The Initial 90-Day Roadmap to Boost Your Compliance Training Program – Testkings

Joining an organization as the new compliance professional responsible for an environmental, health, safety (EHS), and legal compliance training program can be a daunting experience. Unlike building a program from scratch, inheriting an existing program means working within established structures, processes, and content that may have been developed over many years. The first 90 days are critical for gaining insight into how the program currently functions, what is working well, and where improvements are needed.

A thoughtful and thorough approach to understanding the existing compliance training program sets the stage for successful enhancements and lasting impact. This process involves reviewing training materials, evaluating employee knowledge, gathering feedback, identifying customization opportunities, and analyzing data. Each of these steps plays a vital role in creating a foundation of knowledge upon which to build.

Reviewing Training Materials and Content Currency

One of the earliest actions in your new role should be a detailed review of all training materials and educational content. This includes formal training courses, handbooks, policy documents, presentations, videos, and any other resources used to educate employees on compliance topics.

Training materials must accurately reflect current regulatory requirements and align with the organization’s internal policies and procedures. Regulations evolve regularly, and training based on outdated rules can expose the company to non-compliance risks. Additionally, organizational policies may have changed since the materials were last updated, so ensuring internal consistency is essential.

As you review, consider the following:

Are regulatory references current and accurate?
Do policies described in the training match the company’s official documents?
Is the language clear, concise, and appropriate for the target audience?
Are the materials accessible in formats that accommodate different learning preferences and abilities?

Outdated or irrelevant content can disengage learners and reduce the perceived value of the training program. Modernizing and refreshing training materials should be a priority if gaps or inaccuracies are found.

Evaluating Employee Knowledge Retention and Application

Delivering compliance training is only effective if employees understand and apply the content in their daily work. Therefore, assessing knowledge retention is a critical step in evaluating the program’s effectiveness.

Various methods can be used to gauge whether training is truly embedding essential knowledge:

Knowledge checks and quizzes: Short assessments following training modules can reinforce learning and provide immediate feedback on comprehension.
Practical audits or observations: Monitoring workplace behavior to ensure employees follow required safety and compliance procedures offers real-world validation.
Gap analyses: Comparing required competencies with current employee skills identifies areas where additional training or support is necessary.

Conducting these assessments within the first 90 days helps reveal strengths and weaknesses in the current training program. For example, if employees consistently fail knowledge checks on a particular regulation, this signals the need for enhanced training or alternative delivery methods for that topic.

Tracking knowledge retention over time also supports continuous improvement by identifying topics that require refresher training or updated materials.

Gathering Employee Feedback to Identify Program Shortcomings

Employees are often the best source of honest feedback about compliance training. Their experiences can illuminate issues with content relevance, delivery methods, engagement, and applicability.

Analyzing data from exit interviews, employee surveys, and internal complaints can uncover common themes about frustrations or gaps in the training program. For example, employees might express that the training is too generic, too lengthy, or not applicable to their specific job functions.

Listening to these voices is vital because a compliance training program that does not resonate with learners is unlikely to be effective. Employee feedback should inform program modifications that increase engagement, clarify confusing topics, and better address real workplace challenges.

Creating open channels for ongoing feedback encourages a culture of continuous improvement and demonstrates that leadership values employee input.

Identifying Opportunities for Customization

While standardized compliance courses can efficiently deliver core regulatory knowledge, every organization has unique risks, processes, and cultural elements that require customization.

Fully bespoke training programs, though ideal in theory, may not be feasible due to resource constraints. Instead, a practical approach is to identify existing courses or modules that would benefit from customization to better fit the organization’s specific needs.

Customization opportunities include:

Adding company-specific policies, examples, or case studies to standard courses.
Tailoring content for different geographic locations or regulatory jurisdictions.
Adjusting language and examples to match workforce demographics or job roles.

Customization enhances relevance and learner engagement without the significant investment required for entirely new course development. It helps ensure that compliance training is meaningful and actionable for employees.

