UP & Bihar  ·  Facilitated by Tarento

Workshop data, all captured here

This is a summary of everything we defined at the workshop — the personas, the user stories, and the KPIs. Browse through the data, then cast your individual vote for the 3 KPIs you think should be built first.

13
Pre & In-Service Personas
42
User Stories
14
E-Kshamata KPIs
13
WPCAS KPIs
Workshop group photo
KPI Design Workshop
Personas
Persona deep dive
13 personas mapped — 4 pre-service and 9 in-service — covering key decisions, pain points, and the data each role reaches for.
13 personas defined
User Stories
User Stories
42 user stories captured — each with a frequency, a filter, and the trigger point that makes it actionable on the ground.
42 stories captured
E-Kshamata KPIs
E-Kshamata KPIs — Workshop 1
14 KPIs defined with formula, threshold, owner, and the action to take when the metric goes red. Each grounded in data already collected.
14 KPIs formula-mapped
WPCAS KPIs
WPCAS KPIs — Workshop 2
13 KPIs covering citizen satisfaction, peer feedback, supervisor effectiveness, and competency-to-practice translation.
13 WPCAS KPIs defined
Workshop 1
Pre-service personas
4 personas · State & Institute
Registrar
State
Key decision
Responsible for quality of education in the state — which institution is performing better?
Pain point
Decentralised information mechanism with no qualification standard for CBE. Hard to compare institutions objectively.
Looks for
CBE comparison — Private / Govt / Regional institutions.
TAG Member (Content Development)
State
Key decision
Validate content quality; ensure standardisation and alignment with the competency framework.
Pain point
Dashboard does not clearly show which content needs review. No clarity on what is or is not working.
Looks for
Competencies with lowest passing rate; modules needing review.
Principal (CBE)
Institute
Key decision
Which class is performing better and which is not? Who among my faculty needs support?
Pain point
No way to quantify quality of education at the individual student level.
Looks for
Class-level, faculty-level, and individual student performance.
Faculty
Institute
Key decision
What do I put in my course plan? What competencies does it cover for my students?
Pain point
Unclear what competencies each student has learnt and what additional support they still need.
Looks for
Competency-wise assessment scores per student.
Registrar
State
Key decision
Responsible for quality of education in the state — which institution is performing better?
Pain point
Decentralised information mechanism with no qualification standard for CBE. Hard to compare institutions objectively.
Looks for
CBE comparison — Private / Govt / Regional institutions.
TAG Member (Content Development)
State
Key decision
Validate content quality; ensure standardisation and alignment with the competency framework.
Pain point
Dashboard does not clearly show which content needs review. No clarity on what is or is not working.
Looks for
Competencies with lowest passing rate; modules needing review.
Principal (CBE)
Institute
Key decision
Which class is performing better and which is not? Who among my faculty needs support?
Pain point
No way to quantify quality of education at the individual student level.
Looks for
Class-level, faculty-level, and individual student performance.
Faculty
Institute
Key decision
What do I put in my course plan? What competencies does it cover for my students?
Pain point
Unclear what competencies each student has learnt and what additional support they still need.
Looks for
Competency-wise assessment scores per student.
Registrar
State
Key decision
Responsible for quality of education in the state — which institution is performing better?
Pain point
Decentralised information mechanism with no qualification standard for CBE. Hard to compare institutions objectively.
Looks for
CBE comparison — Private / Govt / Regional institutions.
TAG Member (Content Development)
State
Key decision
Validate content quality; ensure standardisation and alignment with the competency framework.
Pain point
Dashboard does not clearly show which content needs review. No clarity on what is or is not working.
Looks for
Competencies with lowest passing rate; modules needing review.
Principal (CBE)
Institute
Key decision
Which class is performing better and which is not? Who among my faculty needs support?
Pain point
No way to quantify quality of education at the individual student level.
Looks for
Class-level, faculty-level, and individual student performance.
Faculty
Institute
Key decision
What do I put in my course plan? What competencies does it cover for my students?
Pain point
Unclear what competencies each student has learnt and what additional support they still need.
Looks for
Competency-wise assessment scores per student.
AbbreviationsTAG—Technical Advisory GroupCBE—Competency-Based Education
Workshop 1
In-service personas
9 personas · State → District → Block → PHC
State Health Officials
State
Key decision
Is platform adoption on track across all districts?
Pain point
% ANMs enrolled and district-wise ranking not visible to state officials.
CBU Member (In-Service)
State
Key decision
Design training calendar based on identified competency gaps.
Pain point
No role-specific competency groups or actions at state/district level.
Special Secretary / CBU Head
State
Key decision
Ensuring capacity building is targeted and role-specific.
Pain point
Difficult to ensure CB actually addresses specific role needs on the ground.
Director (SIHFW)
State
Key decision
Training needs assessment — which specific area needs the most focus?
Pain point
TNA unclear; training delivery de-linked from delivery-specific challenges.
CMO / District Head
District
Key decision
Is adequate supervision provided? Who needs targeted capacity building?
Pain point
Does not have a full view; cannot triangulate data to understand ground reality.
Dist. Nursing Coordinator
District
Key decision
Facility-level assessment of learners — what action is needed and where?
Pain point
No easy way to identify who needs immediate effort; very manual to follow up.
Block Program Manager
Block
Key decision
Which staff need training or handholding sessions, and when?
Pain point
Onboarding gaps; technical capability development not tracked.
Block Health Supervisor
Block
Key decision
Are ANMs in my block skilled enough to provide adequate care to PW&LM?
Pain point
Pregnant women not receiving appropriate care due to skill gaps in ANMs.
PHC-Medical Officer
PHC
Key decision
Which ANMs understand basics and are meaningful contributors to prioritise?
Pain point
Incapable ANMs leading to no initial diagnostics at PHC level.
State Health Officials
State
Key decision
Is platform adoption on track across all districts?
Pain point
% ANMs enrolled and district-wise ranking not visible to state officials.
CBU Member (In-Service)
State
Key decision
Design training calendar based on identified competency gaps.
Pain point
No role-specific competency groups or actions at state/district level.
Special Secretary / CBU Head
State
Key decision
Ensuring capacity building is targeted and role-specific.
Pain point
Difficult to ensure CB actually addresses specific role needs on the ground.
Director (SIHFW)
State
Key decision
Training needs assessment — which specific area needs the most focus?
Pain point
TNA unclear; training delivery de-linked from delivery-specific challenges.
CMO / District Head
District
Key decision
Is adequate supervision provided? Who needs targeted capacity building?
Pain point
Does not have a full view; cannot triangulate data to understand ground reality.
Dist. Nursing Coordinator
District
Key decision
Facility-level assessment of learners — what action is needed and where?
Pain point
No easy way to identify who needs immediate effort; very manual to follow up.
Block Program Manager
Block
Key decision
Which staff need training or handholding sessions, and when?
Pain point
Onboarding gaps; technical capability development not tracked.
Block Health Supervisor
Block
Key decision
Are ANMs in my block skilled enough to provide adequate care to PW&LM?
Pain point
Pregnant women not receiving appropriate care due to skill gaps in ANMs.
PHC-Medical Officer
PHC
Key decision
Which ANMs understand basics and are meaningful contributors to prioritise?
Pain point
Incapable ANMs leading to no initial diagnostics at PHC level.
State Health Officials
State
Key decision
Is platform adoption on track across all districts?
Pain point
% ANMs enrolled and district-wise ranking not visible to state officials.
CBU Member (In-Service)
State
Key decision
Design training calendar based on identified competency gaps.
Pain point
No role-specific competency groups or actions at state/district level.
Special Secretary / CBU Head
State
Key decision
Ensuring capacity building is targeted and role-specific.
Pain point
Difficult to ensure CB actually addresses specific role needs on the ground.
Director (SIHFW)
State
Key decision
Training needs assessment — which specific area needs the most focus?
Pain point
TNA unclear; training delivery de-linked from delivery-specific challenges.
CMO / District Head
District
Key decision
Is adequate supervision provided? Who needs targeted capacity building?
Pain point
Does not have a full view; cannot triangulate data to understand ground reality.
Dist. Nursing Coordinator
District
Key decision
Facility-level assessment of learners — what action is needed and where?
Pain point
No easy way to identify who needs immediate effort; very manual to follow up.
Block Program Manager
Block
Key decision
Which staff need training or handholding sessions, and when?
Pain point
Onboarding gaps; technical capability development not tracked.
Block Health Supervisor
Block
Key decision
Are ANMs in my block skilled enough to provide adequate care to PW&LM?
Pain point
Pregnant women not receiving appropriate care due to skill gaps in ANMs.
PHC-Medical Officer
PHC
Key decision
Which ANMs understand basics and are meaningful contributors to prioritise?
Pain point
Incapable ANMs leading to no initial diagnostics at PHC level.
AbbreviationsPW&LM—Pregnant Women & Lactating MothersCBU—Capacity Building UnitSIHFW—State Institute of Health and Family WelfareCMO—Chief Medical OfficerPHC—Primary Health Centre
Workshop 1
User Stories
42 stories
#
Type
Role
User story
Frequency
Trigger
1
In-Service
CBU Member
As a CBU member, I need to see the correlation between competency assessment score and end-of-course result — so that I can measure whether a course actually addresses the competency gap.
