With competence typically defined through the three distinct elements of Knowledge, Skills and
Attitude, discover more about the capabilities of the ELMS solution and how it satisfies these elements providing immediate benefits to your organisation.


It is critical for organisations to understand and have visibility of the training and qualifications of their staff as demanded by the job roles that they perform, both prior to engagement and on a continuous basis during their deployment.

The ELMS solution provides a centralised record of each staff members training and qualifications, and any bespoke items that the organisation defines for each job role performed, which are stored in each staff members profile. The scope of the profile is defined by the organisation to ensure that each item is relevant to that organisation. This typically includes mandatory product type and differences training, education, licensing, authorisations, and a host of company-specific records such as induction training, continuation training as well as any bespoke competencies required or attained.

Once configured, the solution offers a set of smart reporting tools to provide gap analysis, manage expiries, plan training programmes, ensure compliance and allocate tasks appropriately. Additionally, each user and the organisation can configure alerts against life-expiry items, to minimise the likelihood of any items expiring during deployment, and thus impacting the operation.


ELMS’ digital logbook functionality allows staff members to build a comprehensive record of their practical training, on-job-training as well as an ongoing record of their experience gained throughout their career.

Capturing experience is simple with our intuitive interface and controlled validation process, which provides a wide scope of parameters that can be captured and thus interrogated through the reporting tools.

The reporting tools provide visibility of staff members experience, which can be analysed at varying levels from individuals, teams, and locations for example. The powerful nature of the reporting provides the organisation with the tools to simply make informed, risk-based decisions in relation resource planning and allocation, organisation capability, staff development and supervision. Additionally, the reports provide instant reporting against requirements such as EASA Part 66 Recency e.g. 6/24 months and EASA Foreign Part 145 Approvals user guide UG.CAO.00128-003 e.g. 180 tasks/24 months.


Historically, managing individual competence assessments has been an extremely onerous task. ELMS’ competence assessment functionality simplifies the process, offering an intuitive, centralised and standardised assessment scoring and reporting framework.

The framework provides the flexibility for organisations to customise the content of their assessments and have multiple assessments to meet the differing requirements of departments and job functions. This includes the ability to have fully customised subject criteria and scoring schemas, as well as the ability to capture frameworks as set out in regulations e.g. EASA Part 145 GM2 145.A.30(e), and best practice issued by competent authorities e.g. UK CAA Publication CAP 1715.

Once configured, allocate your assessors and take the assessment to the shop floor with ELMS’ tablet and mobile optimised interface. Once you have completed your assessments, you can analyse the results to:

• Gain visibility of organisational risk
• Identify gaps in knowledge, skills and attitude across your organisation
• Prioritise training initiatives
• Isolate procedural or practical inefficiencies
• Ascertain supervision requirements
• Monitor performance trends for individuals and teams
• Inform succession planning

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