{"title":"Managing People and Performance","description":"\u003cp\u003eToolkits for leading a team day to day, covering performance reviews, calibration, manager skills, and training. Built to give managers a repeatable structure instead of a blank page.\u003c\/p\u003e","products":[{"product_id":"training-roi-calculator","title":"Training ROI Calculator","description":"\u003cp\u003eSee whether a training program earns back more than it costs, and by how much. Enter the cost, the hours, and the productivity gain you expect, and the workbook returns the full cost, the net benefit, the ROI, the payback, and the break-even point.\u003c\/p\u003e\u003ch3\u003eOne Excel workbook that turns a program’s cost and the gain it produces into a clear return\u003c\/h3\u003e\u003cp\u003eA working model, not a blank sheet. You enter the program and the gain you expect, the workbook returns the full cost and the return four ways, and it opens on a worked example so the logic is clear before you change anything.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eTraining ROI Calculator.\u003c\/strong\u003e Enter the participants, the average salary and benefits load, the direct cost per participant, the training hours, the expected productivity improvement, and how long the gain lasts. The workbook values the participant time at a loaded rate, adds it to the direct spend for the full program cost, values the gain over the benefit period, and returns the net benefit, the ROI, the dollars back per dollar spent, and the payback.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eA break-even line, a what-if, a board-ready summary, sourced benchmarks, and the method in plain English.\u003c\/strong\u003e A Break Even and Scenario tab shows the gain the program has to clear and retests the return at any improvement level. A one-page Summary carries the cost, the value of the gain, and the return for a leadership conversation, a Benchmark tab holds current training-spend and cost-per-hour figures from published sources, and the Notes tab documents how each number is built.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThree steps from a training plan to a return you can defend\u003c\/h3\u003e\u003cp\u003eYou enter the program and the gain, read the return, and test the break-even. The workbook does the rest.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eEnter the program and the gain.\u003c\/strong\u003e Fill the amber cells: the participants, the average salary and benefits load, the direct cost per participant, the training hours, the productivity improvement you expect, and how many months the gain lasts. The worked example runs ten people through a 24-hour course at a 5 percent improvement, change it to your own program.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRead the return.\u003c\/strong\u003e The workbook values the participant time at a loaded rate, adds it to the direct spend for the full cost, values the gain over the benefit period, and returns the net benefit, the ROI, the dollars back per dollar spent, and the payback. Above 100 percent means the gain more than covers the cost.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eTest the break-even and a what-if.\u003c\/strong\u003e The Break Even and Scenario tab shows the productivity gain the program has to clear to break even, and lets you retest the return at any improvement level. If the program clears the bar at a one to two percent gain, the return holds even on a conservative estimate. The Summary rolls it up for a leadership conversation.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eMost training is measured by attendance, not by what it returned\u003c\/h3\u003e\u003cp\u003eTwo habits get training measurement wrong. The first stops at completion, counting who attended rather than what changed. The second counts only the invoice and forgets the hours people spend in the room instead of working. A full-cost model weighs both sides, the direct spend plus the participant time against the gain, so the result is one a finance partner will accept.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe cost is more than the invoice.\u003c\/strong\u003e The hours participants spend in training are hours they are not working, and at a loaded rate that time is a real cost. In the worked example the time runs about $900 a head on top of the $1,000 course fee, so a result that counts only the fee overstates the return.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe benefit is the productivity gain and only the part you can attribute.\u003c\/strong\u003e The workbook values a sustained improvement in output over the months you expect it to last, and counts only the share you can reasonably credit to the training. It leaves out retention and error reduction, so it runs conservative, and isolating the gain from everything else happening that quarter is the step that keeps the result credible.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eAbove 100 percent is the bar and a small lasting gain clears it fast.\u003c\/strong\u003e The cost is largely one-time while the gain repeats across the benefit period, so even a few points of improvement usually returns more than a dollar for every dollar spent. The break-even line shows exactly how small a gain the program has to produce to pay back.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eWho this calculator fits and where to go if that is not you\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eAn HR or learning leader justifying a training spend who wants a number a finance partner will accept, the full cost against an attributable gain, not a completion rate.\u003c\/li\u003e\n\u003cli\u003eA finance or operations partner who wants the program costed in full, with the participant time counted and a break-even line to sanity check the gain.\u003c\/li\u003e\n\u003cli\u003eAn owner or manager weighing a course or a vendor who wants to see whether it pays back before committing the budget.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003ePutting a number on the cost of losing an employee, the benefit a well-aimed training program can protect. The Cost of Turnover Calculator covers that.\u003c\/li\u003e\n\u003cli\u003eThe fully loaded cost of a role, salary plus taxes, benefits, and overhead. The Employee Cost Calculator builds it.\u003c\/li\u003e\n\u003cli\u003eWeighing the cost of hiring against developing the people you have. The Cost Per Hire Calculator sizes the hiring side.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format is it and can I edit it?