Give your managers clear training oversight, your organisation audit-ready compliance, and every employee their own portable PassportPro. Targeted 360 diagnostics are pay as you go from the Marketplace - buy one whenever you need one, with no PassportPro subscription required.
Team workspace
92%
Training in date
412h
Team CPD logged
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
Required training
Liam Turner
Moving & Handling
Jack Morris
First Aid at Work
Priya Shah
Medication Administration
Chloe Evans
Fire Warden
Team and compliance oversight
Set required training once - WorkplaceHero courses, in-house sessions or external certificates - and see compliance for every person, worked out live. Managers see only their line reports.
Your own courses and statutory titles.
Self-reports never count until verified.
Spot activity and gaps.
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 seat 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
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
The diagnostic is not the destination. It gives the appraisal, 1:1 or development plan a sharper place to begin.
Run the appraisal rhythm continuously. Add a targeted check-in or 360 only when the situation needs another view.
People reflect privately, managers add their view and reviewer groups remain protected where anonymity matters.
Bring CPD, objectives, diagnostic signals and both sets of ratings into one focused meeting.
Agree the outcome, carry priorities forward and use regular 1:1s and planned milestone reviews to keep progress visible.
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, inc. VAT
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, inc. VAT
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, inc. VAT
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 |
Start free
Create your organisation workspace and invite up to five colleagues to run it and appear in your team view. Course places are separate: buy a course for ten people or a thousand and every learner gets their own account.
Free organisation workspace
£0 per month, up to 5 workspace members
Those five are the people who manage the workspace and hold CPD records. Learners you buy courses for are unlimited and never take one of those places.
Stay free if you mainly assign occasional training or diagnostics. Move to Passport for Teams when you want continuous appraisals and PassportPro for everyone as an ongoing habit, from £60 a month.
What the £60 covers
Passport for Teams pays for the ongoing platform: continuous appraisals and PassportPro for your first six people. Diagnostics stay pay as you go from your credit wallet - a Leadership 360 is 6 credits (£30) whenever you need one, on any plan or none.
Evidence for inspection and audit
Completion, CPD and diagnostic records ready when a regulator, funder or board asks.
Decisions based on data
Leadership 360s and workplace assessments show where to focus training budget.
Staff keep their record
Personal CPD stays with the individual, which builds trust and honest engagement.
Training at any scale
Bulk order a compliance course for your whole workforce and every learner gets their own free account, progress tracking and certificate. Course learners never use your plan seats, so you only pay for the places you buy.
Simple by design
No free trial, feature add-ons or minimum diagnostic spend. Prices include VAT.
Included in your plan: unlimited appraisals, one-to-one review check-ins, PassportPro for every member, and team CPD oversight.
Pay as you go from credits: 180s, 360s and other diagnostics, plus compliance courses, only when you need them.
Passport for Teams - 6 to 100
£60 / month
£50 before VAT
First six people included, then £4 each to 25 and £3.50 to 100. Card or direct debit. Passport Enterprise, 101+ people, invoice or PO: £2.75 a person a month (£2.29 before VAT) on a two-year agreement plus a 200-credit reserve each year at £800 (£666.67 before VAT), enough to fund an Organisation 360.
Marketplace
£5 / credit
Down to £4 a credit in larger packs. Credits never expire and are available without a subscription.
Up to 25 staff
£350
26 to 75 staff
£595
76 to 200 staff
£1,075
201 to 499 staff
£1,075 + £1
per person above 200
500+ staff
Let's talk
Guided onboarding gets your organisation live without the admin. One payment, no ongoing fee.
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.