Analyzing Training Assignments and Completion Data

Data from learning management systems (LMS) and training records provides objective insight into how the program operates. Reviewing this data helps answer important questions:

Are training assignments aligned with employee roles and regional requirements?
Are employees completing assigned training on schedule?
Which courses have the highest or lowest completion rates?
How long do employees take to complete courses?
Is there a correlation between training completion and safety or compliance outcomes, such as fewer incidents or audit findings?

Identifying patterns in training data can uncover gaps in coverage, engagement issues, or opportunities to optimize the training schedule. For example, if certain critical courses show low completion rates, this may indicate access issues or lack of relevance that needs addressing.

By combining quantitative data analysis with qualitative feedback and content reviews, a comprehensive picture of the compliance training program emerges.

Building a Baseline for Continuous Improvement

The goal of this initial assessment phase is to build a baseline understanding of the existing compliance training program. This baseline serves as a reference point for measuring the impact of future improvements.

Documenting strengths, weaknesses, and key findings enables you to prioritize areas of focus and create a roadmap for enhancements. It also supports transparent communication with leadership and stakeholders about the current state of compliance training.

Taking the time to understand the program deeply and comprehensively ensures that your actions are strategic, targeted, and supported by evidence rather than assumptions. This thoughtful approach will increase the likelihood of achieving meaningful and lasting improvements within the first 90 days and beyond.

Determining Where Additional Customization May Be Necessary

After thoroughly understanding the current state of the compliance training program, the next crucial step is to determine where and how the training should be customized to better serve the organization’s unique needs. Compliance training is not one-size-fits-all. While many companies rely on standardized courses to cover broad regulatory requirements, the real value comes from tailoring training content to reflect company-specific policies, culture, operational risks, and regional legal requirements.

Customization allows compliance professionals to make training more relevant, engaging, and effective for employees across diverse roles, geographies, and functional areas. This section explores how to identify customization opportunities, balance standard content with tailored material, and implement meaningful changes that align with organizational objectives.

Evaluating the Need for Customization

Not every training course requires significant modification. The decision to customize should be driven by a clear understanding of the organization’s unique compliance challenges and learning objectives. Several factors influence the need for customization:

Industry-specific requirements: Certain industries, such as manufacturing, healthcare, or chemicals, face specialized regulations that may not be fully covered in generic courses. Customizing content to address these specifics helps employees understand their exact obligations.
Company policies and procedures: Internal rules, codes of conduct, and safety procedures unique to the organization should be reflected in the training materials to ensure consistency and clarity.
Geographical and cultural considerations: Multinational companies must accommodate varying legal frameworks and cultural norms across regions. Training should be adapted to reflect local laws and communication styles.
Job role differences: Employees in different roles or departments may require distinct compliance knowledge. For example, a frontline worker may need practical safety training, while managers may require content on reporting and enforcement responsibilities.
Previous audit or incident findings: Areas where past compliance audits or workplace incidents revealed weaknesses should be prioritized for tailored training.
Employee feedback: Insights gathered through surveys, interviews, or complaints indicating that current training feels irrelevant or ineffective signal the need for customization.

By considering these factors, compliance professionals can focus efforts on areas where customization will provide the greatest impact.

Balancing Standardized and Customized Content

A key challenge is balancing the efficiency and comprehensiveness of off-the-shelf training courses with the need for tailored content. Fully customized training requires significant resources and time, which may not be feasible for many organizations.

An effective approach combines the strengths of standardized courses with targeted customizations, such as:

Supplementary modules: Adding brief custom modules or videos that address company-specific policies or recent compliance updates alongside standard courses.
Contextual examples and case studies: Embedding real-world examples relevant to the company’s operations to illustrate key points and increase learner engagement.
Localized content: Translating materials and adjusting references to comply with local laws and cultural expectations.
Role-specific pathways: Creating tailored learning paths that assign different combinations of courses and custom content based on job functions.
Interactive elements: Incorporating quizzes, simulations, or scenario-based exercises designed around company situations.

This hybrid approach leverages the proven effectiveness of widely used compliance content while enhancing relevance for employees, increasing retention and application.