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is one Excel workbook that also works in Google Sheets. Every input and formula is editable, and the file is yours to keep. Change any assumption, add notes, and duplicate the file to run a second program or to rerun the numbers next year.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow accurate is the result?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe cost side is solid arithmetic: the direct spend plus the participant time valued at a loaded rate. The benefit side rests on one estimate you provide, the productivity gain, so the result is only as good as that number. The workbook runs conservative by counting productivity alone and leaving out retention and error reduction, every figure foots to your inputs, and the Break Even and Scenario tab shows how sensitive the return is to the gain. The math is correct for the numbers you give it.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow is this different from the free calculator?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe free calculator gives you a quick read on screen: the ROI, the net benefit, the payback, and the break-even improvement. The workbook is for when you need to keep and defend that number. You own the file in Excel and Google Sheets, so your numbers stay saved per program and every formula is open to edit and audit. It adds a Break Even and Scenario tab that retests the return at any improvement level you enter, a one-page summary built for a board or finance review, and a Benchmark tab with training-spend figures cited to published industry sources. The free tool answers whether a program looks worth it; the workbook is the model you hand to finance.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow do I estimate the productivity improvement?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003ePick one outcome the training is built to move, such as output per hour, error rate, or time to complete a task, and measure it before and after. For role-specific skills tied to measured output, an improvement of 3 to 8 percent is a defensible range; leadership and soft-skills training is harder to attribute and usually shows a smaller measured gain. Count only the share you can reasonably credit to the training, not every change in a busy quarter, and use the break-even line as a reality check: if the program clears the bar at a one to two percent gain, the return is robust. Report the gain as a range rather than a single number.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat happens after I buy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eCheckout delivers an instant download link, and a receipt with the same link arrives by email. Open the workbook in Excel or Google Sheets, enter your program, and read the return. If a file gives you trouble, email support@truestephr.com.\u003c\/p\u003e\u003cp\u003ePlanning estimates and general business information, not legal or tax advice. The return rests on the productivity gain you enter, so estimate the share the training itself caused rather than every change around it, and treat the result as a way to size the value of a program, not proof of it. 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You read the playbook, set up the workbook for your team, and reach for the scripts the moment a difficult conversation comes.\u003c\/p\u003e\u003ch3\u003eFour pieces that cover the manager job from the daily habits to the hard moments\u003c\/h3\u003e\u003cp\u003eA Start Here sets the order, then each piece does one job and stands on its own.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe Manager’s Playbook.\u003c\/strong\u003e The everyday operating manual: what you own as a manager, how to run one-on-ones and give feedback, what to document, and when a situation goes to HR.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eManager Scripts and Templates.\u003c\/strong\u003e Word-for-word openings for the hard conversations, plus one-on-one, feedback, and documentation templates you edit.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eManager Toolkit Workbook.\u003c\/strong\u003e Your team, one-on-one and documentation logs, goals, and a dashboard that flags who is overdue for a one-on-one or a review.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eManager Quick Reference.\u003c\/strong\u003e The whole kit on one page: the weekly habits, the conversation moves, and the lines where you call HR.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe order to work in\u003c\/h3\u003e\u003cp\u003eRead the manual, pin the reminder, set up the workbook, then use the scripts when the moment comes.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eRead the Playbook first.\u003c\/strong\u003e It is the manual for the job: what you own, how to run one-on-ones and give feedback, what to document, and when a situation goes to HR.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003ePrint the Quick Reference and set up the workbook.\u003c\/strong\u003e Keep the one-page reminder where you will see it, then list your team and log each one-on-one and note as you go, so the dashboard tells you who is overdue.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eOpen the scripts when a hard conversation comes.\u003c\/strong\u003e Use the script for the situation almost word for word, and keep the documentation log running all year.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBuilt on real practice and honest about its limits\u003c\/h3\u003e\u003cp\u003eThis makes you a steadier manager and keeps a clean record; it does not replace HR or counsel on the sensitive calls.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe pieces fit together.\u003c\/strong\u003e The Playbook is the why and how, the Quick Reference is the reminder, the Workbook is where the work lives, and the Scripts are for the moment you need the words.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eA documented record, not a memory.\u003c\/strong\u003e The logs keep feedback and conduct fact-based, which is what protects both the manager and the company.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe heavy moments go to HR or counsel.\u003c\/strong\u003e Anything involving harassment, discrimination, a possible medical or leave issue, or a step toward termination should go to qualified HR or legal counsel.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eDated and reviewable.\u003c\/strong\u003e Adapt it to your company policy, your contracts, and the law in the employee’s state.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eWho it is built for and where to go if that is not you\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eA new or first-line manager who wants a manual for the job rather than learning it by trial and error.