☝️ If you don’t have access to Cyber Missions yet, that’s normal. The update to this new system is coming very soon.
❶ Administrator Side
Cyber Missions allow administrators to have a simple and actionable view of the engagement and progress of their employees, on a monthly rhythm.
❷ Key Indicators
2.1) Mission Completion Rate
Percentage of employees who have completed the monthly mission.
Serves as an overall "pulse": who is progressing, and at what pace.
Accompanied by a month-end projection (based on the current completion and time remaining).
2.2) Quiz Result
A knowledge retention indicator.
To be tracked over time and by population/audience.
2.3) "Cyber Posture" Reading
The Cyber Posture measures an employee's actual level of cyber risk and behavior.
It is based on concrete signals observed in Riot, for example:
course completion;
results from phishing simulations;
suspicious email reports;
It is intentionally distinct from engagement mechanics (points, streak, leaderboard, "aura").
An employee can therefore be highly engaged without necessarily having the best cyber posture, and vice versa.
The Cyber Posture is designed to be simpler to explain and manage: it makes it easier to identify at-risk populations and justify security investments.
❸ What You Can Do with These Indicators
Identify populations that need a reminder or a notification from their manager.
Adjust communication (mission launch, reminders, incentives) during critical periods of the month.
Observe the impact of program changes (new courses, new audiences, Sonar activation…).
Make internal decisions within your organization: rewards for employees with the best results, potential consequences for less engaged individuals, etc. This depends on your HR policy.
Target your actions precisely: Cyber Posture can be used as a smart group criterion. You can build a group of employees whose posture is critical, at most weak, or at least good, and send them more accessible simulations or courses matched to their actual level.
❹ Notifications, Reminders, Escalations: What Changes on the Tracking Side
Depending on your configuration, you can:
Enable/disable reminders.
Activate team leaderboards.
Set up escalations (manager) for latecomers (especially if Compliance Mode is activated).
❺ Management Best Practices
Measure completion at precise periods (mid-month, D-10, D-3) to anticipate month-end.
Compare quiz results over time rather than at a single point.
Avoid overloading missions: maintain a consistent volume of tasks to maximize completion.
❻ Tracking badge adoption
The badges your employees unlock are reported on the administrator side. You can see who has unlocked what, and how adoption is progressing across your workspace: tracking is available per employee and in aggregate.
It is an indicator of long-term engagement, complementary to the monthly completion rate: an employee who completes missions month after month without a break doesn't look any different in this month's completion figure, but stands out clearly in badges.
❼ Exporting progress
Two levels of export are available in CSV format.
👉 The whole programme
You can export the full programme progress, with two breakdowns to choose from: by employee or by group. Each export includes the information and statistics of the entity concerned, along with the completion date and rate for each course in the programme.
👉 A single course
From a course's detail panel, you can export the data for that course alone. The columns are adapted to the mission model: there is no longer a due date but a course availability date, and the score on the in-course quiz is included.
⚠️ Important: the programme export includes time spent columns. This value is the sum of the estimated durations of the courses the employee has completed — it is not time actually measured in front of the screen. If you use these figures as evidence of training time, present them clearly as an estimate.
👍 Good to know: these exports are specific to the Cyber Missions model. On a workspace still using due dates, the available exports are different.