Implementing Customization Effectively

Once areas for customization are identified, implementation should follow best practices to ensure the changes enhance, rather than complicate, the training experience:

Collaborate with stakeholders: Engage subject matter experts, legal teams, operations managers, and employees to validate custom content for accuracy and relevance.
Keep it concise: Avoid overloading training with excessive detail. Focus on clear, actionable information that learners can readily apply.
Maintain compliance standards: Ensure that custom content continues to meet regulatory requirements and complements mandated training elements.
Utilize technology: Leverage learning management systems (LMS) that support modular course design and easy content updates, enabling ongoing refinement.
Pilot and gather feedback: Test custom modules with representative employee groups to identify improvements before broad deployment.
Monitor effectiveness: Use assessments and surveys to evaluate whether customized content improves understanding and compliance behaviors.

Customization should be viewed as an iterative process, continually refined to align with evolving organizational needs and external regulations.

Addressing Challenges in Customization

Customization efforts often face challenges such as limited budgets, time constraints, and resource availability. Additionally, ensuring consistency and compliance across customized content requires careful oversight.

To overcome these obstacles:

Prioritize critical areas: Focus customization on topics with the highest compliance risks or learner demand.
Leverage existing resources: Adapt templates, case studies, or scenarios from industry associations or regulatory bodies as starting points.
Train internal champions: Develop employees who can assist in creating and maintaining custom content.
Plan for scalability: Design content that can be easily updated and expanded as regulations and business needs change.

By thoughtfully managing these challenges, organizations can successfully tailor compliance training to maximize relevance and impact without overextending resources.

Determining where additional customization is necessary is a pivotal step in evolving an effective compliance training program. Tailoring content to reflect the company’s unique risks, policies, cultures, and roles ensures training is practical and engaging, which increases its effectiveness in changing behavior and promoting compliance.

Balancing standardized courses with customized modules allows organizations to optimize resource use while meeting specific learning needs. Implementing customization requires collaboration, careful planning, and continuous evaluation to maintain relevance and compliance.

When done well, customization transforms compliance training from a checkbox exercise into a strategic tool that supports a culture of safety, ethics, and accountability across the organization.

Reviewing Available Data to Spot Challenges and Opportunities

Data plays a vital role in understanding the effectiveness of a compliance training program and identifying areas for improvement. Analyzing training metrics, employee performance data, and safety records allows compliance professionals to make informed decisions grounded in evidence rather than assumptions. This data-driven approach enables organizations to optimize their training strategies, target gaps, and measure progress over time.

In this section, we will explore the types of data to review, how to interpret the data, and how to use these insights to identify both challenges and opportunities within the compliance training program.

Types of Data to Review

A variety of data sources can provide valuable information about the state of your compliance training program:

Training assignment and completion records: Data from learning management systems (LMS) showing which courses have been assigned, completed, or overdue.
Course completion times: How long employees take to complete training modules can reveal engagement levels or potential barriers.
Assessment results: Quiz and exam scores indicate the degree of knowledge retention and comprehension among employees.
Role- and location-based data: Training records segmented by job role, department, or geography highlight differences in training needs and coverage.
Incident and injury reports: Safety data correlated with training completion can demonstrate the real-world impact of training effectiveness.
Employee feedback: Survey responses and qualitative comments provide context and employee perspectives on the training experience.
Audit and inspection findings: Results from internal or external audits can pinpoint compliance weaknesses requiring targeted training.

Interpreting Training Metrics and Trends

Once collected, the data must be carefully analyzed to draw meaningful conclusions. Look for patterns and correlations that reveal strengths and weaknesses, such as:

Low completion rates: These may indicate that training is too lengthy, inaccessible, or perceived as irrelevant by employees.
Knowledge gaps: Consistently poor assessment scores in specific topics highlight areas needing enhanced instruction.
Disparities across groups: Differences in completion or performance between departments, locations, or roles suggest the need for tailored interventions.
Training and incident correlation: A decline in incidents following training campaigns can validate program effectiveness, while persistent issues may signal insufficient training.
Feedback themes: Recurring employee comments about content clarity, delivery methods, or applicability inform qualitative improvements.

