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Questions and Reflections from Our E&C Learning Content Summit | December 2019

Thanks for all your questions during our Learning Content Summit

At the end of December 2019, the SAI Global team had produced more than 75 new types of ethics and compliance learning content. To share some of our favorites with our community and peers, we created a new webinar series called the Learning Content Summit.

This recurring meeting gives an inside look into how our ethics and compliance content gets made, why we pursue certain visual or instructional design styles, what the process looks like from start to finish, and the goals and outcomes we have for each piece before we begin building it.

Our attempt to educate compliance teams around the training products they use was a transparent and eye-opening process, and we look forward to hosting our next edition of this series on March 19, 2020, where we’ll review and discuss everything new we’ve built this year so far.

Before we do that, we wanted to answer some of the questions we received from the hundreds of compliance professionals who attended and share them with you today.


Replay December 2019 Learning Content Summit


1. Do the time frames listed in your content include the question portion of the courses?

Each time frame is a reflection of the actual training, not including the questions at the end. The exact duration of self-paced training is always tricky; it can depend on how fast you read and whether you go back to re-read something, but what we do before we launch any product is to actually have multiple people go through the full experience multiple times, time each one, and measure the average duration across all of those pre-launch tests. That’s how we get the duration numbers you see in each piece of content.

2. When it comes to profiling content specific to each learner, are there any concerns about whether an employee profiles correctly? What's the risk if they do not?

We get this question a few times a year and typically if an employee chooses the wrong profile, they typically realize quickly and flag it. The profile can then be reset through our managed services team or easily on your own end without our assistance to make sure that employee goes down the right path. It does happen occasionally, but most employees make the right decision and don’t run into that problem. If they do, it’s a quick and easy fix.

3. In regards to your sexual harassment training, For NY employees, how do managers receive extra pages if it’s the same training modules? How do you track this if they're embedded in the same modules and the courses are the same for managers and employees?

The profiling technology offers manager and employee-specific segmentation, which is something we’ve offered for years in previous versions of our harassment training and experiences on other risk topics. The beauty of the profiling capability is that you only need to deploy one course to your entire population of learners. When each person makes their profiling choice, the data is captured specific to each employee, and based on their profiling selections, it will tailor, target, and customize the experience specific to their personal learning needs based on their role and location.

4. How does profiled training work if an employee works in multiple jurisdictions, including CA and NY, where the requirements are different?

The profiling question includes the ability to “multi-select” locations, so if someone works or supervises in more than one state which has harassment laws, they can pick both and receive California-specific and New York-specific content, training, and information throughout the experience.

5. Does the NY sexual harassment content cover New York City’s specific requirements, including bystander intervention?

It certainly does. We include New York State and New York City as options in our profiling at the beginning of the Sexual Harassment: A Matter of Respect experience.

6. Does your sexual harassment training include international content too?

Currently, our training is targeted to U.S. states, however many of our clients use that training for global employees as well. We did our due diligence around the content in this course when building it and ensured that it meets global harassment compliance training standards and regulations too. We have a subject matter expert that actually specializes in international sexual harassment law who checks and validates that content for us to ensure it meets the needs of a global audience. We have a two-pronged approach to enhancing this course looking ahead to the future; one is developing a new segment specifically focused on global sexual harassment, and the other is to revise some of the existing training to add new global perspectives and address nuanced cultural differences.

7. Employees don't want to take training. Do you feel the open form comment areas in some of your training will contribute to their frustrations?

We’re not in control of the learner, so if someone comes into a training experience and is frustrated, there is no way of stopping them from expressing that feeling, but is that a bad thing? Because we can capture that data and response, it could become something of value to your program. Many programs are hesitant to collect data beyond what’s required to “demonstrate compliance”, which is obviously valuable and essential data to have, but we believe this authentic employee information and feedback is a great way to adjust your program, learn what is working from their perspective, and respond differently in the future when you plan your next training.

Training that is profiled, personalized, and modern may not illicit that type of frustrated or negative response, but if you do get that feedback, it’s a data point to consider in your measurement of program effectiveness. It’s better to receive that information and be able to act on it and use it to become more effective than blindly continue doing the same thing without the knowledge that people may not like it. We believe good feedback and bad feedback are both beneficial because they drive conversations about compliance training, and those passionate conversations can help drive real change and growth.

8. Can a client modify/customize their training or does SAI have to make the changes?

Our current product offering is a fully managed service; we do all that heavy lifting for you. We realize that your time is valuable and that editing or changing compliance content isn’t always the best use of your time. We also strongly believe in the importance of technically accurate content and ensuring the integrity of the content we create is preserved.

However, in Q1 2020, because it is something our customers and community have expressed interest in, we will be releasing a new technology that does enable customers to be more flexible and make some edits to content, such as changing words and images. That is on our roadmap, and our proof of concept was recently reviewed, approved, and pushed into production.

We’ll always be here to make those changes and do those customizations for you as a committed partner in our ethics and compliance relationship if that is your preference, as we have for years.

9. Can that data (the open-ended answers) be viewed by administrators for the training?

Yes, we are collecting those answers. It’s a great question, and it’s important to understand that the reasons we’re collecting the information around those open-ended questions is so you can review them in the future and use them to learn about what people think, or like, about the training you deliver.

10. Is the data you collect during an E&C training shareable with other departments, such as HR?

Yes, we can technically do that, but that is based on the policies and practices within your own company. We have reporting and analytics capabilities, and you can take that data, export that data, and integrate it with other data if your company allows it. It really also depends on the relationship your compliance team has with other functions and departments within your organization, and whether or not that is a collaborative and open relationship where those conversations happen.

11. Can online content be downloaded and taken offline, or just the completion certificates?

Yes, absolutely. We make downloadable versions of our online content available for 99% of our learning formats. You can go through the same “online” learning experiences without internet connectivity on your computer and receive a certification of completion after you go through the training and assessment. It’s a standard part of our product offering and included in all of our content.

12. Can offline material be easily translated?

Yes, it can be. We can translate them into any of the 55+ languages we currently offer today. When we designed these offline materials we took the word count and character count into consideration so that we could accommodate foreign languages in the design, which can be 20% - 30% longer once translated.



Register for our next Learning Content Summit, March 19