We have revised how Arsen calculates each employee’s security score. The new score more accurately reflects real risk and helps you identify where to act first.
1 – What’s changing
1.1 – Recent behavior takes priority
Recent results carry more weight in the score than older ones. Yesterday’s good results no longer hide today’s click, and progress shows up quickly.
1.2 – Reporting is the goal
Reporting a simulation is the behavior that earns the most points. A risky action earns fewer points, and fewer still if data was compromised and the employee did not report the incident.
1.3 – Ignoring a simulation counts much less
A simulation that is ignored, with no click and no report, now weighs far less than a genuine reaction. It can no longer offset a compromise.
1.4 – Scenario difficulty is better accounted for
Spotting a difficult scenario earns more points
Falling for an easy scenario costs more points
1.5 – Awareness training is part of the score
The score is based 60% on simulations (phishing, smishing and vishing) and 40% on training. The training portion takes into account module completion, employee engagement and success rate.
2 – Coming soon: badges
In the coming weeks, Arsen will launch a badge system to reward good behavior even more.
3 – Why have some scores dropped?
Previously, ignoring a simulation counted almost as much as reporting it. Since most employees ignore most simulations, scores settled around 50 and hid the employees who were actually clicking.
📚 Example
An employee entered their credentials twice in two months and let their training lessons expire. They scored around 47 under the previous method. They now score around 7.
This drop does not mean your employees have become less vigilant. The same history is simply assessed differently, and the score now reveals a risk that was already there. A low score is a signal to act, not a penalty.
4 – Improving your scores
Encourage employees to report simulations
Make sure training lessons are completed
Because recent behavior now counts more, scores can improve quickly over just a few campaigns.
🔍 Note:
Find each employee’s score on their employee profile page, and the score of a set of employees on their group page.
5 – Good to know
The new scores are not comparable with the old ones: the two methods do not measure the same thing in the same way.
Instead, compare employees and groups against each other, and track how the new scores evolve from now on.