I’m testing enrollment validity periods with learning plans in an effort to use the Learning plan enrollment expiring notification. I’m trying to set the validity end date as far out as possible. I want it to be years away. On August 1, I set the validity period to 8,000 days for a learning plan. On August 5, I discovered the learner I enrolled on August 1 had their validity end date set to 12/31/2037, which is 4,900 days. Today, I have tried various things and every enrollment end date ends up being set to 12/31/2037, which is 4,896 days from August 5. It will not exceed this date. It appears 12/31/2037 is the farthest date I can use for a validity end date. Does anyone know when validity end dates can be set beyond 12/31/2037?
Here’s more details in case anyone has another idea that will achieve what I want.
We enroll new employees in a learning plan on their first day. They receive the User has been enrolled in a learning plan notification at the time of their enrollment. We would like to send them another email about the learning plan about one week from their start date. The only time options for the User has been enrolled in a learning plan notification is at time of, so we cannot create another User has been enrolled in a learning plan notification with a different time trigger.
The only learning plan notification we can send at a specific time seems to be the Learning plan enrollment expiring. Because this notification requires validity dates for the learning plan, I’m trying to set them as far out as possible since we don’t really want a validity period for the learning plan. I thought I could then set the notification to be sent one week prior to the farthest validity period I could set, thinking I could set the validity thousands of days out. I didn’t realize I couldn’t set validity periods beyond 12/31/2037.
I would love any insight on validity end dates or suggestions for a way to send a notification one week after the learning plan enrollment.