Trained is not the same as competent

Define what each role requires of your workers. Verify competency with real evidence. See every gap across your workforce.

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1M+ workers

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Completion data tells you who attended. Not who can do the job.

A worker can hold every certificate a role requires and still not be safe to work unsupervised. Training records don’t show the difference.

No agreed standard

Without a defined role profile, competent means whatever each supervisor takes it to mean. Two crews apply two different bars.

Competency is assumed, not evidenced

A completion ticks a box. Nothing shows the worker performed the task correctly, or that anyone watched them do it.

Gaps appear at the worst moment

A roster, a client request, or an incident exposes who cannot cover a task. By then, the training lead time is the problem.

Set the standard, verify against it, act on what's missing

One definition of competent, applied consistently

Every role gets one clear standard, so competent means the same thing on every crew and every site.

A live view of every skill, every site

Competency is proven by observed performance in the field, not assumed from a completion certificate.

Every gap visible before it costs you

See exactly who can and can’t cover a task, long before a roster, client or incident forces the question.

See how verified competency works in a 30-minute walkthrough

Measure capability, not attendance

Verification of Competency

Structured VoC workflows with observation checklists. Capture photo, video, or audio evidence on mobile, and reassign a verification when circumstances change.

Role Management

Define role profiles once, then clone and compare them. Remove duplication and inconsistency across your structure.

Job Role Mapping

Map individuals to defined roles to automatically identify required versus missing qualifications and inductions.

Digital Log Books

Capture work hours and tasks performed over time. A digital record of practical experience, signed off progressively.

Skills Matrix

A visual, real-time grid cross-referencing role profiles against every individual. Export status by role, business unit, or location.

Capability Matrix View

View, search and filter skills held across workgroups, teams, sites, and roles. Confirm who is authorised to operate or supervise.

Organisational View

A high-level view of competency across business units and locations, with training spend prioritised against the highest-risk gaps.

Third-Party Access

External stakeholders such as assessors provide direct evidence or verify a worker's competency, without needing a licence.

Mobile & Offline App

Verify competency in the field with no connection. Evidence syncs as soon as the device reconnects.

See every capability working on your own roles

Frequently asked questions

What is competency management?

Competency management defines what each role requires, then measures whether individuals meet it. It differs from training tracking because the output is a gap rather than a completion. The question is not whether someone attended, but whether they can perform the task. This is capability across your own workforce, measured against role standards you define.

How is this different from tracking training completions?

A completion record shows attendance against a course. Competency management measures ability against a role standard you define. Job Role Mapping identifies what a specific person is missing, and Verification of Competency evidences that they performed the task correctly rather than simply finished the training.

We don't have role profiles yet. Where do we start?

Role Management lets you define a profile once, then clone it for similar positions rather than rebuilding each time. Comparison shows where requirements duplicate or contradict across your structure. Most organisations start with safety-critical roles, where the gap carries the highest risk.

How does verification of competency work in the field?

A structured observation checklist guides the verifier through the task. Photo, video, or audio evidence attaches on mobile as the work happens. Third-Party Access means an external assessor can verify directly, so verification does not wait for a formal assessor to be available.

Can we include contractors and labour hire?

Yes. Third-Party Access covers external workers and the supervisors verifying them, so contractors sit in the same competency view as direct employees. That matters most where a client or principal contractor asks you to evidence capability across everyone on site.

Can we report competency by site or business unit?

Yes. Capability Matrix View filters skills held across workgroups, teams, sites, and roles. The Skills Matrix exports status by role, business unit, or location. Organisational View gives leadership the same picture at a higher level for planning and budget decisions.

What happens to a competency record after an incident?

An incident suggests the original judgement may no longer hold. A supervisor reassigns the verification directly, and the outcome updates both the worker’s record and the Skills Matrix. Where an incident points at the role standard rather than the individual, Role Management lets you revise the profile itself.

Know who can do the work. Not just who was trained

Define the standard, verify it with real evidence, and see every gap across your workforce.

Who We Serve

Skills Gap Analysis Tool

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