CPD tracking for employers who want one place for it all: start with a role-based compliance matrix and manager sign-offs in Essentials, add PassportPro for staff in Pro, or connect appraisals and 1:1s with Performance. Targeted 360 diagnostics are pay as you go from the Marketplace - buy one whenever you need one, with no PassportPro subscription required.
Team workspace
Apex Care - this month
92%
Training in date
412h
Team learning recorded
6
Milestone reviews planned
20/20
Seats used
First Aid at Work
18 of 20 in date
Safeguarding Awareness
20 of 20 complete
Fire Warden
2 awaiting sign-off
Inside the workspace
Four areas, one workspace. Tap through to see what owners and managers see when they sign in.
One screen with your vital signs, a named list of people who need attention and the reason why, and every 1:1, appraisal and milestone review coming up in the next 7, 30 or 90 days.
Sample organisation - fictional data
Priya S.
Safeguarding refresher expired 3 days ago
Tom R.
6-month milestone review due Friday
Aisha K.
No 1:1 held for 52 days
Compliance and company training
Operations team compliance
Liam Turner
Moving & Handling
Jack Morris
First Aid at Work
Priya Shah
Medication Administration
Chloe Evans
Fire Warden
Team and compliance oversight
Set compliance and company training once by job role - WorkplaceHero courses, inductions, in-house sessions or external certificates - and see who is in date, worked out live. New starters inherit their role's training and probation review automatically. Managers see only their line reports.
Statutory titles plus your own inductions and standards.
Self-reports never count until verified.
Workshops, shadowing, courses and more.
Evidence ready when inspectors ask.
An employee benefit, not HR admin
Most performance software feels like management surveillance - tick boxes that get forgotten after the meeting and locked away when someone moves on. WorkplaceHero is designed as a career perk staff take pride in.
Every active staff place on Pro or Performance includes full PassportPro at no cost to the employee: unlimited qualification and licence tracking, automatic expiry alerts before critical tickets lapse, and portfolio exports for professional bodies.
Their CPD log, certificates, reflections and achievements belong to them, not the employer. If they ever move roles, their personal passport uncouples and goes with them. They are investing in their own career, not just doing company paperwork.
Single-shot AI coaching prompts help staff articulate tricky reflections, unpack challenging workplace moments and prepare for 1:1s with clarity. It prompts without writing the answers for them.
Employee and manager ratings stay strictly private until the conversation starts. Because their Year in Review pulls from the real learning logged all year, staff never have to defend their work from memory.
Traditional HR platforms
WorkplaceHero with PassportPro
Continuous appraisals
Both people review privately, ratings stay hidden until the meeting and the agreed outcome carries straight into the next cycle.
Explore the full 6-step appraisal processTeam workspace
October appraisal round
5
In progress
3
Signed off
2
Need attention
Marcus Vance
Conversation
Priya Shah
Manager review
Aisha Khan
Self-review
Tom Becker
Signed off
A closed loop, not another survey
A signal gives the conversation its focus. Shared evidence turns it into an agreed action, and the progress you make becomes the starting point for the next review.
Start with the review rhythm your team needs. Add a targeted check-in or 360 when a question needs another perspective, giving the next conversation a clear focus.
With that focus in mind, employees reflect and managers prepare independently. People choose which Passport learning to share; appraisal ratings stay private until the meeting.
Bring the shared learning, objectives and relevant diagnostic signals into the room. Reveal both sets of ratings side by side and agree what the evidence means together.
Turn the conversation into agreed priorities. Carry objectives into the next review and keep open actions moving through shared 1:1 agendas, so the next conversation starts with progress, not a blank page.
Each review builds on the last: agreed objectives and shared 1:1 summaries bring the story forward, while a fresh diagnostic is there only when you need another view.
Diagnostics marketplace
Use the same account with or without Passport for Teams. Pay first, invite people, then keep the finished evidence where the next conversation happens.
The right moment
£10
2 credits per run + VAT when paid in cash; no second tax when paid in credits
Onboarding at 30, 60 and 90 days, probation, mid-year reviews, wellbeing, team pulse, change readiness and more.
Browse check-insA person or leader
£30
6 credits per leader + VAT when paid in cash; no second tax when paid in credits
Compare self, manager, peer and direct-report perspectives, then turn strengths and blind spots into development priorities.
