Practical strategies for capturing expertise, reducing shadowing, and building measurable competence.
A COR audit reads your documents, watches your site, and interviews your crew. A signed attendance sheet survives the first of those three. Here's what the training part of the audit actually looks at, and how to keep a record that holds up.
Most BC employers can produce a signed orientation checklist. Far fewer can produce a record showing that a specific worker was instructed in a specific task, observed doing it, and found capable. That second record is what sections 3.23(2)(j), 3.24 and 3.25 are pointing at.
Most frontline onboarding takes four to six weeks because of how it's structured, not because the work takes that long to learn. Here's the cost model for job shadowing, and a 30/60/90 structure built on verified competence instead of calendar time.
Every frontline team has one person who knows the thing nobody wrote down. Five strategies for getting tribal knowledge out of individual heads — including the six interview questions that surface tacit knowledge, and what to do about knowledge retention when employees leave.
A 100% completion rate tells you people clicked through the material. It says nothing about whether they can do the work. What verification actually requires, a competency assessment rubric you can build in an afternoon, and four training effectiveness metrics to track instead.
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