Monthly / Quarterly
Course does not address competency gap (Low Co-relation)
2
In-Service
SHO
As a SHO, I need to see % of ANMs who received certificates (passed) — so I can check the effectiveness of the courses.
Monthly
<75% → flag red
3
In-Service
SHO
As a SHO, I need to see course completion rates — so I can check the effectiveness of training across ANMs in my district.
Monthly
<60% → flag red
4
In-Service
SHO
As a SHO, I want to see the dropout rate (% ANMs) — so I can prioritise outreach with District officials.
Monthly
>25% dropout → red flag
5
In-Service
CMO / District Head
As a CMO, I need to see % of competency gaps closed — the number of ANMs who took a competency assessment and successfully completed it — so I can identify officials who need to close their gap and what support can be provided.
Weekly
Officials with unclosed gaps
6
In-Service
CMO District Head
As a CMO District Head, I need to monitor average time to acquire and demonstrate competency at cohort level — so I can prioritise incentivisation, identify field officials who are lagging, and reallocate support accordingly.
Monthly
Cohort below expected competency acquisition pace
7
In-Service
Special Secretary (Head CBU)
As the Special Secretary (Head of CBU), I need to see role-specific capacity-building effectiveness — assessed by reviewer rating and learner outcomes — so I can find courses that need to be reviewed and redesigned for better competency alignment.
Monthly
Effectiveness score <75% → prioritise for redesign
8
In-Service
Medical Officer at PHC
As a Medical Officer at a PHC, I need to see how ANMs are scoring on a particular competency — so I can assign them accordingly in areas where that competency is required.
Monthly
Geographies that need specific competency types
9
In-Service
Medical Officer at PHC
As a Medical Officer at a PHC, I need to see how many ANMs have passed a particular competency — so I can ask them to undertake tasks requiring that competency, because those issues are increasingly seen in patients.
Weekly
Repeated clinical issues seen in patients
10
In-Service
MO / District Head
As a Medical Officer / District Head, I need to see qualifications and CNE points of ANMs — so I can create a seniority hierarchy among ANMs and deploy them appropriately before certain courses are assigned.
Monthly
No teachers / ANMs can be reached by Senior Nurses
11
In-Service
Block Level Supervisor
As a Block Level Supervisor, I need to know if the ANMs in my block are skilled enough to promote appropriate care to PW&LM — so that if they are lacking I can investigate the root cause and take remedial measures.
Quarterly
Deeper diagnosis if >40% scoring below passing grade
12
In-Service
Block Level Supervisor
As a Block Level Supervisor, I need to know if my block is staffed with adequate workers — so that I can promote appropriate care to PW&LM and, if they are lacking in skill, investigate and take remedial measures.
Quarterly / Bi-Yearly
Flag RED if existing vs sanctioned ANM gap is >30–40%
Our Assumption — This story describes an HR staffing gap (sanctioned vs existing headcount), not a learning or competency metric. It would require integration with government HR/HRMS data.
13
In-Service
Block Supervisor
As a Block Supervisor, I need a ranked list of facilities with the most non-delivering ANMs by course completion — so I can prioritise which facilities to visit.
Weekly
Worst 10% ANMs by course completion per facility
14
In-Service
Block Supervisor
As a Block Supervisor, I need to see which individuals return to the platform after completing a pathway — so I can recognise voluntary returners in monthly meetings.
Monthly
Any course access after mandatory assignment = voluntary return flag
15
In-Service
Block Supervisor
As a Block Supervisor, I need to see how many attempts it is taking workers to finish assessments and what questions they fail repeatedly — so on a field visit I can speak to exactly the topics where workers are struggling.
Every 10 assessments submitted
More than 3 failed attempts → flag for field visit
16
In-Service
Block Supervisor
As a Block Supervisor, I need to see the curriculum and programmes being used by workers — so I can log in, see milestones and incentives, and encourage learners during work.
Weekly
Workers not engaging with assigned courses
17
In-Service
Block Program Manager
As a Block Program Manager, I need to see active users on the platform — so I can monitor regular use and identify ANMs who have had no activity in a given month.
Monthly
No usage in the month → trigger outreach
18
In-Service
Block Program Manager
As a Block Program Manager, I need to see incomplete registrations — so I can talk to those individuals about the challenges they are facing with onboarding.
Weekly
All incomplete onboarding / registration records
19
In-Service
Block Program Manager
As a Block Program Manager, I need to see % of people registered AND % who have started courses or self-assessments — so I can conduct more targeted training or identify other challenges.
Weekly / Monthly
<10% user onboarding → trigger investigation
20
In-Service
Nursing Facility
As a Nursing Facility representative, I need to see at-risk learner metrics — so I can identify students needing support for competency achievement before they fall critically behind.
Every 15 days
Students scoring <60% on assessments
21
In-Service
ANM Principal
As an ANM Principal, I need to see inactive learner metrics — so I can intervene before students completely disengage from the platform.
Weekly
User registered but not finishing competencies
22
In-Service
Principal of ANM College
As a Principal of an ANM College, I want to make sure all learners get onboarded on the learning platform — so that no student is left behind.
Monthly / Quarterly
No engagement trigger — relies on Principal's initiative
23
In-Service
Dist. Nursing Coordinator
As a District Nursing Coordinator, I need to see intervention priority — so I can quickly identify facilities that are not even registering their ANMs on the platform.
Monthly
Facilities with zero registrations or zero passbook entries
24
In-Service
CMHO / District Head
As a CMHO / District Head, I need to see courses ranked by top/bottom completion and who are the bottom/top 10 percentile performers in my geography — so I can take corrective action or give encouragement accordingly.
Quarterly
Course consumption <5% AND rating <3/5Available-but not currently exposed on the Dashboard platform OR facility in bottom 10th percentile
25
In-Service
District Program Officer
As a District Program Officer, I need to see if training is actually increasing knowledge — so I can conduct re-assessments after 30 and 60 days of training and provide refresher training where learning has not stuck.
Monthly
% increase in learning post-training
26
In-Service
District Program Officer
As a District Program Officer, I need to see which facilities have a red flag where fewer than expected users were active in a given month — so I can create a sensitisation and engagement programme.
Weekly
Facility with less than expected active users → engagement workshop
27
In-Service
Lady Supervisor
As a Lady Supervisor, I need to see how many ANMs do not have sufficient ration — so I can plan the supplies with them.
End of week
N/A
Our Assumption — This story describes a field supply/ration adequacy check — a logistics metric, not a learning or competency platform metric. It would require integration with a supply chain or inventory management system.
28
In-Service
Block Level Supervisor
As a Block Level Supervisor, I need to know if ANMs are visiting PW&LM in my block regularly — so I can visit and intervene as needed to ensure regular visits by ANMs.
Weekly / Monthly
ANM-to-PW&LM visit ratio needs to be defined
Our Assumption — This story describes ANM field visit tracking for PW&LM — an operational delivery metric tracked in HMIS or field reporting systems, not on the learning platform. Integration with a field visit system would be needed.
29
In-Service
ANM
As an ANM, I need to see children in my catchment area with pending vaccination — so I can plan follow-up calls and visits to households accordingly.
Daily
Pending vaccination in catchment area
Our Assumption — This story describes immunisation follow-up by catchment area — an operational health delivery metric tracked in the RCH portal or ANMOL, not on the learning or competency platform.
30
In-Service
Block Supervisor / Block MO
As a Block Supervisor, I need to see facility-level competency data — so that the Block Medical Officer can be aligned with the capacity-building priorities for the CMO.
Monthly
Facility with competency gap
31
Pre-Service
Principal
As a principal, I want to see effectiveness & standardization of content — so I can master it and recommend it to TAG.
Quarterly
<10%
32
Pre-Service
Registrar
As a Registrar, I would like to see top-performing and low-performing institutes — so I can drive incentivisation and de-incentivisation.
Monthly
N/A
33
Pre-Service
TAG Member
As a TAG member, I need to see faculty/student flags — so I can escalate immediately to the TAG/SME or mark content for correction.
Weekly
>5 flags on same module
34
Pre-Service
Registrar
As a Registrar, I would like to see activation and dropout at regional and private vs govt level — so I can coordinate with schools for better governance.
Monthly
<30%
35
Pre-Service
Principal
As a principal, I want to see how many students have failed and re-attempted — so I can coordinate with faculty better.
Weekly
Score trigger 0.7
36
Pre-Service
Principal
As a principal, I need to see batch-wise performance — activation and dropout rate — so I can support faculty to ensure completion.
Weekly
<80%
37
Pre-Service
Principal
As a principal, I would like to see how long students are viewing content and completing courses — so I can give feedback to the Technical committee.
Monthly
80%
38
Pre-Service
Nursing Faculty
As a nursing faculty member, I need to see competency-wise assessment scores for my students — so I can target my teaching for competencies with low scores.
Monthly
Score <40% → flag module
39
Pre-Service
Nursing Faculty
As a nursing faculty member, I need to know question-wise incorrect rate — so I can focus on knowledge gaps among my students.
Weekly
Incorrect rate >50% → flag red
40
Pre-Service
TAG Member
As a TAG member, I need to see assessment questions frequently answered incorrectly — so I can identify questions and content that need improvement.
Weekly
>50% learners got one question wrong
41
Pre-Service
TAG Member
As a TAG member, I would like to see courses with low passing rate despite high completion rate — so I can identify content that needs revision.
