Education Return on Investment.
Earlier this year, we explored SIU KPIs in our white paper: Modernizing Performance Metrics for Your Special Investigations Unit. In this white paper, we presented that Cases per Investigator may not be the best metric. Instead, qualitative metrics around Team, Tech, Training, and Transformation are the best guides.
Training Spoiler: Qualitative Assessment
– Is your internal training curriculum routinely updated?
– Do you have a quality assurance program to ensure compliance?
Qualitative Goals
– Enhance staff training to encourage consistent approaches that result in defensible findings.
– Implement educational and quality assurance requirements.
What is the Training ROI? How do you quantify it in order to invest in it?
Well, training often involves a lost opportunity cost, where people are not doing their job but are instead sitting and taking notes, listening, and hopefully absorbing material. Moreover, there is often a large dollar amount associated with travel (hotel, flights, per diem). After all is said and done, how long will it take for the person to implement what they learned? All great questions.
How do you measure if the training was successful?
Unfortunately, within SIU, as we have previously discussed, qualitative goals must be combined with quantitative benchmarks. This sample set of qualitative goals paints a more accurate, relevant, and actionable picture of ROI and SIU efficiency. Measurement of these goals is simple. Leadership can measure the effectiveness of the SIU before and after the training by examining the percentage of:
- Leads generated from: internal data analysis, administrative actions, or law enforcement referrals, proactive data mining
- Case file thresholds for QA review
- Meritless leads closed within the established timeframe
- Cases resolved timely, resulting in savings based on proactive edits
- Cases that are not overturned
- Cases that are accepted by LEO