Time-to-competency (TTC): What it means and why it matters
- Emma Gillam
- Jan 5
- 3 min read
If you've never heard the term time-to-competency (TTC) before, don't worry, you're definitely not alone.
It's a phrase more often heard in corporate learning and development (L&D) department, where huge spreadsheets and formulas are used to measure how long it takes for someone to go from a new starter to fully competent in their role.
This concept is just as important for small and medium-sized businesses. In fact, I think it might be even more important. But utilising it correctly, means stripping it back and simplifying it.
What is TTC? (Time-to-competency)
Simply put, time-to-competency (TTC) is the amount of time it takes for someone to confidently and safely carry out their role to the standard you expect.
For large organisations, that could mean calculating the average time it takes new employees to hit performance targets. For an SME, charity or local business, it might mean something much simpler – like how long it takes for a new starter to confidently serve a customer, use your systems, or follow your processes without constant support.
It’s not about rushing people. It’s about making sure they have everything they need to succeed as quickly and effectively as possible.
Why it matters for SMEs
In small teams, every person matters. When one person is still learning the ropes, everyone else feels the pressure. So reducing time to competency doesn’t just help the learner – it helps the whole team.
Let’s look at two examples:
Example 1 – A small customer facing business: A new front-of-house team member takes four weeks to become confident using the till, handling complaints and working independently. After improving their induction and digital onboarding, the next new starter reaches that point in just two weeks. That’s two extra weeks of productivity – and two weeks of reduced pressure on everyone else.
Example 2 – A charity: Volunteers often join with enthusiasm but limited experience. Having an accessible digital guide means they can revisit key steps or safety information at any time, building confidence faster and reducing the time staff spend retraining or answering questions.
In both cases, time to competency improves when training is clear, consistent and accessible.
How to measure it...(without a spreadsheet!)
You don’t need formulas or an HR system to understand your time-to-competency.
Try this simple approach instead:
Define what “competent” looks like – Write down 3–5 clear indicators of success for the role. What should someone be able to do confidently without supervision?
Track progress informally – During the first few weeks, check in with your new team member. Ask what they feel confident doing and where they still need help.
Look for patterns – If every new starter struggles with the same thing, that’s a training gap. Fixing it will naturally reduce your time-to-competency.
Review your induction – Could parts of it be made digital or more visual to support different learning preferences and the needs of different team members?
Training plays a huge part
Time-to-competency doesn't improve by accident! It improves when training is designed with purpose. That's why a solid induction process, even a simple one, can make such a huge difference.
For SMEs, that can be the difference between a confident, capable team and one that's constantly firefighting.
How we can help!
At Emblem Training Solutions, we help small businesses and charities design onboarding and training that reflects who they are and what they stand for. The goal is very simple - shorten the time-to-competency by giving people the knowledge, confidence and clarity they need from day one.
If you’d like to see a recent project that supports this, take a look at our Food Friends Volunteer Guide, featured in our portfolio.
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