ZEBSOFT VIDEO TRAINING

Training and competency

02:50 · English · Anonymised demonstration · Transcript below

Video chapter guide

1. 00:00 — Start with the matrix
2. 00:15 — Use a shared requirement
3. 00:31 — Define what the role needs
4. 00:46 — Set the requirement rules
5. 01:01 — Check the evidence behind a gap
6. 01:15 — Record completed training
7. 01:32 — Retain what was learned
8. 01:46 — Review the individual position
9. 02:03 — Record assessed competence
10. 02:18 — Review the retained record
11. 02:33 — Keep competence current

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Video transcript

Open Competency matrix under People. It compares job-role requirements with employee evidence. Use the summary cards and filters to focus on gaps, expiring evidence and pending approvals. Choose the requirements you want to display.

The Competency catalogue provides reusable requirements for job roles. Check the requirement type, validity period and warning before expiry. Use a consistent catalogue item so role requirements and employee evidence refer to the same thing.

Open the job role and review Competency requirements. This example includes training, a licence, an assessment and a conditional certificate. Keep requirements relevant to the work and assign the appropriate job role to each employee.

When adding a requirement, select the catalogue item and choose whether it is mandatory, optional or conditional. Validity and warning periods can use the item defaults or role-specific values. Add notes to explain the requirement.

Select a matrix status to inspect its evidence. Nothing recorded means no training record, licence or sign-off is linked for that person and requirement. Open the employee record to review the gap and arrange the appropriate follow-up.

Use Add a training record to enter the description, person, provider and location. Set Counts towards to the relevant competency requirement. Enter the training date, expiry where applicable, duration and cost. Check the details before saving.

The Content and skills tab records why the training was needed and what it covered. Select relevant skills and attach the certificate where available. Keep the evidence specific enough for a reviewer to understand the learning completed.

The employee Competency tab lists requirements, necessity, status and evidence. Check missing items alongside evidence already held. Additional evidence is shown separately from what the role requires, and conditional requirements may be not applicable.

Record competence is a separate assessment route. Enter when competence was achieved, its expiry where applicable, and assessment notes explaining what was observed and how it was judged. Use this only when an appropriate assessment has taken place.

Open a training record to review its dates, provider, content, linked requirement and certificate. An in-date training record supports the evidence trail. It does not by itself prove that a person can perform every task competently.

Use Expiring and Expired views to plan renewals, and review Pending approval items through the authorised process. Follow up missing evidence and reassess after changes to duties. Keep training completion, evidence review and competence assessment connected.