Know your staff competence by unit
Operational Competency Assurance – One view of who can do what, how they were assessed, and what’s due next—so supervisors can staff safely and onboard faster.
The Problem
Training sits in one system; task know‑how in another. Supervisors guess coverage. Onboarding drags; training and competency renewal dates catch you out.
Common issues
- Static spreadsheets → keep it live, record evidence, avoid data loss
- Over‑checking without a purpose → add as many confirmations as your operation requires. Prioritise by risk/impact if you want to start small—the platform can handle dozens per team with filters and grouping.
- Binary thinking for high level skills → consider rating scales with degrees of competency.
What changes with Centranum
- Clear structure: roles → capabilities/competencies → indicators/tasks → training/evidence.
- Find anything fast: search by person, role, skill/task, unit, project.
- One central set of live standards with version history and a change log.
- Team/Station/shift report that shows each person’s real time level of readiness – competency and training status.
- Onboarding that sticks: training connected to on‑job task standards.
- Required revalidation assessments flagged and set up automatically
- Configurable automated notifications
- Set your own rating scales at competency and criteria level – scoring rubrics can differ by unit/discipline
How the data model works
For manufacturing everything can form part of the competency list – some items are training, some are on‑job tasks/standards. If your preference is to treat training as a type of competency, we support that. We render a skills‑matrix view from what you already track: a competency list (no indicators), indicators as action steps, or OJT items — whichever you use.
For healthcare assessments competencies can have multiple levels – category -heading – subheading and criteria. Uploaded evidence can include demonstration of procedure forms and other workplace assessments such as MiniCex, which are also available for configuration and use within our system
What it looks like
- A simple capability matrix view by team or unit/station/shift with staff names and competencies/training with colour coded indicators.
- A variety of matrix views available – if you need drill down to task step granular level or view a matrix by unit and role
- A separate heatmap view of expiring certifications and an integrated team view of individual position against all requirements
FAQ
Can this handle shifts and cross-unit cover?
How do new starters show up?
Training vs on-the-job validation—what’s the difference?
How does training fit?
Treat training as learning/evidence for competency. We update training completions to Capability Passports (or Portfolios for Healthcare). For manufacturing your matrix/validation views can include training and on job training- for healthcare matrix views are usually of workplace assessed competency.
Can we attach evidence to assessments?
Can we bring all our current assessment forms to the system?
Yes – the competency library and role mapping will support all your onboarding and specific competency assessment checklists. There is also a form management area where you can design your own forms – and a facility for staff and those who assess them to select them as needed – complete them and attach them to competency assessments.
Do we have to rebuild our framework?
Do we have to adopt your terminology?
What reporting is available?
Reports are real time for individual and shift/unit reports. The platform has extensive analytics covering competency gaps, development needs and progress, competency levels, credential requirements and pending renewals, – filter by time period, unit, competency – competency requirement set. A full search facility enables you to locate those with specific competencies.