Agree what counts
Map the evidence to the actual requirement. A previous course or job title is a starting point for review, not an automatic substitute for current capability.
Define who can review evidence and what they need to check: relevance, currency, authenticity and coverage of the requirement.
Record the decision
Keep the submitted evidence, the reviewer, the decision date and the reasons together. Where only part of a requirement is met, state the remaining gap.
Let the learner understand what was accepted and what further evidence or learning is needed. Preserve the original decision if it is later revised.
Assign only the remaining work
Turn a partial decision into a targeted plan. That may involve one lesson, practice, a workplace observation or an updated assessment.
Track the follow-up through the same process as other requirements, so credit does not become a separate spreadsheet with no visible owner.
Review when requirements change
Determine when a decision needs reconsideration, particularly if procedures or role expectations change. Make any review date visible.
Test the process with a small sample before importing a large training history. Confirm that the resulting record is understandable to both the learner and the next reviewer.
