The NOCN Skills Passport is a secure digital record that brings an individual’s skills, qualifications, experience and competence evidence together in one place.

It makes it easier for individuals to present what they know and can do, while giving employers a clearer view of the evidence available across their workforce.

The Skills Passport is designed for individuals, employers, educators and industry partners.

Individuals gain a portable professional record that develops throughout their career. Employers gain better visibility of workforce skills, qualifications and competence evidence.

Workforce records are often spread across HR systems, spreadsheets, certificates, cards and other platforms. This can make it difficult to see what evidence is available, what is due to expire and where development may be needed.

The Skills Passport brings relevant information into a clearer, more accessible view.

No. A CV is largely written by the individual and provides a summary of their experience.

The Skills Passport is built around credentials and evidence. It shows where supported information has come from and whether it has been verified.

Individuals can upload a CV to help populate their Passport, but information taken from a CV is not automatically verified.

No. The Skills Passport brings relevant evidence together, but it does not replace the qualifications, certificates, cards or competence schemes themselves.

Each qualification, card and scheme retains its own requirements, rules and issuing authority.

An HR system is generally used by an employer to manage internal processes and workforce information.

The Skills Passport is centred on the individual. It provides a portable professional record that can develop throughout their career and move with them between employers.

It is designed to work alongside existing HR and learning systems rather than replace them.

Information can be added in several ways:

• Supported information can be extracted from an uploaded CV.
• Relevant records can be received from connected NOCN systems.
• Individuals can add qualifications, credentials, work history and other supporting evidence.
• Employers can add certificates for internal training.
• Individuals can ask an employer or educator to verify supported evidence.
• Employers can invite groups of people to join the platform.

Where an employer wants to bring across information from another system, we can discuss the available options as part of the setup process.

Information added by the individual is not automatically verified, and its status will be made clear.

No. The Passport clearly distinguishes between information added by an individual and information received from or verified by a trusted source.

Each record displays its verification status, and where it came from, helping employers understand the evidence they are viewing.

No. A CV can be used to help populate the Passport, but information extracted from it is not automatically verified.

Its source and status will be shown clearly. Where supported, the individual can then ask an employer or educator to verify relevant information.

Yes. Individuals can add supported qualifications, credentials and other supporting evidence to their Passport.

Information added by the individual is not automatically verified, and its status will be made clear.

Individuals can send a verification request through the platform to a relevant employer or educator.

Verification requests are currently available for:

• Logbook categories.
• Behaviours.
• Job titles.

The employer or educator can review the request and record the appropriate verification status.

Yes. Employers can add certificates and verified records for internal training delivered to their workforce; passport owners need to accept the record for it to show.

The Passport shows where the evidence has come from, giving anyone viewing it a clearer understanding of its source and status.

Yes. Employers can invite groups of individuals to join the platform, helping them introduce the Passport across a team or defined workforce cohort.

The onboarding process can be agreed around the organisation’s workforce, available information and support requirements.

The Passport displays expiry information for credentials where an expiry date has been entered or received through a connected source, including supported records from CPCS and the NOCN Hub.

Automated weekly email updates help people stay ahead of upcoming expiry dates:

• Individuals receive a digest covering credentials due to expire within the next 90 days.
• Employers receive a digest covering credentials due to expire within the next 30 days.

The Skills Passport can connect with your NOCN Hub and CPCS accounts, bringing supported NOCN-held records such as courses, credentials, cards and logbook records into the individual’s Passport.

Depending on the record, this can include course, card, expiry and logbook information.

The Skills Passport is designed to work alongside existing HR, learning and workforce systems.

Every organisation’s systems and data requirements are different, so we will discuss any integration, data transfer or onboarding requirements as part of the initial conversation.

The Passport remains centred on the individual, even where an employer has funded access.

The employer can invite the individual, contribute relevant information and view records shared with it. The individual’s wider professional record can continue to develop and move with them throughout their career.

The individual keeps their portable Skills Passport when they move to another role or organisation.

They can withdraw a former employer’s access to their Passport, leaving that employer only with a snapshot, and share relevant records with a new employer when needed.

Individuals choose which relevant courses, credentials and records they share.

The employer receives a shared view of this information and any ongoing updates.

Yes. Individuals can choose from several sharing options:

• Single view: access is provided for one viewing.
• 30-day access: access expires automatically after 30 days.
• Open-ended access: access continues until either party removes it.