Monthly
Completion >70% but passing <50%
42
Pre-Service
Nursing Faculty
As a nursing faculty member, I need to see student-wise course completion — so I can identify which students need to be nudged to complete their learning.
Weekly
Courses incomplete 2 weeks after assignment
#
Type
Role
User story
Frequency
Trigger
1
In-Service
CBU Member
As a CBU member, I need to see the correlation between competency assessment score and end-of-course result — so that I can measure whether a course actually addresses the competency gap.
Monthly / Quarterly
Course does not address competency gap (Low Co-relation)
2
In-Service
SHO
As a SHO, I need to see % of ANMs who received certificates (passed) — so I can check the effectiveness of the courses.
Monthly
<75% → flag red
3
In-Service
SHO
As a SHO, I need to see course completion rates — so I can check the effectiveness of training across ANMs in my district.
Monthly
<60% → flag red
4
In-Service
SHO
As a SHO, I want to see the dropout rate (% ANMs) — so I can prioritise outreach with District officials.
Monthly
>25% dropout → red flag
5
In-Service
CMO / District Head
As a CMO, I need to see % of competency gaps closed — the number of ANMs who took a competency assessment and successfully completed it — so I can identify officials who need to close their gap and what support can be provided.
Weekly
Officials with unclosed gaps
6
In-Service
CMO District Head
As a CMO District Head, I need to monitor average time to acquire and demonstrate competency at cohort level — so I can prioritise incentivisation, identify field officials who are lagging, and reallocate support accordingly.
Monthly
Cohort below expected competency acquisition pace
7
In-Service
Special Secretary (Head CBU)
As the Special Secretary (Head of CBU), I need to see role-specific capacity-building effectiveness — assessed by reviewer rating and learner outcomes — so I can find courses that need to be reviewed and redesigned for better competency alignment.
Monthly
Effectiveness score <75% → prioritise for redesign
8
In-Service
Medical Officer at PHC
As a Medical Officer at a PHC, I need to see how ANMs are scoring on a particular competency — so I can assign them accordingly in areas where that competency is required.
Monthly
Geographies that need specific competency types
9
In-Service
Medical Officer at PHC
As a Medical Officer at a PHC, I need to see how many ANMs have passed a particular competency — so I can ask them to undertake tasks requiring that competency, because those issues are increasingly seen in patients.
Weekly
Repeated clinical issues seen in patients
10
In-Service
MO / District Head
As a Medical Officer / District Head, I need to see qualifications and CNE points of ANMs — so I can create a seniority hierarchy among ANMs and deploy them appropriately before certain courses are assigned.
Monthly
No teachers / ANMs can be reached by Senior Nurses
11
In-Service
Block Level Supervisor
As a Block Level Supervisor, I need to know if the ANMs in my block are skilled enough to promote appropriate care to PW&LM — so that if they are lacking I can investigate the root cause and take remedial measures.
Quarterly
Deeper diagnosis if >40% scoring below passing grade
12
In-Service
Block Level Supervisor
As a Block Level Supervisor, I need to know if my block is staffed with adequate workers — so that I can promote appropriate care to PW&LM and, if they are lacking in skill, investigate and take remedial measures.
Quarterly / Bi-Yearly
Flag RED if existing vs sanctioned ANM gap is >30–40%
Our Assumption — This story describes an HR staffing gap (sanctioned vs existing headcount), not a learning or competency metric. It would require integration with government HR/HRMS data.
13
In-Service
Block Supervisor
As a Block Supervisor, I need a ranked list of facilities with the most non-delivering ANMs by course completion — so I can prioritise which facilities to visit.
Weekly
Worst 10% ANMs by course completion per facility
14
In-Service
Block Supervisor
As a Block Supervisor, I need to see which individuals return to the platform after completing a pathway — so I can recognise voluntary returners in monthly meetings.
Monthly
Any course access after mandatory assignment = voluntary return flag
15
In-Service
Block Supervisor
As a Block Supervisor, I need to see how many attempts it is taking workers to finish assessments and what questions they fail repeatedly — so on a field visit I can speak to exactly the topics where workers are struggling.
Every 10 assessments submitted
More than 3 failed attempts → flag for field visit
16
In-Service
Block Supervisor
As a Block Supervisor, I need to see the curriculum and programmes being used by workers — so I can log in, see milestones and incentives, and encourage learners during work.
Weekly
Workers not engaging with assigned courses
17
In-Service
Block Program Manager
As a Block Program Manager, I need to see active users on the platform — so I can monitor regular use and identify ANMs who have had no activity in a given month.
Monthly
No usage in the month → trigger outreach
18
In-Service
Block Program Manager
As a Block Program Manager, I need to see incomplete registrations — so I can talk to those individuals about the challenges they are facing with onboarding.
Weekly
All incomplete onboarding / registration records
19
In-Service
Block Program Manager
As a Block Program Manager, I need to see % of people registered AND % who have started courses or self-assessments — so I can conduct more targeted training or identify other challenges.
Weekly / Monthly
<10% user onboarding → trigger investigation
20
In-Service
Nursing Facility
As a Nursing Facility representative, I need to see at-risk learner metrics — so I can identify students needing support for competency achievement before they fall critically behind.
Every 15 days
Students scoring <60% on assessments
21
In-Service
ANM Principal
As an ANM Principal, I need to see inactive learner metrics — so I can intervene before students completely disengage from the platform.
Weekly
User registered but not finishing competencies
22
In-Service
Principal of ANM College
As a Principal of an ANM College, I want to make sure all learners get onboarded on the learning platform — so that no student is left behind.
Monthly / Quarterly
No engagement trigger — relies on Principal's initiative
23
In-Service
Dist. Nursing Coordinator
As a District Nursing Coordinator, I need to see intervention priority — so I can quickly identify facilities that are not even registering their ANMs on the platform.
Monthly
Facilities with zero registrations or zero passbook entries
24
In-Service
CMHO / District Head
As a CMHO / District Head, I need to see courses ranked by top/bottom completion and who are the bottom/top 10 percentile performers in my geography — so I can take corrective action or give encouragement accordingly.
Quarterly
Course consumption <5% AND rating <3/5Available-but not currently exposed on the Dashboard platform OR facility in bottom 10th percentile
25
In-Service
District Program Officer
As a District Program Officer, I need to see if training is actually increasing knowledge — so I can conduct re-assessments after 30 and 60 days of training and provide refresher training where learning has not stuck.
Monthly
% increase in learning post-training
26
In-Service
District Program Officer
As a District Program Officer, I need to see which facilities have a red flag where fewer than expected users were active in a given month — so I can create a sensitisation and engagement programme.
Weekly
Facility with less than expected active users → engagement workshop
27
In-Service
Lady Supervisor
As a Lady Supervisor, I need to see how many ANMs do not have sufficient ration — so I can plan the supplies with them.
End of week
N/A
Our Assumption — This story describes a field supply/ration adequacy check — a logistics metric, not a learning or competency platform metric. It would require integration with a supply chain or inventory management system.
28
In-Service
Block Level Supervisor
As a Block Level Supervisor, I need to know if ANMs are visiting PW&LM in my block regularly — so I can visit and intervene as needed to ensure regular visits by ANMs.
Weekly / Monthly
ANM-to-PW&LM visit ratio needs to be defined
Our Assumption — This story describes ANM field visit tracking for PW&LM — an operational delivery metric tracked in HMIS or field reporting systems, not on the learning platform. Integration with a field visit system would be needed.
29
In-Service
ANM
As an ANM, I need to see children in my catchment area with pending vaccination — so I can plan follow-up calls and visits to households accordingly.
Daily
Pending vaccination in catchment area
Our Assumption — This story describes immunisation follow-up by catchment area — an operational health delivery metric tracked in the RCH portal or ANMOL, not on the learning or competency platform.
30
In-Service
Block Supervisor / Block MO
As a Block Supervisor, I need to see facility-level competency data — so that the Block Medical Officer can be aligned with the capacity-building priorities for the CMO.
Monthly
Facility with competency gap
31
Pre-Service
Principal
As a principal, I want to see effectiveness & standardization of content — so I can master it and recommend it to TAG.
Quarterly
<10%
32
Pre-Service
Registrar
As a Registrar, I would like to see top-performing and low-performing institutes — so I can drive incentivisation and de-incentivisation.
Monthly
N/A
33
Pre-Service
TAG Member
As a TAG member, I need to see faculty/student flags — so I can escalate immediately to the TAG/SME or mark content for correction.
Weekly
>5 flags on same module
34
Pre-Service
Registrar
As a Registrar, I would like to see activation and dropout at regional and private vs govt level — so I can coordinate with schools for better governance.
Monthly
<30%
35
Pre-Service
Principal
As a principal, I want to see how many students have failed and re-attempted — so I can coordinate with faculty better.
Weekly
Score trigger 0.7
36
Pre-Service
Principal
As a principal, I need to see batch-wise performance — activation and dropout rate — so I can support faculty to ensure completion.
Weekly
<80%
37
Pre-Service
Principal
As a principal, I would like to see how long students are viewing content and completing courses — so I can give feedback to the Technical committee.
Monthly
80%
38
Pre-Service
Nursing Faculty
As a nursing faculty member, I need to see competency-wise assessment scores for my students — so I can target my teaching for competencies with low scores.