\u003c\/li\u003e\n\u003cli\u003eAn HR team equipping managers with consistent scripts, habits, and documentation across the company.\u003c\/li\u003e\n\u003cli\u003eAn operator who manages people without an HR department to lean on.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eThe formal review cycle, ratings, and calibration. The Performance Review and Calibration Toolkit covers that.\u003c\/li\u003e\n\u003cli\u003eThe decision and documentation for a step toward termination. The Discipline and Termination Decision Kit is built for that.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format is it and can I edit it?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eTwo PDFs to read, a Word file of scripts and templates you edit, and an Excel workbook that also works in Google Sheets. Everything is yours to keep.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this legal advice?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. It is practical business and HR guidance and general information, not legal or tax advice. Adapt it to your company policy, your contracts, and the law in the employee’s state.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhen should I stop and call HR or counsel?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eAnything involving harassment, discrimination, a possible medical or leave issue, or a step toward termination should go to qualified HR or legal counsel. The Playbook marks those lines.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDoes it track one-on-ones and reviews?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYes. The workbook holds your team, one-on-one and documentation logs, and goals, and the dashboard flags who is overdue for a one-on-one or a review.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat happens after I buy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eCheckout delivers an instant download link, and a receipt with the same link arrives by email. Open the Start Here first; it sets the order to work in. If a file gives you trouble, email support@truestephr.com.\u003c\/p\u003e\u003cp\u003ePractical business and HR guidance and general information, not legal or tax advice. Anything involving harassment, discrimination, a possible medical or leave issue, or a step toward termination should go to qualified HR or legal counsel, and you should adapt everything to your company policy, your contracts, and the law in the employee’s state. 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You set goals, gather self and manager reviews, then enter proposed ratings and calibrate as a group while the workbook shows the distribution, the 9-box, and where a manager’s pattern stands out.\u003c\/p\u003e\u003ch3\u003eThree pieces that carry a review cycle from goals to calibrated ratings\u003c\/h3\u003e\u003cp\u003eA Start Here sets the order, then the guide explains the cycle, the workbook runs calibration, and the forms cover every stage.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003ePerformance Review Field Guide.\u003c\/strong\u003e The system explained start to finish: the cycle, the rating scale, calibration, and the legal cautions.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003ePerformance Calibration Workbook.\u003c\/strong\u003e Proposed ratings, a distribution view, a 9-box grid, and manager-pattern flags, with a Scale and Settings tab you set first. It collects no demographic data by design.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eEditable Review and Calibration Forms.\u003c\/strong\u003e A self-review, a manager review, SMART goals, mid-cycle check-ins, a calibration agenda, documentation, and a performance improvement plan.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe order to work in\u003c\/h3\u003e\u003cp\u003eRead the cycle, set goals, gather the reviews, then calibrate as a group.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eRead the Field Guide first.\u003c\/strong\u003e It walks the cycle, the rating scale, calibration, and the legal cautions.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eSet goals and gather reviews.\u003c\/strong\u003e Use the SMART goals form at the start and the mid-cycle form at the midpoint, then gather a self-review and complete the manager review for each person.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eCalibrate as a group.\u003c\/strong\u003e Fill Scale and Settings first, enter proposed ratings, calibrate as a group, and read the Distribution Dashboard and the 9-Box Grid before ratings drive pay, promotion, or termination.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBuilt on current sources and honest about its limits\u003c\/h3\u003e\u003cp\u003eThis keeps ratings consistent and gives you a record; it does not decide whether any decision is lawful.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eConsistency you can see.\u003c\/strong\u003e Calibration, the distribution view, and the 9-box catch rating drift before it reaches pay or promotion.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eTied to job-related facts.\u003c\/strong\u003e The forms and the guide keep ratings job-related and documented rather than impressionistic.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eBuilt to avoid bias data.\u003c\/strong\u003e The workbook collects no demographic data by design; if a group protected by law shows a noticeably lower favorable-rating rate, treat it as a signal to review with qualified counsel.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eNot a ruling on lawfulness.\u003c\/strong\u003e Adapt everything to your company policy, contracts, and the law in the employee’s state, and consult counsel for your specific situation.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eWho it is built for and where to go if that is not you\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eAn HR owner running a review cycle who wants the forms, the calibration, and the legal cautions in one system.\u003c\/li\u003e\n\u003cli\u003eA manager who needs review and goal forms and a defensible improvement plan.\u003c\/li\u003e\n\u003cli\u003eA leader who wants calibration and a distribution view to catch rating drift across teams.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eThe day-to-day one-on-ones, feedback, and documentation. 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Last reviewed June 2026.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641503445268,"sku":"TSHR-029","price":79.