Drip Drip - Trickle Curriculum - doable?

As always Alek - thank you for your insights.

@alekwo So if I needed to think about it one step more deeply?
The unlock can be a) completion driven or b) delayed an opening of the next course with a delay of X days via prerequisites. There is a “user has unlocked the next course in learning plans" notification and it could nudge the learner to come back in….the downside is that this is all self driven and will happen in the persons timeframe not the organizations timeframe.

Because we can postpone email enrollment notifications, we can trickle those out based on a delayed approach establishing what the organization is attempting to "push". The down side of this? Is that the system may seem  schizophrenic - because it will happen no matter if a person has kicked them all out or not.

@alekwo Have you attempted to mix in using group logic and a person has been added to the group message to help with this?

@dklinger I don’t think that the Group logic may provide anything on top of what you can achieve with prerequisites in Learning Plans or immediate auto-enrollment and a delayed notification.

Group can have a condition related to the enrollment status - so when you set it to completing a course, it will be the same as a prereq in a learning plan, if you link it to getting enrolled in a course, it will be no different from enrolling someone into all courses at once.

I was thinking about maybe using the retraining app - by assigning the new hired person to a certification with a 90 days expiration, and then, before the expiration sending them a notification to get the course, but this would be triggered every 90 days, so would require a manual intervention to get them out of the cycle. So probably not the best option.

What you gain @alekwo is another notification - and the more communication when there isnt a perfect fit for function? Can only help was my thought….

​@dklinger and ​@alekwo 

I think I may be facing the same situation: 

Can you please take a look at my question and let me know if you have any advice?

​@JKolodner - hey if you are up for it - and are open to listening to an approach that could be supported IF you have an HRIS team that can help you with a field or two? Then I have an idea of how to pull it off.

To be fair - what I am thinking is that it needs to be an employee/HRIS feed that helps to drive the story with custom fields.

We have the following cadence:

• Enrollment Rule is set to assign access to Learning Plan on day 1
• Initial “welcome to your learning plan” course is assigned
• 90 days after completion of first course, learner is assigned courses 2-5
• 120 days after completion of first course, learner is assigned courses 6-8
• 150 days after completion of first course, learner is assigned courses 9-11
• 180 days after completion of first course, learner is assigned courses 12-15

Thanks ​@dklinger. I have access to an HRIS team that could help with a few fields. Fire away!

Wait I missed something. But it looks like you are looking to gate things based on completion.
That is one way to do a trickle or drip curriculum. What we were talking through above was a little different and trickling learning based on dates and not completion mixed in. Here is the good news though….it should be doable.

So the trick is to either develop 1 field that will change its values or a few fields that will trigger with your periods. Most developers will tell you - lets do it with one and stay elegant.

So the field should be blank for days 0-89 from the hire date

On days 90-119 from the hire date - it should have the number 1 in it
On days 120-149 from the hire date - it should have the number 2 in it
On days 150-179 from the hire date - it should have the number 3 in it
On days 180 and onward it should have a number 4 in it.

Use that field plus pair with a completion of the last course in the LP (I hope your courses have some sequence if not, you may need to enforce one for a type of LP effect - you cannot listen to an LP completion and use that as a grouping criteria).

You then do 4 automatic groups to help deploy those course sequences (and you can do them in LPs to keep them straight) using:

You probably have your initial criteria down to map to the first course.

For the second group criteria it needs to do something like this:

When Drip Field = 1 

AND 

The initial course is completed, they should meet the automatic group criteria.

For the second group the criteria needs to do something like this:

When Drip Field = 2

AND course 5 is completed, they should meet the automatic group criteria.

For the third group the criteria needs to do something like this:

When Drip Field = 3

AND course 8 is completed, they should meet the automatic group criteria.

You then use enrollment rules to map to Drip 1 (Courses 2-5), Drip 2 (Courses 6-8), Drip 3 (Courses 9-11).

Hmmm… interesting. We *may* be able to do that. We’ve been instructed we can only have a change file from the HRIS. They don’t want us to do a full update every day. Technically, this isn’t a full update but I think this may still be considered too frequent a change (essentially everyone’s record would have to be updated every 30 days). I don’t think that’ll fly but I’ll try.

This is a good point. We run our changes through daily.

Because not everyone is going to be impacted by it, call it “an incremental file”? It should be just your onboarding folk that you will work through.