Monthly
Score <40% → flag module
39
Pre-Service
Nursing Faculty
As a nursing faculty member, I need to know question-wise incorrect rate — so I can focus on knowledge gaps among my students.
Weekly
Incorrect rate >50% → flag red
40
Pre-Service
TAG Member
As a TAG member, I need to see assessment questions frequently answered incorrectly — so I can identify questions and content that need improvement.
Weekly
>50% learners got one question wrong
41
Pre-Service
TAG Member
As a TAG member, I would like to see courses with low passing rate despite high completion rate — so I can identify content that needs revision.
Monthly
Completion >70% but passing <50%
42
Pre-Service
Nursing Faculty
As a nursing faculty member, I need to see student-wise course completion — so I can identify which students need to be nudged to complete their learning.
Weekly
Courses incomplete 2 weeks after assignment
#
Type
Role
User story
Frequency
Trigger
1
In-Service
CBU Member
As a CBU member, I need to see the correlation between competency assessment score and end-of-course result — so that I can measure whether a course actually addresses the competency gap.
Monthly / Quarterly
Course does not address competency gap (Low Co-relation)
2
In-Service
SHO
As a SHO, I need to see % of ANMs who received certificates (passed) — so I can check the effectiveness of the courses.
Monthly
<75% → flag red
3
In-Service
SHO
As a SHO, I need to see course completion rates — so I can check the effectiveness of training across ANMs in my district.
Monthly
<60% → flag red
4
In-Service
SHO
As a SHO, I want to see the dropout rate (% ANMs) — so I can prioritise outreach with District officials.
Monthly
>25% dropout → red flag
5
In-Service
CMO / District Head
As a CMO, I need to see % of competency gaps closed — the number of ANMs who took a competency assessment and successfully completed it — so I can identify officials who need to close their gap and what support can be provided.
Weekly
Officials with unclosed gaps
6
In-Service
CMO District Head
As a CMO District Head, I need to monitor average time to acquire and demonstrate competency at cohort level — so I can prioritise incentivisation, identify field officials who are lagging, and reallocate support accordingly.
Monthly
Cohort below expected competency acquisition pace
7
In-Service
Special Secretary (Head CBU)
As the Special Secretary (Head of CBU), I need to see role-specific capacity-building effectiveness — assessed by reviewer rating and learner outcomes — so I can find courses that need to be reviewed and redesigned for better competency alignment.
Monthly
Effectiveness score <75% → prioritise for redesign
8
In-Service
Medical Officer at PHC
As a Medical Officer at a PHC, I need to see how ANMs are scoring on a particular competency — so I can assign them accordingly in areas where that competency is required.
Monthly
Geographies that need specific competency types
9
In-Service
Medical Officer at PHC
As a Medical Officer at a PHC, I need to see how many ANMs have passed a particular competency — so I can ask them to undertake tasks requiring that competency, because those issues are increasingly seen in patients.
Weekly
Repeated clinical issues seen in patients
10
In-Service
MO / District Head
As a Medical Officer / District Head, I need to see qualifications and CNE points of ANMs — so I can create a seniority hierarchy among ANMs and deploy them appropriately before certain courses are assigned.
Monthly
No teachers / ANMs can be reached by Senior Nurses
11
In-Service
Block Level Supervisor
As a Block Level Supervisor, I need to know if the ANMs in my block are skilled enough to promote appropriate care to PW&LM — so that if they are lacking I can investigate the root cause and take remedial measures.
Quarterly
Deeper diagnosis if >40% scoring below passing grade
12
In-Service
Block Level Supervisor
As a Block Level Supervisor, I need to know if my block is staffed with adequate workers — so that I can promote appropriate care to PW&LM and, if they are lacking in skill, investigate and take remedial measures.
Quarterly / Bi-Yearly
Flag RED if existing vs sanctioned ANM gap is >30–40%
Our Assumption — This story describes an HR staffing gap (sanctioned vs existing headcount), not a learning or competency metric. It would require integration with government HR/HRMS data.
13
In-Service
Block Supervisor
As a Block Supervisor, I need a ranked list of facilities with the most non-delivering ANMs by course completion — so I can prioritise which facilities to visit.
Weekly
Worst 10% ANMs by course completion per facility
14
In-Service
Block Supervisor
As a Block Supervisor, I need to see which individuals return to the platform after completing a pathway — so I can recognise voluntary returners in monthly meetings.
Monthly
Any course access after mandatory assignment = voluntary return flag
15
In-Service
Block Supervisor
As a Block Supervisor, I need to see how many attempts it is taking workers to finish assessments and what questions they fail repeatedly — so on a field visit I can speak to exactly the topics where workers are struggling.
Every 10 assessments submitted
More than 3 failed attempts → flag for field visit
16
In-Service
Block Supervisor
As a Block Supervisor, I need to see the curriculum and programmes being used by workers — so I can log in, see milestones and incentives, and encourage learners during work.
Weekly
Workers not engaging with assigned courses
17
In-Service
Block Program Manager
As a Block Program Manager, I need to see active users on the platform — so I can monitor regular use and identify ANMs who have had no activity in a given month.
Monthly
No usage in the month → trigger outreach
18
In-Service
Block Program Manager
As a Block Program Manager, I need to see incomplete registrations — so I can talk to those individuals about the challenges they are facing with onboarding.
Weekly
All incomplete onboarding / registration records
19
In-Service
Block Program Manager
As a Block Program Manager, I need to see % of people registered AND % who have started courses or self-assessments — so I can conduct more targeted training or identify other challenges.
Weekly / Monthly
<10% user onboarding → trigger investigation
20
In-Service
Nursing Facility
As a Nursing Facility representative, I need to see at-risk learner metrics — so I can identify students needing support for competency achievement before they fall critically behind.
Every 15 days
Students scoring <60% on assessments
21
In-Service
ANM Principal
As an ANM Principal, I need to see inactive learner metrics — so I can intervene before students completely disengage from the platform.
Weekly
User registered but not finishing competencies
22
In-Service
Principal of ANM College
As a Principal of an ANM College, I want to make sure all learners get onboarded on the learning platform — so that no student is left behind.
Monthly / Quarterly
No engagement trigger — relies on Principal's initiative
23
In-Service
Dist. Nursing Coordinator
As a District Nursing Coordinator, I need to see intervention priority — so I can quickly identify facilities that are not even registering their ANMs on the platform.
Monthly
Facilities with zero registrations or zero passbook entries
24
In-Service
CMHO / District Head
As a CMHO / District Head, I need to see courses ranked by top/bottom completion and who are the bottom/top 10 percentile performers in my geography — so I can take corrective action or give encouragement accordingly.
Quarterly
Course consumption <5% AND rating <3/5Available-but not currently exposed on the Dashboard platform OR facility in bottom 10th percentile
25
In-Service
District Program Officer
As a District Program Officer, I need to see if training is actually increasing knowledge — so I can conduct re-assessments after 30 and 60 days of training and provide refresher training where learning has not stuck.
Monthly
% increase in learning post-training
26
In-Service
District Program Officer
As a District Program Officer, I need to see which facilities have a red flag where fewer than expected users were active in a given month — so I can create a sensitisation and engagement programme.
Weekly
Facility with less than expected active users → engagement workshop
27
In-Service
Lady Supervisor
As a Lady Supervisor, I need to see how many ANMs do not have sufficient ration — so I can plan the supplies with them.
End of week
N/A
Our Assumption — This story describes a field supply/ration adequacy check — a logistics metric, not a learning or competency platform metric. It would require integration with a supply chain or inventory management system.
28
In-Service
Block Level Supervisor
As a Block Level Supervisor, I need to know if ANMs are visiting PW&LM in my block regularly — so I can visit and intervene as needed to ensure regular visits by ANMs.
Weekly / Monthly
ANM-to-PW&LM visit ratio needs to be defined
Our Assumption — This story describes ANM field visit tracking for PW&LM — an operational delivery metric tracked in HMIS or field reporting systems, not on the learning platform. Integration with a field visit system would be needed.
29
In-Service
ANM
As an ANM, I need to see children in my catchment area with pending vaccination — so I can plan follow-up calls and visits to households accordingly.
Daily
Pending vaccination in catchment area
Our Assumption — This story describes immunisation follow-up by catchment area — an operational health delivery metric tracked in the RCH portal or ANMOL, not on the learning or competency platform.
30
In-Service
Block Supervisor / Block MO
As a Block Supervisor, I need to see facility-level competency data — so that the Block Medical Officer can be aligned with the capacity-building priorities for the CMO.
Monthly
Facility with competency gap
31
Pre-Service
Principal
As a principal, I want to see effectiveness & standardization of content — so I can master it and recommend it to TAG.
Quarterly
<10%
32
Pre-Service
Registrar
As a Registrar, I would like to see top-performing and low-performing institutes — so I can drive incentivisation and de-incentivisation.
Monthly
N/A
33
Pre-Service
TAG Member
As a TAG member, I need to see faculty/student flags — so I can escalate immediately to the TAG/SME or mark content for correction.
Weekly
>5 flags on same module
34
Pre-Service
Registrar
As a Registrar, I would like to see activation and dropout at regional and private vs govt level — so I can coordinate with schools for better governance.
