Onboarding Plan
Structured foundation
Week 01Orientation + fundamentals
Week 02Role-specific exposure
Weeks 03–06Guided practice + broader work
Weeks 07–08Readiness + targeted development
Shared foundation alongside role-specific training.
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02 / Learning Systems
Training &
Certification System
A structured training system for new and cross-training employees, covering onboarding, supervised practice, assessment, and certification.
Program DesignTraining ArchitectureStandards DesignTrainer CoordinationImplementation
8Employees in Initial Cohort
8 WeeksCore Onboarding Pathway
6–14 WeeksCertification Range
160 HoursRequired Training Before Final Test
01
The Gap
Certification existed, but the training path was inconsistent.
After company onboarding, employees entered the department without a consistent development plan. Training depended on production demand, trainer availability, and local knowledge, so progress was difficult for employees and supervisors to track.
I built a structure around the existing certification process with training sequences, assigned trainers, weekly objectives, supervised practice, mock assessments, and target certification dates.
The plans set clear expectations without locking training into a schedule that could not adjust to production needs.
02
How Development Progresses
A clearer path from onboarding to certification.
01OnboardingRole context, safety, systems, procedures
→ 02Structured OJTAssigned trainers, practice, increasing responsibility
→ 03AssessmentObservation, feedback, mock testing, gap closure
→ 04CertificationRequired training completed before final testing
Plans could shift around attendance, trainer availability, and production needs without losing track of the employee's overall progress.
03
From Plan to Practice
The plans made training easier to coordinate day to day.
A common onboarding plan was paired with individual training schedules showing who each employee would train with, what they would work on, and the next milestone.
Progressive Training Plan
Milestones with named support
PeriodFocusMilestone
EarlyFoundational workSupervised practice
MiddleApplied inspection / process workIncreasing ownership
LateMock assessment + reviewGap closure
TargetCertification testingDemonstrated readiness
01Assigned trainers
Training plans assigned specific trainers instead of relying on ad hoc direction.
02Visible milestones
Plans tied practice time to mock tests, required training hours, and target certification dates.
04
Defining Capability
Updating inherited standards for the work being performed.
I also revised competency standards used for employee progression. I kept the existing 0–3 rating scale, but updated the criteria to better reflect the work, required qualifications, and expectations in each role.
Before / inherited framework
Generic role template
SystemsBasic systems interaction
EquipmentGeneral equipment knowledge
Problem solvingBasic troubleshooting
LeadershipWork prioritization and training others
Same rating scale → Updated for the actual role
After / redesigned framework
Operationally tailored standard
WorkflowSite-specific systems and workflow expectations
CapabilityRole-specific tools, equipment, and qualification requirements
StandardsSafety, certification, process, and quality knowledge
ProgressionCross-functional communication and increasing responsibility across levels
0–3 mastery scale retained0 = no skill; 3 = high skill with no assistance required.
Progression gates retained and clarifiedDesignated critical competencies require a rating of 3 before an employee can advance, regardless of total score.
Supporting roles across the production lifecycleFoundry · Processing · Finishing · Inspection
05
Built for a Live Operation
Built to work around production.
Plan around real work.
Plans could be adjusted when attendance, trainer availability, or production demand changed.
Use feedback as evidence.
Employee check-ins and trainer feedback helped identify where more practice was needed.
Test before the test.
Mock assessments helped identify gaps before final certification testing.
Make it transferable.
Documented plans and standards gave supervisors and leads a shared reference for each employee's training path.
06
Early Outcomes
The initial cohort certified faster than the department's reported historical timelines.
6–8 weeksFastest certifications
12–14 weeksLongest certifications in the cohort
~6–8+ monthsHistorically reported certification timelines
ReusableRepeatable across roles and departments
Historical timelines are based on reported departmental norms rather than a formal longitudinal dataset, so I have not calculated a percentage reduction.
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