Training completed doesn’t automatically mean competent.
Everybody records certificates. Very little software records whether the person can actually do the work — which is the thing an auditor asks about, and the thing a supervisor needs to know.
Four states, and the difference between them matters
Each step is attributable: who observed, when, against what, and what they concluded. A competency that expires goes back down the ladder rather than quietly staying green.
Competency where the work is being assigned
Competency information can be surfaced at the moment somebody is put on a job — without turning dispatch into a safety audit.
Every technician stays listed and assignable. Those with a note are ranked lower and carry the reason. Orientra only prevents the assignment where you have deliberately configured that requirement to block.
How the connection worksPractical evaluations. A printable evaluation record for the observation itself — the thing an auditor asks for when they want to know how you decided somebody was competent.
A worker is not a user. An apprentice or a subcontractor can carry competencies, training and history without ever needing a login. Collapsing those two ideas is how people end up paying per seat for a paper record.
Role requirements. Say what a role requires once, and every person in that role is measured against it — with the gaps listed rather than discovered.
See competency working against real dispatch.
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