Explore Leadership 360The whole organisation
From 70 credits
priced by headcount, never bundled + VAT when paid in cash; no second tax when paid in credits
See where leadership confidence and frontline reality split across six pillars, departments and organisation levels.
Start Organisation 360Open the evidence
Explore a fictional Organisation 360, compare leadership tiers and departments, and see the level of evidence behind the board report.
Fictional organisation and dummy data
Sample Organisation 360
118 of 142 people responded - September 2026
Org 360 Score
54%
+13ptsResponse rate
83%
Responses
118
Largest gap
45 pts
-14ptsThe Org 360 Score is an aggregated perception score - how people feel about the organisation - not an objective measure of performance.
Staff across every level share a strong commitment to the people they care for, but frontline teams feel decisions reach them late and that systems slow them down.
Leadership clarity and trust
45 pts
Psychological safety and voice
32 pts
Execution and operational drag
32 pts
Values in practice
All levels within 10 pts - whole org 72%
Click any score to see the questions and comments behind it.
| Leadership clarity and trust | Psychological safety and voice | Execution and operational drag | Learning and capability | Values in practice | Cross-team collaboration | |
|---|---|---|---|---|---|---|
| Senior leadership n=8 | ||||||
| Line managers n=22 | ||||||
| Frontline staff n=82 | ||||||
| Board and partners n=6 | ||||||
| Residential care n=46 | ||||||
| Domiciliary care n=38 | ||||||
| Head office n=21 | ||||||
| Training team n=13 | ||||||
| Whole organisation | 50% | 52% | 43% | 54% | 72% | 52% |
| Question | Overall | Senior leadership | Line managers | Frontline staff | Board and partners |
|---|---|---|---|---|---|
| I understand where the organisation is heading over the next 12 months. | 58% | 94% | 74% | 49% | 81% |
| Senior leaders explain the reasons behind big decisions. | 45% | 81% | 61% | 36% | 69% |
| I trust the decisions made by senior leadership. | 52% | 88% | 68% | 43% | 75% |
| What leaders say matches what they do. | 41% | 76% | 56% | 31% | 64% |
| Priorities stay stable long enough to deliver them. | 53% | 89% | 69% | 44% | 76% |
| Question | Overall | Senior leadership | Line managers | Frontline staff | Board and partners |
|---|---|---|---|---|---|
| I can challenge an idea without worrying about the consequences. | 45% | 71% | 54% | 39% | 56% |
| Mistakes are treated as a chance to learn. | 57% | 84% | 66% | 51% | 69% |
| When I raise a concern, something happens. | 49% | 75% | 57% | 43% | 60% |
| People here feel able to say 'I don't know'. | 60% | 86% | 69% | 54% | 71% |
| Bad news travels upwards quickly. | 47% | 74% | 56% | 41% | 59% |
| Question | Overall | Senior leadership | Line managers | Frontline staff | Board and partners |
|---|---|---|---|---|---|
| Our systems and processes help me do my job. | 49% | 76% | 54% | 44% | 61% |
| I rarely wait on approvals to get work done. | 39% | 66% | 44% | 34% | 51% |
| Meetings here are a good use of time. | 48% | 75% | 53% | 43% | 60% |
| I have the tools and information I need. | 34% | 61% | 39% | 29% | 46% |
| We finish what we start before starting something new. | 46% | 74% | 51% | 41% | 59% |
| Question | Overall | Senior leadership | Line managers | Frontline staff | Board and partners |
|---|---|---|---|---|---|
| I get development that genuinely improves how I work. | 47% | 66% | 51% | 44% | 54% |
| My manager talks to me about my growth, not just tasks. | 57% | 76% | 61% | 54% | 64% |
| Training here is relevant to my role. | 51% | 70% | 55% | 48% | 57% |
| I have time set aside to learn. | 65% | 84% | 69% | 61% | 71% |
| People are promoted on capability and behaviour. | 50% | 69% | 54% | 46% | 56% |
| Question | Overall | Senior leadership | Line managers | Frontline staff | Board and partners |
|---|---|---|---|---|---|
| Our stated values show up in everyday decisions. | 78% | 86% | 81% | 76% | 81% |
| Poor behaviour is dealt with, whoever it comes from. | 68% | 76% | 71% | 66% | 71% |
| People are treated fairly regardless of role. | 74% | 83% | 77% | 73% | 77% |
| I am proud to tell people where I work. | 63% | 71% | 66% | 61% | 66% |
| Customers and service users come first in practice, not just on paper. | 78% | 86% | 81% | 76% | 81% |
| Question | Overall | Senior leadership | Line managers | Frontline staff | Board and partners |
|---|---|---|---|---|---|
| Other teams help when we need them. | 48% | 71% | 51% | 44% | 61% |
| Information is shared openly between departments. | 56% | 79% | 59% | 51% | 69% |
| There is little 'us and them' between tiers. | 49% | 73% | 53% | 45% | 63% |
| We solve problems together rather than passing them on. | 61% | 84% | 64% | 56% | 74% |
| Leaders model working across teams. | 48% | 71% | 51% | 44% | 61% |
Changes communicated too late
23 mentions"We hear about changes after they've happened. Nobody asks the people doing the shifts."