Analyzing these trends enables compliance professionals to prioritize actions that address the most pressing gaps and optimize resource allocation.

Using Data to Inform Risk Identification and Training Assignments

Data plays a crucial role in helping organizations identify risks and ensure that their training programs effectively address those risks. When organizations align training efforts with the actual risks they face, they improve their ability to prevent incidents, maintain compliance, and safeguard their operations. Leveraging data such as incident reports, audit findings, regulatory updates, and training records provides a clear picture of where vulnerabilities exist and how well those vulnerabilities are being managed through training.

The Importance of Aligning Training with Organizational Risks

Training programs are most effective when they directly target the risks an organization encounters. Without proper alignment, training may be generic or misdirected, failing to reduce the likelihood or impact of adverse events. By using data to identify risks and then mapping training efforts to those risks, organizations ensure their resources are focused on areas with the greatest potential harm or regulatory exposure.

This targeted approach helps reduce incidents such as safety violations, security breaches, regulatory non-compliance, or operational failures. It also creates a defensible, data-driven rationale for investing in training initiatives, showing stakeholders how training supports risk mitigation and business continuity.

Using Incident Reports to Identify Risk Areas

Incident reports provide valuable insight into where risks have manifested in the past. These reports document events like accidents, near misses, security breaches, compliance failures, or quality issues. Analyzing trends and patterns in these reports helps organizations pinpoint high-risk areas.

For example, if incident data shows frequent safety violations in a particular department, this highlights a risk area that requires focused training. Conversely, if a particular risk is rarely observed in incidents, the organization can decide whether training efforts there should be reduced or reallocated.

By regularly reviewing incident reports alongside training records, organizations can check whether training has been provided to the teams or individuals involved in past incidents. If gaps exist—such as incidents occurring in areas with little or no recent training—it signals a need to adjust training assignments.

Incorporating Audit Results and Compliance Data

Audits, whether internal or external, assess an organization’s adherence to policies, standards, and regulations. Audit findings often reveal risks related to procedural weaknesses, control failures, or non-compliance. These findings can guide training priorities.

When audits identify specific deficiencies, organizations should ensure that training materials address these issues explicitly. For example, if an audit finds repeated errors in handling sensitive data, training should be assigned to relevant roles emphasizing data protection and privacy policies.

Compliance data is also essential for keeping pace with regulatory changes. New laws or updates to existing regulations create emerging risks that require prompt training response. Data on regulatory requirements should be cross-referenced with current training curricula to confirm coverage and timely delivery.

Mapping Training to Roles and Responsibilities

Effective risk management depends not only on what training is delivered but also on who receives it. Training must be assigned to the individuals or teams responsible for managing or mitigating the risks identified.

Using organizational data such as job descriptions, role profiles, and team structures helps ensure that training assignments align with responsibility areas. For instance, if a cybersecurity risk is identified, training should be prioritized for IT security personnel, system administrators, and relevant operational staff.

Data on employee roles combined with risk analysis ensures that no critical roles are overlooked. It also prevents unnecessary training of employees without exposure to certain risks, making training programs more efficient and engaging.

Prioritizing High-Risk Areas for Training Coverage

Not all risks carry the same weight; some pose a higher likelihood or more severe consequences. Using risk assessment data, organizations can prioritize training in these high-risk areas.

For example, chemical manufacturing plants may prioritize safety training on hazardous materials handling because incidents there can lead to severe injury or environmental damage. Similarly, financial institutions may emphasize anti-money laundering training for compliance teams due to legal and reputational risks.

Data-driven prioritization ensures that limited training resources are directed where they can make the most significant impact, reducing vulnerability and strengthening overall risk management.

Monitoring and Measuring Training Effectiveness Through Data

Alignment of training with risks is not a one-time activity but requires ongoing monitoring. Training data, such as completion rates, assessment scores, and feedback, should be analyzed alongside incident trends and audit results to evaluate whether training is reducing risk exposure effectively.

For example, a drop in incident rates following targeted training could validate the program’s success. Alternatively, if incidents persist despite training, it may indicate a need to improve content, delivery methods, or reinforce training frequency.

