limit liability.

No more: In their Evaluation of Corporate Compliance Programs document, the US Department of Justice has made it clear that inadequate and ineffective training programs will not shield corporations and individuals from prosecution.
Bronzed statue of Themis (justice) - OttoLearn Microlearning
Icon: ribbon medal - OttoLearn Agile Microlearning
Icon: ribbon medal - OttoLearn Agile Microlearning

The Problems with Compliance Training 

The problem is, the way most companies create, deliver and evaluate compliance training is deeply flawed. 
Much compliance training:
Icon: Calendar - OttoLearn Personalized Learning
Is delivered annually
Icon: A smiley face, meh face, and sad face placed above 3 boxes; the first box has a checkmark in it - OttoLearn Personalized Learning
Evaluates learners using a quiz that tests only a small fraction of the material the training covers
Icon: figure pointing to a chart - OttoLearn Personalized Learning
Requires a specific passing grade such as 80%
Icon: checklist - OttoLearn Personalized Learning
Tracks only how many employees completed the course
Icon: gauge - OttoLearn Personalized Learning
Has no mechanism to gauge retention or application of the training

What’s wrong with annual training?

icon: calendar with arrows circling, indicating annual updates - OttoLearn Adaptive Learning
Materials are updated only once a year. Learners might be using outdated information for several months.
icon: figure standing in front of a timer - OttoLearn Adaptive Learning
Learners avoid it, procrastinate and rush through the training to beat the deadline. They might not notice minor changes in information from one year’s training module to the next.
icon: figure running - OttoLearn Adaptive Learning
The learner’s rush to complete training is followed by a sigh of relief … the learner doesn’t have to think about it for at least 11 months. So they don’t. And the training has zero impact on behavior, performance — or results.

What’s wrong with our 25-question quiz?

A common way to evaluate a long, comprehensive eLearning course, like annual compliance training, is by creating a large pool of multiple-choice questions and asking each learner to respond to 20 or 25 questions. Mixing up the questions so each learner gets a random selection of questions in a random order is a safeguard against cheating. So far, so good.

But let's do the math.

Keeping things simple, let’s say that, for your 1-hour training course, you create a 100-question pool.

Each learner answers 25 questions, so is only asked about one-fourth of the material.

You’ve set the passing grade to be 80% or 20 of 25 questions. 

That means that learners have to know only one-fifth — 20% — of the material in the course to pass.

And they only have to know it well enough to answer a single multiple-choice question within minutes of completing the training. Sometimes, they don’t even have to meet that bar; they can keep retaking the quiz until they pass.

How confident are you that they know the material? 

How confident are you that, based on their test scores, each employee knows the laws, regulations, policies and best practices well enough? Is your training, to borrow the words of the U.S. Justice Department document, “designed for maximum effectiveness in preventing and detecting wrongdoing by employees”?

Even worse, by allowing learners to pass by correctly answering a portion of questions that address a subset of the learning, you are knowingly documenting gaps in their knowledge. This demonstrates a lack of diligence in assessing, managing and mitigating risk.

A series of wooden blocks, each with an image of an educational area (such as a microscope for science), stacked in a pyramid. A hand is holding a single block with a graduation cap image on it, above the stack.

What’s wrong with measuring (only) completion rate?

Completion rates tell you that a learner has clicked through every page of a training course (or paid their kid to). It does not tell you that they read it, remembered it, understood it — or know how to apply it. It definitely doesn't tell you whether they'll retain it in a week, a month or when next year’s training rolls around. 

The Department of Justice benchmarks look at whether training is well designed, implemented effectively and works in practice. Checking the box that 90% of employees completed training and “passed” by answering questions that cover only a fifth of the material meets none of these benchmarks.

Tested Content
Remaining Untested Content
Icon: two puzzle pieces fitting perfectly together - OttoLearn Microlearning

Continuous Compliance Training with OttoLearn: It Works

Choose OttoLearn Agile Microlearning for a continuous compliance training platform that is well designed, effective and leads to measurable changes in behavior and results.

See how Otto Works
Screenshots of the Otto interface - OttoLearn Microlearning

With Otto, learners complete the conventional compliance course one time, perhaps during onboarding.

After that, they develop a regular cadence of learning — an ongoing retention campaign. They might engage with a daily 2-minute Mastery Moment or complete a couple of sessions per week. Whatever the cadence you select, the principles of OttoLearn are the same:

1

Every week, learners receive a series of Activities designed to:

  • Identify their knowledge gaps
  • Fill those gaps
  • Ensure long-term retention
2

Learners are exposed to Activities and Knowledge Cards that review and test every aspect — 100% — of your compliance training.

Topics are mixed and matched and spaced out so that learners are pushed to the edge of their knowledge and constantly challenged. The Activities and Knowledge Cards might contain nearly any form of web-based content — short eLearning modules, videos, images and links, keeping learners engaged and boosting retention through spaced repetition and practice.

3

The topics, depth of knowledge and amount of exposure can be personalized according to each learner’s job role, needs, learning goals, previous knowledge and experience — and performance within OttoLearn.

The mix of Activities is constantly tweaked by algorithms that track what learners know, what they miss and how confident they are in their answers.

Stop counting completions and switch to well-designed, effective training that produces measurable results. Choose compliance training that protects your company: Ottolearn.
Icon: happy face - OttoLearn Agile Microlearning

Happy Results All Around

Learners are happier with OttoLearn continuous microlearning:
  • Repetitive annual training is history. That long module with only a little bit of new information buried in it — gone forever.
  • OttoLearn recognizes and respects their prior knowledge and delivers adaptive training that is relevant and useful.
  • Strong search capabilities make it easy to find the information they need, when they need it, in OttoLearn Knowledge Cards
  • Training is only 2 minutes a day, and they can use their smartphones or tablets and do it whenever and wherever they want.
A smiling food manufacturing employee in a white coat and hair net holds a tablet - OttoLearn Agile Microlearning

OttoLearn eliminates key pain points for training administrators:

  • Once each new hire has completed the compliance course, they are enrolled in OttoLearn — and that’s it. Administrators no longer have to track enrollment and completion of annual training
  • Admins and managers can get weekly reports showing which employees are doing their training and how they are progressing, so it’s easy to follow up with learners who need a little nudging.
  •  Training administrators can easily and quickly update content at any time. It immediately and automatically flows to the right users. Learners no longer use outdated content for months and months between updates.
  • Developing and deploying new content is fast and easy. 

Your auditors will be happy that you’ve moved to OttoLearn because:

  •  You can show them that learners have exercised and retained100% of the compliance content
  • OttoLearn’s analytics and tracking show that each learner has mastered all essential and required Topics and knowledge.
  •  Rather than just showing that learners completed training, you can provide auditors with detailed information on each learner’s proficiency and progress over time.

Happy employees, admins and auditors mean happy executives because:

  • Employees’ knowledge and performance will improve.
  • Employees whose companies invest in their learning are more loyal, less stressed — and 94% more likely to stay with the company.
  •  Training administrators are spending less time chasing learners and more time creating great content … which further improves performance and results.
  • Most significantly, executives will have the best insurance policy possible against compliance risk — a knowledgeable, effective well-trained workforce.
Bringing It All Together
Like what you see so far? Now, learn more about how OttoLearn works to deliver uniquely effective learning experiences.
How otto works