Monthly
<30%
35
Pre-Service
Principal
As a principal, I want to see how many students have failed and re-attempted — so I can coordinate with faculty better.
Weekly
Score trigger 0.7
36
Pre-Service
Principal
As a principal, I need to see batch-wise performance — activation and dropout rate — so I can support faculty to ensure completion.
Weekly
<80%
37
Pre-Service
Principal
As a principal, I would like to see how long students are viewing content and completing courses — so I can give feedback to the Technical committee.
Monthly
80%
38
Pre-Service
Nursing Faculty
As a nursing faculty member, I need to see competency-wise assessment scores for my students — so I can target my teaching for competencies with low scores.
Monthly
Score <40% → flag module
39
Pre-Service
Nursing Faculty
As a nursing faculty member, I need to know question-wise incorrect rate — so I can focus on knowledge gaps among my students.
Weekly
Incorrect rate >50% → flag red
40
Pre-Service
TAG Member
As a TAG member, I need to see assessment questions frequently answered incorrectly — so I can identify questions and content that need improvement.
Weekly
>50% learners got one question wrong
41
Pre-Service
TAG Member
As a TAG member, I would like to see courses with low passing rate despite high completion rate — so I can identify content that needs revision.
Monthly
Completion >70% but passing <50%
42
Pre-Service
Nursing Faculty
As a nursing faculty member, I need to see student-wise course completion — so I can identify which students need to be nudged to complete their learning.
Weekly
Courses incomplete 2 weeks after assignment
◆Our Assumption—Stories marked with this symbol contain our team’s assumption about scope or platform fit.
AbbreviationsANM—Auxiliary Nurse MidwifeCBU—Capacity Building UnitSHO—Senior Health OfficerPHC—Primary Health Centre
Workshop 1
E-Kshamata KPIs
1
Voluntary Re-engagement Rate
Tracks whether learners voluntarily return to platform after completing their assigned pathway.
Both
Formula
Workers with ≥1 self-initiated session post-pathway ÷ total workers
Target threshold
<20% → Red flag
Frequency
Quarterly
Owner
Assessment / Course Designers
⚠ Action if red
Investigate content quality & learner motivation at the facility.
Visualization
Scorecard
Persona: District Nursing Co-ordinator · SHO (In-Service) · TAG Member (Pre-Service)
2
Facilities with >70% ANMs Not Completing
Ranks facilities by the share of ANMs who have not completed assigned courses.
In-Service
Formula
ANMs not completed ÷ all ANMs at facility → rank by facility
Target threshold
≥70% → Red
Frequency
Weekly
Owner
Block Supervisor
⚠ Action if red
Prioritise for supervisor visit; nudge facility supervisor.
Visualization
Bar / Ranked list
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: Block Supervisor · District Nursing Coordinator
3
Poorly Rated Courses (≤2 stars)
Identifies courses underperforming on quality based on ratings, consumption, and feedback.
Both
Formula
Composite: Rating + Consumption + Quantitative Feedback
Target threshold
≤2 stars (≥30% rated)
Frequency
Yearly / Bi-annually
Owner
CBU
⚠ Action if red
Course correction or retirement. Assign to content team.
Visualization
Pie chart
Data AvailabilityAvailable - but not currently exposed on the Dashboard platform
Persona: CBU (In-Service) · TAG Member (Pre-Service)
4
% Enrollment After Induction
Tracks what % of inducted people actually registered on the platform.
In-Service
Formula
No. registered ÷ total trained × 100
Target threshold
<70% → Red alert
Frequency
After each induction
Owner
Block PM / CBU
⚠ Action if red
Review training design and investigate other roadblocks.
Visualization
Bar (comparison)
Data AvailabilityNot Available
Persona: Block Supervisor
5
Batch-wise Competency Attainment
Shows batch-level performance across activation, dropout, pass, fail, and re-attempt rates.
Pre-Service
Formula
% attempted · passed · failed · re-attempted per batch
Target threshold
Dropout >10% · Fail >30% → Red
Frequency
Monthly
Owner
Principal
⚠ Action if red
Investigate onboarding; support at-risk students.
Visualization
Bar / Pie
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: Principal
6
Course Effectiveness Index (30-day)
Measures how effectively courses close the competency gap within 30 days of completion.
In-Service
Formula
Officers demonstrating competency ÷ officers who completed course (last 30d) × 100
Target threshold
<80% → Review
Frequency
Monthly
Owner
State Institute (competency-mapped)
⚠ Action if red
Review mapped course vs competency assigned. Trigger redesign if needed.
Visualization
Bar
Data AvailabilityNot Available
Persona: State Institute (competency-mapped)
7
Competency Acquisition Index (30-day)
Identifies frontline staff acquiring competencies fastest in a 30-day window.
In-Service
Formula
ANMs with ≥1 level improvement in 30d ÷ all registered ANMs who took assessment
Target threshold
No fixed target (diagnostic KPI)
Frequency
Every 30-day cycle
Owner
MoIC / CMO at Block / District
⚠ Action if red
Identify gaps, diagnose root cause, surface to technical team.
Visualization
Line chart
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: District CMO
8
Course / Competency Dropout Rate
Tracks learners not completing courses within the stipulated timeline, by geography and stage.
In-Service
Formula
Learners not completing within timeline ÷ total enrolled per course
Target threshold
≥30% → Deeper diagnosis
Frequency
Monthly / Quarterly
Owner
District / Programme Officers
⚠ Action if red
Analyse by geography and course stage. Diagnose root cause.
Visualization
Bar + Time-series line
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: District Program Officer · Block Supervisors
9
Content Effectiveness Gap
Computes gap between course completion rate and assessment pass rate to surface content issues.
Both
Formula
Course Completion Rate − Assessment Pass Rate = Gap %
Target threshold
Gap >30% → TAG review
Frequency
Monthly
Owner
Technical Advisory Group (TAG)
⚠ Action if red
TAG reviews course content and assessment questions.
Visualization
Bar
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: CBU (In-Service) · TAG Member (Pre-Service)
10
Awards for Top Performers
Identifies top students at divisional and state level for recognition and incentivisation.
Pre-Service
Formula
Students with high pass % + fast assessment completion
Target threshold
>95% to qualify
Frequency
Once every 3 months
Owner
Registrar
⚠ Action if red
Escalate to Director Medical Education dashboard.
Visualization
Bar
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: Registrar
11
Personalized Learning Pathway Readiness
Flags students below competency threshold who need a customised learning pathway.
Pre-Service
Formula
Competency-level-wise assessment pass rate per student
Target threshold
<70% on any competency → Red
Frequency
Monthly
Owner
Faculty → Principal (if no pathway in 2 weeks)
⚠ Action if red
Create targeted learning pathway for flagged students.
Visualization
Bar
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: Faculty
12
% FLWs at Target Competency Level (District)
Tracks % of FLWs in a district reaching the locally required competency level.
In-Service
Formula
FLWs at level {X} & competency {Y} ÷ total registered FLWs × 100
Target threshold
<80% → Action required
Frequency
Quarterly
Owner
District Head (CMHO)
⚠ Action if red
Surface in district review meeting. Send alerts and letters.
Visualization
Stacked bar + Map
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: District CMO · District Head (CMHO)
13
Enrolled Users / Registered Users
Measures the activation gap — how many registered users have not yet started any learning.
Both
Formula
Passbook entries ÷ total registrations × 100 — block & district-wise
Target threshold
≤10% passbook → Alert
Frequency
Weekly (recommended)
Owner
Block Supervisor
⚠ Action if red
Identify dormant users. Trigger WhatsApp nudge or re-induction.
Visualization
Bar
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: SHO · District CMO · Block Supervisors (IS) · Registrar · Principal · Faculty (PS)
14
Knowledge-wise Seniority Mapping
Creates a competency hierarchy among ANMs to reduce MO workload at PHC level.
In-Service
Formula
Segment by degree + CNE score + competency level: <3 · 3–5 · 5–7
Target threshold
Avg score ≥3 for elevated responsibility
Frequency
Monthly
Owner
Medical Officer at PHC / Block / District
⚠ Action if red
Assign targeted courses below tier. MO allocates by seniority map.
Visualization
Pyramid / Pie
Data AvailabilityNot Available
Persona: District CMO · Block Supervisors · PHC Head
1
Voluntary Re-engagement Rate
Tracks whether learners voluntarily return to platform after completing their assigned pathway.
Both
Formula
Workers with ≥1 self-initiated session post-pathway ÷ total workers
Target threshold
<20% → Red flag
Frequency
Quarterly
Owner
Assessment / Course Designers
⚠ Action if red
Investigate content quality & learner motivation at the facility.
Visualization
Scorecard
Persona: District Nursing Co-ordinator · SHO (In-Service) · TAG Member (Pre-Service)
2
Facilities with >70% ANMs Not Completing
Ranks facilities by the share of ANMs who have not completed assigned courses.
In-Service
Formula
ANMs not completed ÷ all ANMs at facility → rank by facility
Target threshold
≥70% → Red
Frequency
Weekly
Owner
Block Supervisor
⚠ Action if red
Prioritise for supervisor visit; nudge facility supervisor.
Visualization
Bar / Ranked list
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: Block Supervisor · District Nursing Coordinator
3
Poorly Rated Courses (≤2 stars)
Identifies courses underperforming on quality based on ratings, consumption, and feedback.
