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Campaign Planning Checklist

Gretchen
Gretchen
  • Updated

Use this checklist to plan your training program before configuring a campaign in Emtrain. This resource helps you create sustainable campaigns that meet your organization's long-term training needs and compliance requirements.

Planning

Consider the big picture of what your campaign needs to achieve to support your training goals.

  • When planning your training campaign, think about whether you need to strengthen workplace culture, address specific professional development gaps, or both.
  • Identify which compliance training mandates your campaign must satisfy.
  • If needed, familiarize yourself with how campaigns function.
  • Reach out to your Client Success Manager (CSM) if you'd like additional recommendations.

Timing

Think about when you want learners to start their training to meet your training goals:

  • Establish when the campaign should begin—taking into account your organization’s plans and your training goals.
  • Decide whether an open or scheduled campaign format would work best for this training and learners' schedules.
  • Select an appropriate duration and deadlines, considering other ongoing training initiatives, holidays, and major company projects.
  • Identify whether different user groups require different deadlines based on their roles, locations, or specific training requirements.

Content

Content is the “meat” of your campaign—the material learners will work through during their assigned training.

  • Determine which content you want to assign to learners.
  • Evaluate how the content influences the groups you’ve set up, or need to create. For example if your content is role-specific or focused on location-based training.
  • Identify if any of the content requires you to configure a company policy.
  • Verify that the content meets any compliance mandates applicable to your organization or employee locations.
  • Decide whether customizing the content will help you better serve learners’ needs.
  • Determine whether learners should have access to a completion certificate for download at the end of the course.
  • Consider whether enforcing the sequence of the content will be helpful to your learners.

Users

Identify which users need to receive training from your campaign—and how you want to segment those users.

  • Decide which employees need to be trained: Consider the users you plan to include and those you need to exclude.
  • Identify what segments the employees fall into. For example, the campaign is for our management team, non-managers, new hires, and/or our sales teams.
  • Consider whether the content is appropriate for an all-staff training.

Groups

Groups control who receives training. Decide which groups to create based on the users you identified should receive.

  • Determine the overall training schedule that works best for different employees—for example, place those needing annual training in different groups from those needing biennial training.
  • Consider the duration of your campaign and whether all users in a group align with that timeline. If you want to give certain learners more time, such as new hires, it might be better to put them in a separate group.
  • Evaluate whether different employee groups need different training content—such as supervisor vs. non-supervisor groups or US vs. International Users.
  • If you plan to exclude users, think about the criteria you’ll use to exclude them for your Dynamic group rules.
  • Decide whether you want to review assignment changes if your campaign has a Dynamic group, or allow users to move in and out of the campaign automatically if their status changes.
  • Read about Static groups and Dynamic groups if you need a refresher.

Communication

The campaign’s notifications communicate where, how, and why the training is happening.

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