People Development
Competence continuity
DlaStudenciAdministracja
Short competence prompts per role, via QR code or reminder: the platform records when a competence was last shown, when it is due again and how current it is.
Po co#
Competence fades when it is not used. Instead of an annual mandatory training, a short prompt of a few minutes checks exactly the competence that is currently due — with the same competence diagnosis as in the course.
Jak to działa#
Ścieżka kliknięćPeople developmentMy competences
- 1Company administrator: under “Competence continuity” choose a role, define the expected competences with level, priority and rhythm and activate the version. “Create example” creates the role “Sales employee using AI” with five competences.
- 2Under “Accesses” create a QR code (for the role or a single competence, time-limited) and post or send it. The code contains nothing personal and can be revoked at any time.
- 3Employee: scan the QR code or open “My competences”, sign in and start “My prompt for today” — a question or a task from practice, spoken if desired.
- 4Afterwards the platform shows the result with a justification, the currency status and the next date. If there is a gap, “My competence companion” leads to the matching place in the course.
- 5“My development” shows the history, “My records” the evidence. There the competence passport is available as a signed “Kompetenzstand – kein Zertifikat” (competence status – not a certificate): as a file (JSON), as a PDF with QR code and as a time-limited, revocable QR share — only with consent, by default with a pseudonym instead of the name.
- 6Under “Analysis” the company only sees aggregated figures from a minimum group — never an individual person.
Ustawienia i przełączniki#
- Przełączane dla każdego klientaDomyślnie: wyłączoneModuł: Kompetenzbegleitung
- Przełączane dla każdego klientaDomyślnie: włączoneModuł: Kompetenzbegleitung
- Per tenant via the feature “Competence continuity” (default off) or the bookable module “Competence continuity”; requires the competence check. Introduced as a project-based extension: the role profiles with their competences are set up together with the customer — no immediate across-the-board availability.
- Under “Prompts & quotas” every value can be set per company; without changes the default values apply.
- Minimum group of the analysis: default 5, larger possible, never smaller.
- Reminders per person and week (default 1, at most 7), default rhythm for new requirements (default monthly).
- Rules for resubmission: base interval per rhythm, factors for risk, demanding competences and stability, days until learning step and check task, shortest and longest interval, threshold for “reassessment”.
- Override the rhythm per role, per competence or per competence in a role — without a new version of the role profile; the most specific setting applies.
- Validity of new QR codes (default 90 days, at most 365), throttling of new prompts per person and day (default no limit).
- Monthly quotas for prompts, AI tokens and speech minutes; reading aloud with the course voice on or off.
- Every change appears with old and new value in the administration log.
- Every employee continues to choose rhythm, pause and email reminders themselves; this choice only pushes dates back.
- Signed competence status: separate feature “Signed competence status (QR sharing)” (default on); off = only the unsigned competence passport draft. QR shares are valid for 30 days by default, at most 90.
The four currency states#
- Currently demonstrated — an independent piece of evidence lies within the rhythm.
- Refresher recommended — the rhythm has expired; what was shown earlier remains visible and still counts as shown.
- Reassessment recommended — for example after an identified gap or a changed requirement of the role.
- Not sufficiently evidenced — there is no independent evidence yet.
An expired rhythm is not a loss of the competence; the status is never downgraded automatically.
When a prompt becomes due#
Resubmission follows comprehensible, configurable rules: last evidence, difficulty, identified gaps, the risk class of the activity, changed content or requirements, previous results and your own reminder preference. Daily, weekly, monthly or event-driven — daily use is never the default.
The rules are not a prediction of forgetting; they are deliberately simple and visible to everyone.
The company can adjust the rules within fixed limits (for example risk factor “high” from 0.5 to 0.7). Every plan states the rule version according to which it was calculated; a change recalculates nothing retroactively, it takes effect at the next calculation.
What the company sees — and what not#
- Only aggregated figures from a minimum group of five people; filters that together would result in a smaller group are rejected. The minimum group can be increased, never reduced below five.
- No individual answers, no individual assessments, no rankings.
- The purpose is exclusively learning and development; performance appraisal, applicant selection or personnel decisions are excluded.
- QR codes contain nothing personal, are time-limited and can be revoked at any time.
- Only the person themselves shares their competence status — via their own QR share; shares and accesses appear in their own log, not in the company's.
Wskazówki#
- An exercise in learning mode does not count as independent evidence.
- When a resubmission expires, nothing is downgraded: the status is then “Refresher recommended”, what was shown earlier remains visible.
- Competence continuity serves only learning and development — not performance appraisal.
- There is deliberately no view for managers on individual people; companies see only the aggregated figures.
Powiązane funkcje#
- Competence diagnosis (competence check)What can the learner already do, what is this assessment based on, what is still missing — and how does the course help in a targeted way? With tasks from practice, evidence per criterion and reassessment.
- People development at a glanceLearning paths, assignments with deadlines and every employee's own area — the basic surface of people development.
- Competency matrix & gap analysisCompetencies per role with a target level, the current level per employee, gaps and the learning paths that close them.
- One competence engine, several learning applicationsThe platform's competence engine also works in other learning applications, such as the student app — and learners take their competence status with them as a signed file, shared via QR code: explicitly “Kompetenzstand – kein Zertifikat” (competence status – not a certificate).