Retrieve an employee’s training history with the version, provider, result and supporting file—not just a checked completion box.
Start with the example. Adapt it to your team.
A manager may need more than a completion date. The useful answer identifies the training and lets the manager inspect why it was accepted.
A familiar course name is not enough when the content has changed. Preserve the version the employee completed and the provider who delivered it.
Use a dated completion and the required evidence. Record a score only when that training genuinely uses one; do not invent scoring for an attendance-only session.
Keep the review with the record so another administrator can understand the result and find the original requirement.
An employee’s accepted version 1 completion remains version 1. Changing the current catalogue should not make it appear that the employee completed revised material before it existed.
Review the changed requirement and the affected roles. Where new learning is needed, create a new assignment while retaining the old record. That separates an accurate transcript from today’s readiness decision.
In the example app, version and provider are stored with the assignment and completion. The assignment queue handles new learning; the historical record continues to explain past completion.
| Change | What happens next | Why it matters |
|---|---|---|
| The submitted file is unclear | Return the record with a specific reason and request a corrected file. | The employee knows what to fix. |
| Accepted completion content is changed | Reopen review before treating the changed result as accepted. | An old approval does not silently endorse new evidence. |
| A course version changes | Retain the completion snapshot and review whether a new assignment applies. | History stays accurate without blocking future learning. |
| A credential is renewed | Create the replacement and keep its predecessor. | An audit of a previous date can still find the relevant evidence. |
Start from the employee or filter the records board by person and qualification. Open the completion detail to inspect the result, version, provider and file. Avoid using a dashboard total as the only answer to a records request.
Separate the person submitting a record from the reviewer accepting it. Assign member accounts and permissions to match your team, and apply your own retention requirements before storing real personnel information.
When a provider adds a new certificate reference or a training category needs additional evidence, update the relevant fields and review checklist in Jodoo. The reviewer can then find those details on the completion record instead of searching a separate email thread.
Agree a stable employee identifier and qualification list first. Separate duplicate names, preserve original completion dates and attach the matching files. Put uncertain legacy records into a review queue instead of importing every row as accepted. Check a small employee history before importing the remainder.
The assignment and completion retain version and provider snapshots. Updating the current catalogue version does not rewrite what an employee previously completed. A new requirement may still need a coordinator to arrange retraining.
Yes. Changing its completion content or evidence reopens review in the example workflow. The reviewer checks the correction before it is treated as accepted again; a renamed status alone should not substitute for that check.
Set retention and access rules for your organisation’s requirements, agreements and applicable obligations. The app stores connected history but does not choose a legally correct retention period for every type of training.
Explore the sample records, then configure the requirements, fields and working views for your team.