The individual can also withdraw access when it is no longer needed.

Yes. An individual can show their Passport to someone in person without needing to send it by email. This can be particularly useful when presenting credentials on site.

The Passport can also be shown offline using the information available from its most recent sync.

Yes. Individuals can share relevant records with different organisations where needed. Each employer only receives the information and level of access that has been shared with it.

The Building Safety Act has increased the focus on how organisations manage and demonstrate workforce competence.

The Skills Passport helps employers bring relevant qualifications, skills, knowledge, experience, behaviours and competence evidence into a clearer workforce view. This makes the evidence easier to access, review and maintain.

The platform supports competence management, but employers and dutyholders remain responsible for deciding whether someone is competent for a particular role or task.

No single platform can make an organisation compliant automatically.

The Skills Passport can support the recording, sharing and review of relevant evidence. Employers remain responsible for understanding their duties, setting appropriate competence requirements and making decisions about their workforce.

No. The Skills Passport supports access to evidence but does not replace:

• Mandatory cards.
• Scheme rules.
• Identity checks.
• Site-specific requirements.
• Supervision requirements.
• Statutory duties.
• Employer and dutyholder decisions.

The Passport brings relevant evidence together and shows its source and verification status.

That evidence can support a competence decision, but the employer or appropriate dutyholder remains responsible for deciding whether someone is competent for a particular role, task, project or site.

SKEBs are the Skills, Knowledge, Experience and Behaviours that contribute to an individual’s overall competence.

The Skills Passport provides a broader view than qualifications alone by bringing relevant evidence across these four areas together.

A qualification is important, but it does not always provide a complete or current picture of someone’s competence.

SKEBs help employers consider:

• What the individual knows.
• What they can do.
• The experience they have gained.
• The behaviours they demonstrate.

This provides a fuller evidence base for workforce and development decisions.

SKEBs can be organised through an appropriate occupational, sector or employer pathway.

A pathway can set out relevant requirements, including learning to complete, behaviours to evidence and records that may need employer or educator input.

Behaviour evidence is recorded by an appropriate employer or educator.

Individuals can request that evidence is added on their behalf, while employers and educators can also add it directly where appropriate. The evidence is recorded against the relevant behaviour in the individual’s pathway, with its source and status shown.

AI is not used to assess or verify behaviours.

Yes. NOCN can work with employers to explore pathways that reflect their workforce, industry and competence requirements.

Any bespoke pathway would be discussed and agreed as part of the organisation’s implementation.

SKEB evidence reflects the information available when it was recorded and verified.

The appropriate review period may depend on the occupation, employer, project or industry requirement. Employers can use pathways and expiry information to support regular reviews and keep relevant evidence current.

Yes. We are inviting employers and industry partners to explore opportunities to take part in an early employer pilot.

We will begin with a conversation about the organisation’s workforce challenge, existing information and the outcomes it wants to achieve. Where there is a good fit, we can agree an appropriate cohort, timeframe and measures of success.

The measures will depend on the employer’s workforce challenge. They could include:

• Improved visibility of workforce records.
• Less time spent checking evidence.
• Better management of upcoming expiry dates.
• Faster workforce mobilisation.
• Clearer development priorities.
• Reduced reliance on spreadsheets and separate records.

Measures would be agreed at the beginning so the employer can properly assess the value of the pilot.

This will depend on the size of the workforce group, the information available and any onboarding or integration requirements.

Following an initial conversation, we will set out an appropriate onboarding plan and timetable.

We will work with the employer to identify:

• The workforce challenge it wants to address.
• A suitable group of employees or contractors.
• A lead contact for the pilot.
• Relevant workforce information.
• Any IT, security or onboarding requirements.
• The outcomes it wants to measure.

The platform will support sector-specific pathways and may also offer options for tailored branding and configuration.

We will discuss any industry- or organisation-specific requirements as part of the implementation process.

The Passport can display opportunities from external job boards where this optional feature has been enabled for an organisation.

It is controlled as part of the organisation’s platform setup and cannot currently be switched on by an individual user.

Keeping the Passport current gives the individual one professional record that can develop throughout their career.

It can help them:

• Keep relevant achievements and evidence together.
• Reduce repeated requests for the same information.
• Share appropriate records more easily.
• Show where supported information has come from.
• Take their professional record between roles and organisations.
• See where further evidence or development may be needed.