Structured paths that combine on-the-job training, classroom sessions, and online modules, assessed against real competence. Not a course catalog. A system that builds qualified operators.
Combine OJT, classroom, and online modules in a single learning path. Define the sequence. Set prerequisites. Module 3 requires Modules 1 and 2. Track everything in one system, not three. The path defines what an operator needs to learn, in what order, and through which format. New hires follow the same structured path regardless of shift, line, or trainer availability.
Assessments that test whether operators understand and can apply the procedure, not just whether they sat through the training. Practical evaluations, written tests, supervisor observations, each linked to specific qualifications. A passing score grants the qualification. A failing score triggers remediation. The assessment is the proof that training worked.
Learning paths are assigned by role, line, or area. New hires get the right path automatically based on their role assignment. Role changes trigger the relevant delta training, not the entire curriculum from scratch. An operator moving from Line 2 to Line 4 gets the Line 4 delta, building on existing qualifications. No redundant training. No gaps.
Operators see their own progress, what's completed, what's next, what's overdue. Supervisors see their team's status, who's on track, who's behind, who's ready for the next qualification level. Managers see plant-wide training completion. Real-time, not end-of-month reports. Progress drives coaching conversations, not administrative ones.
A new operator starts on Line 4. Based on her role, Maecos assigns a learning path: five online modules (safety, quality basics, equipment overview), two classroom sessions (line-specific procedures), and four OJT tasks (supervised by her line lead).
She works through the path over three weeks. Each completed module, each classroom attendance, each OJT sign-off is recorded. The assessment after Module 3 requires 80%, she scores 85%. The OJT tasks require her line lead to confirm she can execute independently.
At the end of week three, seven of eleven modules are complete. Her Skill Matrix shows four qualifications earned. The associated checklists in Standard Work are unlocked. The remaining modules are scheduled for week four.
Her progress is visible to her, her supervisor, and the training manager, in real time. Not in a spreadsheet circulated next month.
The onboarding program that consisted of “follow Maria for a week.” The classroom training that was scheduled but nobody tracked whether it actually happened. The assessment that measured whether someone sat through a video — not whether they understood the procedure.
Onboarding quality shouldn't depend on which operator happens to be standing next to the new hire.
“Onboarding quality no longer depends on which operator the new hire gets paired with. The path is the same, the standards are the same, the proof is in the system.”
— Training Manager, Food & Beverage Manufacturing
Yes. A single learning path can include online modules, classroom sessions, and on-the-job training tasks, in any sequence. Prerequisites ensure operators complete foundational training before advancing. Everything is tracked in one system, counting toward the same qualification.
Assessments are linked to specific qualifications and can include written tests, practical evaluations, or supervisor observations. Each has a configurable passing threshold. Passing grants the qualification. Failing triggers remediation, the operator is guided to revisit the relevant material before retesting.
Role changes trigger delta training, the operator receives only the new learning modules required for their new role, building on existing qualifications. They don't repeat training they've already completed. This keeps role transitions efficient while ensuring full qualification coverage.
Yes. Operators see their personal progress, completed modules, upcoming tasks, and qualifications earned. Supervisors see their team's status. Managers see plant-wide completion. All views update in real time, no waiting for monthly reports or manual status compilations.
Structured learning paths, competence-based assessments, and real-time progress visibility, in one system.