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-029__performance-review-and-calibration-toolkit-hero.jpg?v=1780979022"},{"product_id":"training-matrix-and-certification-tracker","title":"Training Matrix and Certification Tracker","description":"\u003cp\u003eTrack employee training, certification expirations, skills coverage, and training gaps in one Excel file. It answers three questions a list cannot: who is trained, what is expiring, and where one person is the only one who can do the job, with the status and the dashboard calculated for you.\u003c\/p\u003e\u003ch3\u003eOne Excel workbook that turns scattered training records into one view\u003c\/h3\u003e\u003cp\u003eA Start Here sets the order, and the workbook opens on sample data so the logic is clear before you change anything.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe tracker.\u003c\/strong\u003e Set the training your business requires on Training Requirements, list your people on Employee Roster, record a completion date for each training on the Training Matrix, and enter each certification and its expiration on the Certification Tracker, where days left and status calculate for you.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe dashboard and the heat map.\u003c\/strong\u003e A Dashboard shows your completion rate, what is expired or expiring, and the action items to work, and a Skills Heat Map shows who can do each critical skill and whether a backup exists. Amber cells are yours to edit; white cells calculate.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eHow to start in about fifteen minutes\u003c\/h3\u003e\u003cp\u003eSet the requirements and your people, fill the dates, then read the dashboard.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eSet the requirements and the roster.\u003c\/strong\u003e Replace the sample rows on Training Requirements with the training your business requires, then enter your people on Employee Roster.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eFill the dates.\u003c\/strong\u003e Record a completion date for each training on the Training Matrix, and enter each certification and its expiration on the Certification Tracker. Leave a cell blank if it is not done.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRead the dashboard and keep it current.\u003c\/strong\u003e Open the Dashboard to see your completion rate, what is expiring, and where you have only one trained person, then each month add new completions and work the action items it surfaces.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe value is the coverage a list cannot show you\u003c\/h3\u003e\u003cp\u003eA folder of certificates tells you what happened; it does not tell you where you are exposed. This workbook turns the same records into the three reads that matter.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eWhat is expiring before it lapses.\u003c\/strong\u003e The Certification Tracker counts the days left and flags what is expired or expiring, so a lapsed certification does not surprise you on the day it matters.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eWhere one person is the only one.\u003c\/strong\u003e The Skills Heat Map shows where a single person is the only one trained on a critical skill, the gap that turns one absence into a stoppage.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eA tracking tool, not a learning platform.\u003c\/strong\u003e It tracks who is trained and what is current; it does not deliver the training or decide who is qualified.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eWho it is built for and where to go if that is not you\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eAn owner or operations manager at roughly 10 to 500 employees in manufacturing, warehousing, construction, healthcare, field service, or food service.\u003c\/li\u003e\n\u003cli\u003eAn HR or safety lead who has to keep certifications and safety training current and provable.\u003c\/li\u003e\n\u003cli\u003eA supervisor who needs to see skills coverage and where a single absence would stop the work.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eThe dollar return on the training you run. The Training ROI Calculator builds that.\u003c\/li\u003e\n\u003cli\u003eA full employee records and forms system. The HR Operations Binder covers that.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format is it and can I edit it?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is one Excel workbook that also works in Google Sheets. Every requirement, date, and formula is editable, and the file is yours to keep. Add people or training by inserting rows inside the tables.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this a learning platform?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. It is a tracking and planning tool, not a learning management system. It records who is trained, what is expiring, and where coverage is thin; it does not deliver courses or issue certifications.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow accurate is it?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe status, the days left, and the dashboard calculate from what you enter, so the read is only as current as the dates you log. Update completions and expirations each month and the workbook keeps the picture current.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs it legal advice on what training is required?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. It is general business information, not legal or tax advice. Confirm the certification and safety requirements that apply to your work and your location.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat happens after I buy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eCheckout delivers an instant download link, and a receipt with the same link arrives by email. Open the workbook in Excel or Google Sheets, set the training your business requires on the Training Requirements tab, add your people, and read the Dashboard. If a file gives you trouble, email support@truestephr.com.\u003c\/p\u003e\u003cp\u003eRecordkeeping and planning support, general business information, not legal or tax advice. It tracks training and certifications; it does not deliver training or decide who is qualified, so confirm the certification and safety requirements that apply to your work and your location. Last reviewed June 2026.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641504133396,"sku":"TSHR-044","price":49.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-044__training-matrix-and-certification-tracker-hero.jpg?v=1780979064"}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/collections\/managing-people-and-performance-banner.jpg?v=1781299015","url":"https:\/\/shop.truestephr.com\/collections\/managing-people-and-performance.oembed","provider":"TrueStep HR","version":"1.0","type":"link"}