Both
Formula
Composite: Rating + Consumption + Quantitative Feedback
Target threshold
≤2 stars (≥30% rated)
Frequency
Yearly / Bi-annually
Owner
CBU
⚠ Action if red
Course correction or retirement. Assign to content team.
Visualization
Pie chart
Data AvailabilityAvailable - but not currently exposed on the Dashboard platform
Persona: CBU (In-Service) · TAG Member (Pre-Service)
4
% Enrollment After Induction
Tracks what % of inducted people actually registered on the platform.
In-Service
Formula
No. registered ÷ total trained × 100
Target threshold
<70% → Red alert
Frequency
After each induction
Owner
Block PM / CBU
⚠ Action if red
Review training design and investigate other roadblocks.
Visualization
Bar (comparison)
Data AvailabilityNot Available
Persona: Block Supervisor
5
Batch-wise Competency Attainment
Shows batch-level performance across activation, dropout, pass, fail, and re-attempt rates.
Pre-Service
Formula
% attempted · passed · failed · re-attempted per batch
Target threshold
Dropout >10% · Fail >30% → Red
Frequency
Monthly
Owner
Principal
⚠ Action if red
Investigate onboarding; support at-risk students.
Visualization
Bar / Pie
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: Principal
6
Course Effectiveness Index (30-day)
Measures how effectively courses close the competency gap within 30 days of completion.
In-Service
Formula
Officers demonstrating competency ÷ officers who completed course (last 30d) × 100
Target threshold
<80% → Review
Frequency
Monthly
Owner
State Institute (competency-mapped)
⚠ Action if red
Review mapped course vs competency assigned. Trigger redesign if needed.
Visualization
Bar
Data AvailabilityNot Available
Persona: State Institute (competency-mapped)
7
Competency Acquisition Index (30-day)
Identifies frontline staff acquiring competencies fastest in a 30-day window.
In-Service
Formula
ANMs with ≥1 level improvement in 30d ÷ all registered ANMs who took assessment
Target threshold
No fixed target (diagnostic KPI)
Frequency
Every 30-day cycle
Owner
MoIC / CMO at Block / District
⚠ Action if red
Identify gaps, diagnose root cause, surface to technical team.
Visualization
Line chart
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: District CMO
8
Course / Competency Dropout Rate
Tracks learners not completing courses within the stipulated timeline, by geography and stage.
In-Service
Formula
Learners not completing within timeline ÷ total enrolled per course
Target threshold
≥30% → Deeper diagnosis
Frequency
Monthly / Quarterly
Owner
District / Programme Officers
⚠ Action if red
Analyse by geography and course stage. Diagnose root cause.
Visualization
Bar + Time-series line
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: District Program Officer · Block Supervisors
9
Content Effectiveness Gap
Computes gap between course completion rate and assessment pass rate to surface content issues.
Both
Formula
Course Completion Rate − Assessment Pass Rate = Gap %
Target threshold
Gap >30% → TAG review
Frequency
Monthly
Owner
Technical Advisory Group (TAG)
⚠ Action if red
TAG reviews course content and assessment questions.
Visualization
Bar
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: CBU (In-Service) · TAG Member (Pre-Service)
10
Awards for Top Performers
Identifies top students at divisional and state level for recognition and incentivisation.
Pre-Service
Formula
Students with high pass % + fast assessment completion
Target threshold
>95% to qualify
Frequency
Once every 3 months
Owner
Registrar
⚠ Action if red
Escalate to Director Medical Education dashboard.
Visualization
Bar
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: Registrar
11
Personalized Learning Pathway Readiness
Flags students below competency threshold who need a customised learning pathway.
Pre-Service
Formula
Competency-level-wise assessment pass rate per student
Target threshold
<70% on any competency → Red
Frequency
Monthly
Owner
Faculty → Principal (if no pathway in 2 weeks)
⚠ Action if red
Create targeted learning pathway for flagged students.
Visualization
Bar
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: Faculty
12
% FLWs at Target Competency Level (District)
Tracks % of FLWs in a district reaching the locally required competency level.
In-Service
Formula
FLWs at level {X} & competency {Y} ÷ total registered FLWs × 100
Target threshold
<80% → Action required
Frequency
Quarterly
Owner
District Head (CMHO)
⚠ Action if red
Surface in district review meeting. Send alerts and letters.
Visualization
Stacked bar + Map
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: District CMO · District Head (CMHO)
13
Enrolled Users / Registered Users
Measures the activation gap — how many registered users have not yet started any learning.
Both
Formula
Passbook entries ÷ total registrations × 100 — block & district-wise
Target threshold
≤10% passbook → Alert
Frequency
Weekly (recommended)
Owner
Block Supervisor
⚠ Action if red
Identify dormant users. Trigger WhatsApp nudge or re-induction.
Visualization
Bar
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: SHO · District CMO · Block Supervisors (IS) · Registrar · Principal · Faculty (PS)
14
Knowledge-wise Seniority Mapping
Creates a competency hierarchy among ANMs to reduce MO workload at PHC level.
In-Service
Formula
Segment by degree + CNE score + competency level: <3 · 3–5 · 5–7
Target threshold
Avg score ≥3 for elevated responsibility
Frequency
Monthly
Owner
Medical Officer at PHC / Block / District
⚠ Action if red
Assign targeted courses below tier. MO allocates by seniority map.
Visualization
Pyramid / Pie
Data AvailabilityNot Available
Persona: District CMO · Block Supervisors · PHC Head
1
Voluntary Re-engagement Rate
Tracks whether learners voluntarily return to platform after completing their assigned pathway.
Both
Formula
Workers with ≥1 self-initiated session post-pathway ÷ total workers
Target threshold
<20% → Red flag
Frequency
Quarterly
Owner
Assessment / Course Designers
⚠ Action if red
Investigate content quality & learner motivation at the facility.
Visualization
Scorecard
Persona: District Nursing Co-ordinator · SHO (In-Service) · TAG Member (Pre-Service)
2
Facilities with >70% ANMs Not Completing
Ranks facilities by the share of ANMs who have not completed assigned courses.
In-Service
Formula
ANMs not completed ÷ all ANMs at facility → rank by facility
Target threshold
≥70% → Red
Frequency
Weekly
Owner
Block Supervisor
⚠ Action if red
Prioritise for supervisor visit; nudge facility supervisor.
Visualization
Bar / Ranked list
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: Block Supervisor · District Nursing Coordinator
3
Poorly Rated Courses (≤2 stars)
Identifies courses underperforming on quality based on ratings, consumption, and feedback.
Both
Formula
Composite: Rating + Consumption + Quantitative Feedback
Target threshold
≤2 stars (≥30% rated)
Frequency
Yearly / Bi-annually
Owner
CBU
⚠ Action if red
Course correction or retirement. Assign to content team.
Visualization
Pie chart
Data AvailabilityAvailable - but not currently exposed on the Dashboard platform
Persona: CBU (In-Service) · TAG Member (Pre-Service)
4
% Enrollment After Induction
Tracks what % of inducted people actually registered on the platform.
In-Service
Formula
No. registered ÷ total trained × 100
Target threshold
<70% → Red alert
Frequency
After each induction
Owner
Block PM / CBU
⚠ Action if red
Review training design and investigate other roadblocks.
Visualization
Bar (comparison)
Data AvailabilityNot Available
Persona: Block Supervisor
5
Batch-wise Competency Attainment
Shows batch-level performance across activation, dropout, pass, fail, and re-attempt rates.
Pre-Service
Formula
% attempted · passed · failed · re-attempted per batch
Target threshold
Dropout >10% · Fail >30% → Red
Frequency
Monthly
Owner
Principal
⚠ Action if red
Investigate onboarding; support at-risk students.
Visualization
Bar / Pie
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: Principal
6
Course Effectiveness Index (30-day)
Measures how effectively courses close the competency gap within 30 days of completion.
In-Service
Formula
Officers demonstrating competency ÷ officers who completed course (last 30d) × 100
Target threshold
<80% → Review
Frequency
Monthly
Owner
State Institute (competency-mapped)
⚠ Action if red
Review mapped course vs competency assigned. Trigger redesign if needed.
Visualization
Bar
Data AvailabilityNot Available
Persona: State Institute (competency-mapped)
7
Competency Acquisition Index (30-day)
Identifies frontline staff acquiring competencies fastest in a 30-day window.
In-Service
Formula
ANMs with ≥1 level improvement in 30d ÷ all registered ANMs who took assessment
Target threshold
No fixed target (diagnostic KPI)
Frequency
Every 30-day cycle
Owner
MoIC / CMO at Block / District
⚠ Action if red
Identify gaps, diagnose root cause, surface to technical team.
Visualization
Line chart
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: District CMO
8
Course / Competency Dropout Rate
Tracks learners not completing courses within the stipulated timeline, by geography and stage.
In-Service
Formula
Learners not completing within timeline ÷ total enrolled per course
Target threshold
≥30% → Deeper diagnosis
Frequency
Monthly / Quarterly
Owner
District / Programme Officers
⚠ Action if red
Analyse by geography and course stage. Diagnose root cause.
Visualization
Bar + Time-series line
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: District Program Officer · Block Supervisors
9
Content Effectiveness Gap
Computes gap between course completion rate and assessment pass rate to surface content issues.
