Quick Reference: Ideal Order
Use this as your cheat sheet. Details for each step follow.
| Step | What to create | Why this comes now |
| 1 | Scorecard Categories and Items (if using checklists) | Reusable checklist pieces |
| 2 | Scorecard (Task List or Skills Tracking) | Full checklist, ready to link |
| 3 | Courses (including any scorecard/checklist courses) | Core training content |
| 4 | Classes (only for instructor-led courses) | Scheduled sessions for ILT courses |
| 5 | Requirement Groups | Bundle courses/classes with rules |
| 6 | Certifications and/or Curricula | Paths or credentials that use those groups |
| 7 | Goal + Activities | Assignable checklist with due dates |
| 8 | New Hire Goal mapping (optional) | Auto-apply goal by job role |
Step 1: Create Scorecard Categories (if you’re using checklists)
What it is: A section heading on a checklist—like “Week 1: Paperwork” or “Customer Service Skills.”
Why first: Categories organize the line items you’ll create next. You can reuse the same category on multiple scorecards.
Example: For a Sales Coordinator, categories might be:
- Store Orientation
- Systems Training
- Customer Interaction
Where to go: Admin area → Scorecards → Scorecard Categories → create each category with a clear name.
Step 2: Create Scorecard Items
What it is: One line on the checklist—e.g., “Complete shadow shift with senior sales coordinator” or “Demonstrate reservation system login.”
Why now: Items are the actual tasks learners or managers check off.
Example items:
- “Review emergency procedures document”
- “Complete 5 practice reservations with coach”
Where to go: Scorecards → Scorecard Items → create each item; assign it to a category when prompted.
Tip: Write items as actions (“Complete…”, “Demonstrate…”) so learners know exactly what “done” means.
Step 3: Create the Scorecard (choose Task List or Skills Tracking)
What it is: The full checklist built from your categories and items.
Two common types:
| Type | Best for | How it behaves (simply) |
| Task List | Onboarding checklists, “to-do” style lists | Learners/managers mark tasks complete; good for straightforward onboarding |
| Skills Tracking | Skills that need review or approval | Often includes manager review/approve steps; good when a supervisor must sign off |
Why now: You need a finished scorecard before you create the course that learners open to work through it.
Example: “Sales Coordinator Onboarding Checklist – Task List” with all Week 1–4 items grouped under your categories.
Where to go: Scorecards → Scorecards → New Scorecard → pick template type → add categories and items (or link existing ones).
Step 4: Create Courses
What it is: Training in the catalog—self-paced e-learning, instructor-led, documents, quizzes, or a scorecard/checklist course tied to your scorecard.
Why now: Courses are the most common building block. Classes, requirement groups, curricula, certifications, and goals all reference courses.
For checklist courses: When editing the course, link it to the Scorecard you created in Step 3. Without that link, the checklist won’t appear for learners.
Where to go: Training Administration → Manage Courses → create and publish each course.
Tip: Use clear, role-based names (“Rental Coordinator – POS Basics”) so they’re easy to find later when you build goals.
Step 5: Create Classes (only if you have live / instructor-led training)
What it is: A scheduled offering of a course—a specific date, time, location or virtual link, seats, and instructor.
Why after courses: A class is always tied to an ILT (instructor-led) course. Create the course first, then schedule the class.
Example: Course “Sales Counter Shadowing” → Class “March 10, 9:00 AM – Store #42, with Jamie (Trainer).”
Skip this step if: Everything is online/self-paced with no live sessions.
Where to go: Training Administration → Manage Classes → find the course → schedule the class.
Step 6: Create Requirement Groups
What it is: A named bundle of requirements—usually courses and/or classes—with rules about what must be completed (and sometimes by when).
Why now: Certifications and curricula don’t hold dozens of loose courses directly; they use requirement groups as organized chunks.
Think of it as: A labeled folder of “must complete” items.
Examples for Sales Coordinator:
- “SC – Week 1 Foundations” → Policy course + HR orientation class
- “SC – Systems & Checklist” → POS course + scorecard/checklist course
- “SC – Floor Readiness” → Shadowing class + customer service course
Where to go: Training Administration → Manage Requirement Groups → create the group → add each course or class as a requirement.
Tip: Split large programs into smaller groups (by week or topic). Easier to maintain and clearer on reports.
Step 7: Create Certifications/Curricula
These are related but serve different purposes:
Certification
What it is: A credential learners earn when they finish requirements. It may appear on their transcript and can expire (annual refresh, etc.).
Use when: You need proof of qualification—“Certified Rental Coordinator.”
Curriculum
What it is: A learning path—often a sequence of training without necessarily issuing a formal credential.
Use when: You want structured onboarding—“Sales Coordinator Learning Path”—even if you don’t need a certificate.
Why after requirement groups: You attach one or more requirement groups to the certification or curriculum.
Example:
-
Curriculum: “Sales Coordinator Onboarding Path”
- Group 1: Week 1 Foundations
- Group 2: Systems & Checklist
- Group 3: Floor Readiness
Where to go:
- Training Administration → Manage Certifications
- Training Administration → Manage Curricula
Step 8: Create the Goal and Add Activities
What it is: The assignable package for learners—the “Sales Coordinator On-Boarding Checklist” they see on their Development Plan with target dates (e.g., start day 1, finish by day 30).
Activities are the lines on that goal. Each activity points to something you already built:
- A course
- A curriculum
- A certification
- Or a custom activity (something tracked outside standard training)
Why last: The goal is the top layer. Every activity needs an existing course, class (via course), curriculum, or certification.
Example goal setup:
| Activity | Points to | Target start | Target duration |
| Complete policies | Course: Sales Policies | Day 1 | 3 days |
| Systems training | Course: POS Basics | Day 3 | 5 days |
| Onboarding checklist | Course: SC Checklist (scorecard) | Day 1 | 14 days |
| Full onboarding path | Curriculum: SC Onboarding Path | Day 1 | 30 days |
Where to go: Development Goals (or Manage Goals) → create the goal → open Activities → add each item with start/duration days.
Tips:
- Test with a pilot user before rolling out to everyone.
Step 9: Set up goal template auto-assignment (optional)
What it is: After your goal template exists (with its activities), you can tell Performance who should get that goal automatically—and in some cases when it should come off their plan—based on how each person is set up in the system (job, organization, audience, and similar rules).
Why it’s optional: You can always assign goals manually (for example, a manager adds the goal to one person’s development plan). Auto-assignment is for when the same goal should apply to many people who share a trait, such as “everyone in the Northeast region” or “everyone with the Rental Coordinator job.”
How it works (high level): Training team configures mappings on the goal template—links between the goal and things like a job, organization (store/region), audience type, or employee type. For each mapping, you can turn on:
| Setting | Plain-English meaning |
| Auto-apply | When someone matches this mapping, the system can add this goal to their development plan (so they see the checklist and due dates without someone clicking “assign” each time). |
| Auto-remove | When someone stops matching this mapping, the system can remove the goal from their plan. (Use carefully—usually with guidance from your LogicBay admin so you don’t remove goals people still need.) |
| Only when the system added it (if your screen offers this) | Removal applies only to goals the system added automatically—not goals a manager added by hand. |
Important behavior: If the same person both qualifies to receive the goal and qualifies to have it removed at the same time, getting the goal wins—the system keeps them on the goal rather than dropping it in that situation.