Rotas and approvals slow the work
19 mentions"Approvals for simple things like agency cover take days."
Pride in care quality
17 mentions"The residents come first here, always. That's why I stay."
Supportive line managers
11 mentions"My manager is brilliant, but the rota system makes every week a fight."
Themes grouped by AI from the final comments. Scores are calculated by the platform, not AI.
A shared commitment to service users
Values in practice is the highest-scoring pillar at every level, and pride in care quality is a recurring comment theme. Keep this visible while processes change.
Trusted line managers
Frontline comments repeatedly praise their direct manager. Line managers are the natural channel for explaining change - protect their time.
The training team's learning culture
The training team scores highest on learning and capability. Use it as the model for other departments rather than restructuring it.
| Measure | Then | Now | Change |
|---|---|---|---|
| Org 360 Score | 41% | 54% | +13pts |
| Leadership clarity and trust | 34% | 50% | +16pts |
| Psychological safety and voice | 42% | 52% | +10pts |
| Execution and operational drag | 30% | 43% | +13pts |
| Learning and capability | 44% | 54% | +10pts |
| Values in practice | 63% | 72% | +9pts |
| Cross-team collaboration | 38% | 52% | +14pts |
| Leadership/frontline gap - Leadership clarity and trust | 59 pts | 45 pts | -14pts |
| Leadership/frontline gap - Psychological safety and voice | 40 pts | 32 pts | -8pts |
| Leadership/frontline gap - Execution and operational drag | 42 pts | 32 pts | -10pts |
| Leadership/frontline gap - Cross-team collaboration | 38 pts | 28 pts | -10pts |
| Leadership/frontline gap - Learning and capability | 30 pts | 22 pts | -8pts |
| Leadership/frontline gap - Values in practice | 22 pts | 10 pts | -12pts |
| Senior leadership score | 76% | 77% | +1pts |
| Line managers score | 51% | 61% | +10pts |
| Frontline staff score | 34% | 49% | +15pts |
| Board and partners score | 60% | 66% | +6pts |
Passport for Teams
Buying courses includes free learner progress and certificate tracking, with no subscription or plan places needed. Choose a plan for wider workforce compliance, staff development or formal appraisals.
Monthly billing, or pay yearly at ten months' price. All plan prices are plus VAT. Each active staff member using paid features needs a plan place.
Passport for Teams: Essentials
£2
per person / month + VAT
£20 per person / year + VAT
Passport for Teams: Pro
£5
per person / month + VAT
£50 per person / year + VAT
Passport for Teams: Performance
£60
per month + VAT for the first 6 people
Then £8 per extra person / month + VAT
£600/year + £80 per extra person/year + VAT
Standalone courses: buy the training places you need. Assignment, progress and certificate tracking are free; course learners never use plan places. Explore courses
360 diagnostics and check-ins: buy on demand, on any plan or none. Credits cost £5 + VAT, down to £4 + VAT in larger packs, and last 12 months. Explore the Marketplace
Free workspace
£0, buy as you go
Essentials
£2/person + VAT
Pro
£5/person + VAT
Performance
From £60 + VAT
Course tracking - free for any team; courses bought separately
Your workspace
Workforce compliance matrix and CPD
PassportPro for everyone
APPRAISALS, REVIEWS AND TALENT
Insight and diagnostics
No plan needed to train your team: an organisation with no subscription can train any number of staff from the shared credit wallet, with up to 5 owners and managers overseeing it. Paid tiers add governance, PassportPro for staff, and performance tools - learners are never plan places.
The fit
Passport for Teams is the home for ongoing people development. Diagnostics are optional, targeted evidence.
Tell us about your team and we will reply within one working day.