Both
Formula
Course Completion Rate − Assessment Pass Rate = Gap %
Target threshold
Gap >30% → TAG review
Frequency
Monthly
Owner
Technical Advisory Group (TAG)
⚠ Action if red
TAG reviews course content and assessment questions.
Visualization
Bar
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: CBU (In-Service) · TAG Member (Pre-Service)
10
Awards for Top Performers
Identifies top students at divisional and state level for recognition and incentivisation.
Pre-Service
Formula
Students with high pass % + fast assessment completion
Target threshold
>95% to qualify
Frequency
Once every 3 months
Owner
Registrar
⚠ Action if red
Escalate to Director Medical Education dashboard.
Visualization
Bar
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: Registrar
11
Personalized Learning Pathway Readiness
Flags students below competency threshold who need a customised learning pathway.
Pre-Service
Formula
Competency-level-wise assessment pass rate per student
Target threshold
<70% on any competency → Red
Frequency
Monthly
Owner
Faculty → Principal (if no pathway in 2 weeks)
⚠ Action if red
Create targeted learning pathway for flagged students.
Visualization
Bar
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: Faculty
12
% FLWs at Target Competency Level (District)
Tracks % of FLWs in a district reaching the locally required competency level.
In-Service
Formula
FLWs at level {X} & competency {Y} ÷ total registered FLWs × 100
Target threshold
<80% → Action required
Frequency
Quarterly
Owner
District Head (CMHO)
⚠ Action if red
Surface in district review meeting. Send alerts and letters.
Visualization
Stacked bar + Map
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: District CMO · District Head (CMHO)
13
Enrolled Users / Registered Users
Measures the activation gap — how many registered users have not yet started any learning.
Both
Formula
Passbook entries ÷ total registrations × 100 — block & district-wise
Target threshold
≤10% passbook → Alert
Frequency
Weekly (recommended)
Owner
Block Supervisor
⚠ Action if red
Identify dormant users. Trigger WhatsApp nudge or re-induction.
Visualization
Bar
Data AvailabilityAvailable — but not currently exposed on the Dashboard platform
Persona: SHO · District CMO · Block Supervisors (IS) · Registrar · Principal · Faculty (PS)
14
Knowledge-wise Seniority Mapping
Creates a competency hierarchy among ANMs to reduce MO workload at PHC level.
In-Service
Formula
Segment by degree + CNE score + competency level: <3 · 3–5 · 5–7
Target threshold
Avg score ≥3 for elevated responsibility
Frequency
Monthly
Owner
Medical Officer at PHC / Block / District
⚠ Action if red
Assign targeted courses below tier. MO allocates by seniority map.
Visualization
Pyramid / Pie
Data AvailabilityNot Available
Persona: District CMO · Block Supervisors · PHC Head
AbbreviationsKPI—Key Performance IndicatorANM—Auxiliary Nurse MidwifeFLW—Frontline WorkerCBU—Capacity Building Unit
Workshop 2
WPCAS KPIs
Workplace Competency Assessment Score
1
Supervisor Effectiveness Score
Performance improvement across facilities under a supervisor over a quarter.
Formula
Composite: performance improvement across supervisor's facilities
Target threshold
<30% → Refresher training
Frequency
Quarterly
Owner
District Programme Officer
⚠ Action if red
Invest in refresher training for supervisors.
Visualization
Pie
2
On-Job Readiness Score
Whether students can demonstrate attained competencies independently in clinical practice.
Formula
Competencies demonstrated independently ÷ total competencies attained in pre-service
Target threshold
<50% demonstrable → alert to ACS/Municipal
Frequency
Annually
Owner
Registrar + Director Nursing
⚠ Action if red
Alert to ACS / Municipal level.
Visualization
Bar
3
ANM Rating Scorecard (1–5)
Composite rating from citizen (20%), peer (30–40%), and competency growth (50%).
Formula
Bi-annual composite: Competency growth (50%) + Peer feedback (30–40%) + Citizen feedback (10–20%)
Target threshold
>30–40% ANMs rated 1–2 → Red
Frequency
Bi-annual
Owner
District Officer
⚠ Action if red
Competency and performance-related interventions.
Visualization
Not defined
4
Performance: Non-Registered vs Registered
Compares outcomes of registered vs non-registered providers to measure training impact.
Formula
Registered provider performance : Non-registered provider performance
Target threshold
>5–10% difference expected
Frequency
After 1 training cycle
Owner
Department Leadership / Administrator
⚠ Action if red
Program evaluation and course correction.
Visualization
Bar
5
Last Patient Visit Satisfaction (30-day)
Weighted average of patient satisfaction scores mapped to each ANM.
Formula
Weighted average of LIKERT survey responses mapped to ANM
Target threshold
<3 on 5-point scale → Review
Frequency
Daily
Owner
Patient / ANM / Facility Head
⚠ Action if red
Review course completions and competency levels of ANMs in red.
Visualization
Line
6
Competency Attainment Score
Triangulates assessment, end-of-course, and 360° WPCAS survey to measure on-ground application.
Formula
Assessment score + End-of-course score + 360° WPCAS triangulation
Target threshold
50–70% learners applying skills on ground
Frequency
6 months → 1 year
Owner
CBU
⚠ Action if red
Investigate: course-competency mapping, methodology, field conditions.
Visualization
Radar
7
Patient Satisfaction
Average patient satisfaction score to ensure consistently high quality services.
Formula
Average patient satisfaction score (survey-based)
Target threshold
A / B / C rating
Frequency
Quarterly
Owner
District & Block Officials
⚠ Action if red
(Not specified on form)
Visualization
Line / Bar by level
8
Workload Segregation Among Staff (PHC)
Checks whether doctors/MOs and ANMs are overworked by correlating caseload with qualifications.
Formula
No. of cases by staff correlated with qualifications vs high-risk cases
Target threshold
80% staff at 90–100% workload. High alert if any >100%
Frequency
Monthly
Owner
District Programme Officers
⚠ Action if red
Flag overloaded staff. Reallocate cases.
Visualization
Bar / Pie
9
Learning to Practice Gap (Know-Do Gap)
Identifies competencies hardest to translate from learning into actual clinical practice.
Formula
Graduates who passed assessment but failing to demonstrate competency on ground
Target threshold
>70% gap → on-the-job training
Frequency
Quarterly
Owner
TAG
⚠ Action if red
Provide on-the-job training for new graduates with low scores.
Visualization
Bar
10
Service Delivery Outcome Indicator
Whether increased frontline competency is actually improving service delivery outcomes.
Formula
Pre/Post % improvement in delivery over the period
Target threshold
NA (to be defined)
Frequency
Monthly
Owner
State Official
⚠ Action if red
Investigate and define benchmark.
Visualization
Bar
11
Rating Gap: Peers vs Supervisors vs Users
Flags misalignment between how peers, supervisors, and patients rate the same ANM.
Formula
Compare ratings from peers, supervisors, and citizens (0–10 scale)
Target threshold
Gap >3 between any 2 sources → Flag
Frequency
Quarterly
Owner
Skip Supervisor (District → PHCs)
⚠ Action if red
Diagnose tools used; investigate source of misalignment.
Visualization
Radar
12
Patient Treatment Satisfaction
Whether patients and families are treated in a humane, respectful manner.
Formula
Patients/family 70%+ satisfied ÷ total visits
Target threshold
<40% → Red
Frequency
Monthly (minimum)
Owner
Medical Officers / CS
⚠ Action if red
Reach out to facility with awareness action items.
Visualization
Bar
13
Training-to-Practice Translation Index
Whether E-Kshamata completers receive higher supervisor/peer scores in workplace assessments.
Formula
Self-assessment scores vs WPCAS scores normalised to common scale
Target threshold
Gap >25% → platform overstating competency
Frequency
Quarterly / Half-yearly
Owner
Mission Director / JS
⚠ Action if red
Review calibration of platform self-assessment vs real-world performance.
Visualization
Scorecard / Scatterplot
1
Supervisor Effectiveness Score
Performance improvement across facilities under a supervisor over a quarter.
Formula
Composite: performance improvement across supervisor's facilities
Target threshold
<30% → Refresher training
Frequency
Quarterly
Owner
District Programme Officer
⚠ Action if red
Invest in refresher training for supervisors.
Visualization
Pie
2
On-Job Readiness Score
Whether students can demonstrate attained competencies independently in clinical practice.
Formula
Competencies demonstrated independently ÷ total competencies attained in pre-service
Target threshold
<50% demonstrable → alert to ACS/Municipal
Frequency
Annually
Owner
Registrar + Director Nursing
⚠ Action if red
Alert to ACS / Municipal level.
Visualization
Bar
3
ANM Rating Scorecard (1–5)
Composite rating from citizen (20%), peer (30–40%), and competency growth (50%).
Formula
Bi-annual composite: Competency growth (50%) + Peer feedback (30–40%) + Citizen feedback (10–20%)
Target threshold
>30–40% ANMs rated 1–2 → Red
Frequency
Bi-annual
Owner
District Officer
⚠ Action if red
Competency and performance-related interventions.
Visualization
Not defined
4
Performance: Non-Registered vs Registered
Compares outcomes of registered vs non-registered providers to measure training impact.
Formula
Registered provider performance : Non-registered provider performance
Target threshold
>5–10% difference expected
Frequency
After 1 training cycle
Owner
Department Leadership / Administrator
⚠ Action if red
Program evaluation and course correction.
