I would say you are going to have to let it go red, because if you are caught fudging the training meter the consequences are going to be more severe-because some of that training carries legal issues if not completed properly. Last thing anyone wants is a cashier not completing their selling alcohol quiz, and ringing up a minor, because that steaming pile will fall on the leaders lap, not that cashiers, because they weren't trained properly.
Admit that you let training go and make an action plan to get it back on track and greener than ever. Because lets face it, if you get caught lying your HRBP will most likely go ballistic on the other hand if you admit the slip up and fix, they will be pissed but see that you are actively working on a solution. It will show better leadership qualities then lying or blaming other TM or TL or ETL for the lapse.
I know, ASANTS, but at mine, our HR or HRTM emails us a list once a month of who, by when and what training needs to be completed, it is greatly appreciated because at least we have a heads up and can properly budget the time needed and not rush around the last minute to get it accomplished. They also post a list (who, what training and expiration) by the time clock and there is also a column that a TL or ETL must initial to verify completion. I have some self-starters on my team that see their name and complete the training by themselves and then I have others that I have to wrangle (usually the last 10-15 minutes of their shift). Sometimes we have to partner with another leader because we might not see that TM, so that it gets competed.
