How to Prepare for a Training Audit

Start by confirming that your staff list, roles, training requirements and renewal dates are current.

Evidence is only useful when it is attached to the right person and requirement. Check leavers, new starters, role changes and duplicate staff records before trusting the totals.

Write down the scope of the review: which teams, sites, dates and record types are included. This prevents a clean-looking percentage from being mistaken for complete coverage.

Focus first on overdue training, expired records, missing evidence and registrations that are due soon or expired.

SkillProof surfaces these gaps in the Action Centre and reports so managers can act before the audit date.

For each sampled record, note whether evidence is accepted, awaiting review, rejected or missing. Record the reviewer, decision date and correction needed when proof is rejected.

Keep exceptions visible: new starters inside an agreed grace period, people on extended leave, requirements marked not applicable and records waiting for an external source. An exception should have a reason, owner and review date rather than disappearing from the total.

The audit pack should explain the status clearly and link supporting evidence where available.

Avoid relying on a one-off spreadsheet export that nobody has reviewed against the evidence.

Include the report date, filters used, known gaps, actions already assigned and the owner for each unresolved item. A short, honest exception list is more useful than a pack that hides uncertainty.