Continuous measurement using data helps organizations refine their training strategies, ensuring sustained risk mitigation.

Supporting Resource Allocation and Justification

By linking training efforts directly to identified organizational risks, companies can better justify investments in learning and development. Data provides evidence of where training delivers value, helping secure budget and leadership support.

This data-driven approach shifts training from being seen as a generic requirement to a strategic function integral to risk management and business performance.

In summary, using data to inform risk identification and training assignments creates a targeted, effective approach to managing organizational risks. By reviewing incident reports, audit findings, and regulatory requirements alongside training records and role responsibilities, organizations can:

Confirm that all relevant risks are addressed with corresponding training modules.
Assign training to the right people responsible for mitigating those risks.
Prioritize high-risk areas to maximize training impact.
Monitor training effectiveness over time and adjust programs accordingly.

This strategic alignment ensures training supports prevention and compliance goals, reduces incidents, and optimizes resource use, making risk management smarter and more proactive.

Identifying Learning Appetite and Opportunities for Growth

Data from training searches and requests, as well as voluntary course enrollments, reveal employees’ interests and motivation to learn beyond mandatory requirements. This insight can guide the development of supplemental training offerings that support career development, skill enhancement, and engagement.

For example, if employees frequently seek courses on leadership, communication, or emerging regulations, incorporating these topics into compliance training programs can add value and promote a culture of continuous learning.

Setting Data-Driven Goals and Metrics

Using data as a foundation, set measurable objectives for the compliance training program. Goals should focus on improving completion rates, knowledge retention, and reducing incidents tied to compliance failures.

Key performance indicators (KPIs) might include:

Percentage of employees completing mandatory training on time.
Average assessment scores by topic and role.
Reduction in safety incidents or compliance violations over time.
Employee satisfaction ratings for training content and delivery.

Regularly monitoring these metrics provides ongoing feedback on program effectiveness and supports agile adjustments.

Building a Culture of Continuous Improvement

The process of reviewing and acting on data should be continuous rather than a one-time exercise. Establish routines for periodic data analysis, reporting to stakeholders, and using insights to refine training content, delivery methods, and assignment strategies.

Fostering a culture that values evidence-based decision-making encourages transparency and accountability within the compliance function. It also empowers teams to respond proactively to emerging risks and evolving regulations.

Reviewing and analyzing data is essential to uncover challenges and identify opportunities within a compliance training program. By leveraging training metrics, safety records, employee feedback, and risk assessments, organizations can make informed decisions that improve program relevance, engagement, and impact.

A data-driven approach ensures training resources are focused on priority areas, supports risk management, and promotes continuous learning. Ultimately, this enables organizations to build more effective compliance training programs that protect employees, meet regulatory requirements, and support business objectives.

Pivoting as Necessary and Setting Achievable Goals for Compliance Training

Compliance training programs must be dynamic and adaptable to keep pace with shifting regulations, evolving organizational needs, and changes in workforce dynamics. This adaptability, or willingness to pivot when necessary, paired with clear, achievable goals, is essential to sustaining an effective compliance training program.

This section explores why flexibility is vital, how to embrace a mindset of continuous improvement, and the process of setting SMART goals that help organizations measure progress and improve outcomes.

The Necessity of Flexibility in Compliance Training

The landscape of environmental, health, safety, and legal compliance is continually changing. New regulations emerge, industry standards evolve, and unforeseen events—such as global health crises—can drastically alter how organizations deliver training.

For instance, the COVID-19 pandemic forced many organizations to quickly shift from in-person training sessions to virtual or online formats. Companies that could pivot rapidly maintained compliance and ensured employees remained informed about new safety protocols. Those slow to adapt risked lapses in compliance and operational disruptions.

Flexibility in compliance training includes:

Adapting delivery methods: Moving between in-person, online, and blended learning based on employee needs and circumstances.
Updating content promptly: Ensuring training reflects the latest legal requirements, company policies, and operational realities.
Reallocating resources: Prioritizing training efforts in response to emerging risks or audit findings.
Engaging leadership and stakeholders: Securing buy-in to support necessary changes.

