Workforce settings

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Skills

What a person can do. Skills are used by:

• Maintenance plans, to say what a round requires.
• Routing, to rank who could do a job.
• Dispatch, to warn before you send somebody who cannot do it.
• The skills matrix, to find where you have only one person.

Keep the list at the level work is actually described. “Mechanical” is too coarse to route on; “replacing a mechanical seal on a centrifugal pump” is too fine to maintain.

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Skill categories

Group skills — mechanical, electrical, instrumentation, welding, civil — so a long list stays navigable.

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Certifications

Formal tickets with expiry dates. The difference from a skill matters: a skill is a capability, a certification is an authorisation that stops being valid on a date. An expired certification stops an assignment rather than warning about it, and expiry raises a notification ahead of time.

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Certification types

The kinds you track — pressure systems, electrical isolation, confined space, working at height — each with its usual validity period, so entering somebody’s certificate fills the expiry in.

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Shift definitions

The patterns your plant works: a day shift, a night shift, a rotating pattern. Shifts decide who is available when, which is what capacity weighs and what dispatch reads.

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Worker types

Employee, contractor, apprentice, agency. Types can carry different rates and different rules about what work they may be given.

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Training courses

Courses that lead to a skill or a certification. Useful when the skills matrix shows a row with one mark in it and you need to do something about it.