Visualization
Bar
5
Last Patient Visit Satisfaction (30-day)
Weighted average of patient satisfaction scores mapped to each ANM.
Formula
Weighted average of LIKERT survey responses mapped to ANM
Target threshold
<3 on 5-point scale → Review
Frequency
Daily
Owner
Patient / ANM / Facility Head
⚠ Action if red
Review course completions and competency levels of ANMs in red.
Visualization
Line
6
Competency Attainment Score
Triangulates assessment, end-of-course, and 360° WPCAS survey to measure on-ground application.
Formula
Assessment score + End-of-course score + 360° WPCAS triangulation
Target threshold
50–70% learners applying skills on ground
Frequency
6 months → 1 year
Owner
CBU
⚠ Action if red
Investigate: course-competency mapping, methodology, field conditions.
Visualization
Radar
7
Patient Satisfaction
Average patient satisfaction score to ensure consistently high quality services.
Formula
Average patient satisfaction score (survey-based)
Target threshold
A / B / C rating
Frequency
Quarterly
Owner
District & Block Officials
⚠ Action if red
(Not specified on form)
Visualization
Line / Bar by level
8
Workload Segregation Among Staff (PHC)
Checks whether doctors/MOs and ANMs are overworked by correlating caseload with qualifications.
Formula
No. of cases by staff correlated with qualifications vs high-risk cases
Target threshold
80% staff at 90–100% workload. High alert if any >100%
Frequency
Monthly
Owner
District Programme Officers
⚠ Action if red
Flag overloaded staff. Reallocate cases.
Visualization
Bar / Pie
9
Learning to Practice Gap (Know-Do Gap)
Identifies competencies hardest to translate from learning into actual clinical practice.
Formula
Graduates who passed assessment but failing to demonstrate competency on ground
Target threshold
>70% gap → on-the-job training
Frequency
Quarterly
Owner
TAG
⚠ Action if red
Provide on-the-job training for new graduates with low scores.
Visualization
Bar
10
Service Delivery Outcome Indicator
Whether increased frontline competency is actually improving service delivery outcomes.
Formula
Pre/Post % improvement in delivery over the period
Target threshold
NA (to be defined)
Frequency
Monthly
Owner
State Official
⚠ Action if red
Investigate and define benchmark.
Visualization
Bar
11
Rating Gap: Peers vs Supervisors vs Users
Flags misalignment between how peers, supervisors, and patients rate the same ANM.
Formula
Compare ratings from peers, supervisors, and citizens (0–10 scale)
Target threshold
Gap >3 between any 2 sources → Flag
Frequency
Quarterly
Owner
Skip Supervisor (District → PHCs)
⚠ Action if red
Diagnose tools used; investigate source of misalignment.
Visualization
Radar
12
Patient Treatment Satisfaction
Whether patients and families are treated in a humane, respectful manner.
Formula
Patients/family 70%+ satisfied ÷ total visits
Target threshold
<40% → Red
Frequency
Monthly (minimum)
Owner
Medical Officers / CS
⚠ Action if red
Reach out to facility with awareness action items.
Visualization
Bar
13
Training-to-Practice Translation Index
Whether E-Kshamata completers receive higher supervisor/peer scores in workplace assessments.
Formula
Self-assessment scores vs WPCAS scores normalised to common scale
Target threshold
Gap >25% → platform overstating competency
Frequency
Quarterly / Half-yearly
Owner
Mission Director / JS
⚠ Action if red
Review calibration of platform self-assessment vs real-world performance.
Visualization
Scorecard / Scatterplot
1
Supervisor Effectiveness Score
Performance improvement across facilities under a supervisor over a quarter.
Formula
Composite: performance improvement across supervisor's facilities
Target threshold
<30% → Refresher training
Frequency
Quarterly
Owner
District Programme Officer
⚠ Action if red
Invest in refresher training for supervisors.
Visualization
Pie
2
On-Job Readiness Score
Whether students can demonstrate attained competencies independently in clinical practice.
Formula
Competencies demonstrated independently ÷ total competencies attained in pre-service
Target threshold
<50% demonstrable → alert to ACS/Municipal
Frequency
Annually
Owner
Registrar + Director Nursing
⚠ Action if red
Alert to ACS / Municipal level.
Visualization
Bar
3
ANM Rating Scorecard (1–5)
Composite rating from citizen (20%), peer (30–40%), and competency growth (50%).
Formula
Bi-annual composite: Competency growth (50%) + Peer feedback (30–40%) + Citizen feedback (10–20%)
Target threshold
>30–40% ANMs rated 1–2 → Red
Frequency
Bi-annual
Owner
District Officer
⚠ Action if red
Competency and performance-related interventions.
Visualization
Not defined
4
Performance: Non-Registered vs Registered
Compares outcomes of registered vs non-registered providers to measure training impact.
Formula
Registered provider performance : Non-registered provider performance
Target threshold
>5–10% difference expected
Frequency
After 1 training cycle
Owner
Department Leadership / Administrator
⚠ Action if red
Program evaluation and course correction.
Visualization
Bar
5
Last Patient Visit Satisfaction (30-day)
Weighted average of patient satisfaction scores mapped to each ANM.
Formula
Weighted average of LIKERT survey responses mapped to ANM
Target threshold
<3 on 5-point scale → Review
Frequency
Daily
Owner
Patient / ANM / Facility Head
⚠ Action if red
Review course completions and competency levels of ANMs in red.
Visualization
Line
6
Competency Attainment Score
Triangulates assessment, end-of-course, and 360° WPCAS survey to measure on-ground application.
Formula
Assessment score + End-of-course score + 360° WPCAS triangulation
Target threshold
50–70% learners applying skills on ground
Frequency
6 months → 1 year
Owner
CBU
⚠ Action if red
Investigate: course-competency mapping, methodology, field conditions.
Visualization
Radar
7
Patient Satisfaction
Average patient satisfaction score to ensure consistently high quality services.
Formula
Average patient satisfaction score (survey-based)
Target threshold
A / B / C rating
Frequency
Quarterly
Owner
District & Block Officials
⚠ Action if red
(Not specified on form)
Visualization
Line / Bar by level
8
Workload Segregation Among Staff (PHC)
Checks whether doctors/MOs and ANMs are overworked by correlating caseload with qualifications.
Formula
No. of cases by staff correlated with qualifications vs high-risk cases
Target threshold
80% staff at 90–100% workload. High alert if any >100%
Frequency
Monthly
Owner
District Programme Officers
⚠ Action if red
Flag overloaded staff. Reallocate cases.
Visualization
Bar / Pie
9
Learning to Practice Gap (Know-Do Gap)
Identifies competencies hardest to translate from learning into actual clinical practice.
Formula
Graduates who passed assessment but failing to demonstrate competency on ground
Target threshold
>70% gap → on-the-job training
Frequency
Quarterly
Owner
TAG
⚠ Action if red
Provide on-the-job training for new graduates with low scores.
Visualization
Bar
10
Service Delivery Outcome Indicator
Whether increased frontline competency is actually improving service delivery outcomes.
Formula
Pre/Post % improvement in delivery over the period
Target threshold
NA (to be defined)
Frequency
Monthly
Owner
State Official
⚠ Action if red
Investigate and define benchmark.
Visualization
Bar
11
Rating Gap: Peers vs Supervisors vs Users
Flags misalignment between how peers, supervisors, and patients rate the same ANM.
Formula
Compare ratings from peers, supervisors, and citizens (0–10 scale)
Target threshold
Gap >3 between any 2 sources → Flag
Frequency
Quarterly
Owner
Skip Supervisor (District → PHCs)
⚠ Action if red
Diagnose tools used; investigate source of misalignment.
Visualization
Radar
12
Patient Treatment Satisfaction
Whether patients and families are treated in a humane, respectful manner.
Formula
Patients/family 70%+ satisfied ÷ total visits
Target threshold
<40% → Red
Frequency
Monthly (minimum)
Owner
Medical Officers / CS
⚠ Action if red
Reach out to facility with awareness action items.
Visualization
Bar
13
Training-to-Practice Translation Index
Whether E-Kshamata completers receive higher supervisor/peer scores in workplace assessments.
Formula
Self-assessment scores vs WPCAS scores normalised to common scale
Target threshold
Gap >25% → platform overstating competency
Frequency
Quarterly / Half-yearly
Owner
Mission Director / JS
⚠ Action if red
Review calibration of platform self-assessment vs real-world performance.
Visualization
Scorecard / Scatterplot
AbbreviationsWPCAS—Workplace Competency Assessment ScoreANM—Auxiliary Nurse MidwifeTAG—Technical Advisory Group
Workshop KPI prioritization vote

You have seen
the data. Now vote.

Cast your individual vote for the KPIs you think should be built first. Select your top 3 in each set. Your vote decides what Tarento builds first.

Workshop 1 — 14 E-Kshamata KPIs
https://gohrmdashboard.tarento.dev/kpi-voting-form
Cast your E-Kshamata vote
Workshop 2 — 13 WPCAS KPIs
https://gohrmdashboard.tarento.dev/wpcas-voting-form
Cast your WPCAS vote
KPI Design Workshop Handbook
The Workshop Handbook
27
KPIs to vote on
3 + 3
Top picks per workshop