Practical software guides
A workforce board should coordinate verified readiness. It should not decide legal eligibility, fitness for work or competence from a colour-coded status.
| Field | Who needs it |
|---|---|
| Worker reference and assigned role | Authorised supervisor |
| Credential status and expiry | Supervisor sees status; evidence restricted |
| Permit conditions reviewed | HR/legal-authorised role; not a public roster |
| Training task | Trainer records observed completion |
| Assignment release | Responsible human signs off required prerequisites |
Apprentice-to-supervised-shift example
A fictional apprentice completes a training task but still needs supervisor observation. Keep “training completed” separate from “authorised for this shift.” The supervisor records the approved scope and supervision requirement. The app cannot infer competence or medical fitness.
Minimise worker IDs and medical information in ordinary views. Retain evidence only under the approved policy. Test expiry, reassignment and a supervisor whose access is revoked. No verification-trend claim or fixed 30-day improvement is assumed; use the actual employer and authority requirements.