Being rigid or slow to respond can render a training program ineffective or obsolete, increasing organizational risk.

Fostering a Culture of Continuous Improvement

A commitment to ongoing evaluation and enhancement distinguishes high-performing compliance programs. Continuous improvement means regularly reviewing training outcomes, gathering employee feedback, and monitoring regulatory changes to keep training relevant and impactful.

Embedding this mindset within the compliance function encourages innovation and responsiveness. It recognizes that training is not a one-time event but an ongoing process that evolves alongside the organization.

Compliance professionals should promote openness to feedback, experimentation with new learning technologies, and data-driven decision-making. This culture supports sustained engagement and program effectiveness.

Setting SMART Goals for Compliance Training

Goals provide direction and benchmarks for success. To be effective, goals should be SMART:

Specific: Clearly define who the training targets and what knowledge or skills are expected. For example, “Train all manufacturing line workers on updated lockout/tagout procedures.”
Measurable: Include criteria for evaluating progress, such as completion rates or assessment scores.
Attainable: Set goals that are realistic given available time, resources, and employee capacity.
Realistic: Align goals with organizational priorities and actual compliance risks.
Timely: Establish deadlines to create urgency and focus.

For example, a SMART goal might be: “Achieve 90% on-time completion of annual safety refresher training for all warehouse employees within the next four months.”

Communicating Goals and Engaging Stakeholders

Clear communication about compliance training goals fosters transparency and alignment. Leaders, managers, and employees should understand the program’s objectives and their roles in achieving them.

Engaging stakeholders early helps identify potential barriers, secure necessary resources, and create shared accountability. Regular updates on progress maintain momentum and demonstrate the value of the training efforts.

Monitoring Progress and Adjusting Strategies

Regular monitoring of training metrics, employee feedback, and compliance outcomes allows organizations to assess whether goals are being met and to identify areas needing adjustment.

If goals are unmet, compliance professionals should investigate root causes, such as training accessibility, relevance, or engagement issues, and refine strategies accordingly.

When goals are exceeded, organizations can set new challenges or expand training scope to maintain improvement.

Supporting Compliance Through Policies and Communication

Training programs are most effective when integrated with clear policies, designated compliance roles, and robust communication channels.

Written policies and procedures should be easily accessible and reflect the training content. Compliance officers or champions play a critical role in educating and guiding employees.

Open communication enables employees to ask questions, report concerns, and stay informed about updates. Monitoring and enforcement ensure standards are followed and issues are promptly addressed.

Flexibility and well-defined goals are pillars of a successful compliance training program. Organizations that can pivot quickly in response to changing circumstances maintain relevance and effectiveness, while SMART goals provide clarity, focus, and measurable results.

Combined with strong policies, active communication, and enforcement, these elements build a resilient compliance culture that protects employees, supports regulatory adherence, and drives organizational success.

Final Thoughts

Taking on responsibility for an existing environmental, health, safety, and legal compliance training program is a complex but rewarding challenge. Success begins with a thorough understanding of the current program—its strengths, weaknesses, and the context in which it operates. This foundational knowledge allows a new compliance professional to make informed decisions rather than assumptions.

Determining where to customize training ensures that the program resonates with employees and addresses the unique risks and requirements of the organization. Combining standardized content with targeted customizations balances efficiency and relevance, maximizing impact while managing resources.

Data-driven insights are invaluable for identifying gaps, measuring effectiveness, and uncovering opportunities to enhance training. Regularly analyzing training metrics, safety records, and employee feedback turns compliance from a static obligation into a dynamic, continuously improving function.

Remaining flexible and ready to pivot in response to changing regulations, organizational needs, or unforeseen events keeps the training program relevant and effective. Setting SMART goals brings clarity and accountability, allowing progress to be tracked and celebrated.

Ultimately, a successful compliance training program is not just about checking boxes—it fosters a culture of safety, ethics, and responsibility that protects employees, mitigates risk, and supports organizational success. By approaching the first 90 days with intentional assessment, strategic customization, data-driven decision-making, and adaptable goal-setting, compliance professionals can build a strong foundation for lasting positive impact.