Training and Development Program Rollout

Pull engagement-survey themes, performance-review skill gaps, and manager input. Cross-reference exit-interview feedback for recurring development complaints. The L&D Manager owns this analysis; the HRBPs feed in their function-specific gaps.

Confirm cadence by jurisdiction: CA biennial harassment prevention for supervisors and non-supervisors at 5+ employees, NY annual, IL annual, CT and DE on hire and refresh, ME within first year. Missing the cadence is itself a violation — not a fix-when-noticed item.

Pull LMS completion records and compare against the jurisdictional matrix. Flag any state where supervisors or non-supervisors are past due. Common gaps: new acquisitions, employees who changed states, recently-promoted managers who never completed supervisor-level training.

Assign past-due employees their state-required courses in the LMS with a 30-day completion deadline. Notify managers so completion can be tracked in 1:1s. Document the gap and the remediation in the compliance log for audit trail.

Separate tracks for individual contributors, new managers, senior managers, and executives. Each track gets distinct outcomes — a new-manager track is not a watered-down executive track. Tie objectives to the competency model used in performance reviews so training and review cycles reinforce each other.

In-house facilitation keeps cost down and tailors content but consumes internal SME time. External vendors (LinkedIn Learning, Litmos, Cornerstone, custom consultancies) bring polish and breadth but cost more and require vetting. Hybrid is common — vendor content for foundational topics, in-house for company-specific.

Request sample content, references from similarly-sized employers, and SOC 2 / data-handling attestations if the vendor will hold employee training records. For any health-related training (EAP referrals, mental-health first aid), confirm whether a HIPAA Business Associate Agreement is needed.

Set up assignment rules in TalentLMS, Litmos, Docebo, or whichever LMS the org runs. New-hire automation pulls the right state-mandated harassment course based on work-state. Build completion-deadline rules and manager-visibility into the dashboard.

Cover what's mandatory vs. optional, completion deadlines, how to read the LMS dashboard, and the escalation path for a non-completing direct report. Managers are the enforcement layer — without their buy-in, completion rates stall in the 60s.

Plain-language summary of what's required, what's optional, the deadline, and where to log in. Include the budget for tuition reimbursement or external conferences so employees know what's available beyond the assigned curriculum.

Automated nudges from the LMS with manager copy on the 14-day reminder. Past-due reminders should also escalate to skip-level managers — completion rates jump when leadership visibility kicks in.

End-of-course satisfaction surveys via the LMS or Culture Amp / Lattice. Watch the open-comment field more than the 5-point score — the verbatims surface confusing modules, broken videos, or facilitators who lost the room.

Retain completion records, course content versions, and signed acknowledgments per state retention rules — typically 3 years for harassment training, longer for some federal-contractor obligations. Records should be retrievable by employee, by course, and by date range for an EEOC or DFEH inquiry.