The analyst who was "trained" but couldn't perform.

Training record showed completion. HPLC operation course—done. Aseptic technique—done. GMP fundamentals—done. Six weeks later, an OOS result traced to technique error. The analyst had watched the videos and passed the quizzes, but they'd never actually demonstrated competency. "Trained" meant "exposed to information," not "qualified to perform."

The gap between training and qualification is verification. A quiz measures recall. Competency measures ability to perform correctly in the real work environment. When the auditor asks "how do you know this analyst can perform the method?" you need the competency assessment, not just the training record.

Learning paths that build capability

A new analyst doesn't need a single course—they need a development path. GMP fundamentals, laboratory safety, equipment operation, method execution. Each builds on the previous, and skipping a foundation means the advanced content doesn't stick.

Seal structures learning as paths with prerequisites that enforce sequence and progress visibility that shows where each person is in their development. Different content suits different delivery: eLearning courses with SCORM compatibility, classroom sessions with roster management and attendance tracking, on-the-job training with qualified trainer sign-off. The system manages the training while you choose how to deliver it.

Different roles need different training—a production operator needs different qualifications than a QC analyst than a maintenance technician. Curricula assign by role automatically, so training requirements derive from what someone does rather than depending on someone remembering to assign courses.

Assessment and qualification

Seal separates training completion from qualification. Complete the training, then demonstrate competency. Demonstrations are observed by qualified trainers using structured assessment criteria—pass and qualification grants, fail and remediation assigns. Training isn't complete until assessment passes.

Initial qualification isn't permanent. Procedures change, skills decay, incidents indicate competency gaps. Seal manages retraining triggers: periodic requalification on schedule, procedure revisions triggering retraining for affected personnel, quality events triggering individual retraining. The system identifies who needs what based on events rather than manual tracking.

External training counts too. Employees attend conferences, complete certifications, receive vendor training—upload certificates, specify competencies gained, set expiry dates. Professional certifications track with renewal reminders, and when a certification expires, qualification status updates.

Document-triggered training

When an SOP revises, who needs retraining? The answer depends on who uses that SOP—and most organizations discover gaps when an auditor asks.

Seal links documents to training requirements automatically. Revise SOP-MFG-042, and everyone trained on the previous version gets assigned to the new version. No spreadsheet reconciliation. No hoping someone remembers.

The same logic applies to equipment. Qualify on the Waters HPLC, and when the method changes, retraining assigns. Move to a new role, and the delta between your current qualifications and role requirements becomes your training plan. The system calculates what's needed rather than someone manually comparing lists.

Effectiveness that improves programs

Are your training programs working? Do people who complete training actually perform better? Seal links training to outcomes: people trained on this SOP and their error rates compared to before training, people qualified on this method and their OOS rates.

Training effectiveness data informs curriculum improvement. If trained people still make errors, maybe the training needs work—not just more training. When auditors ask for training records for everyone who worked on a batch, or training currency percentages, or qualification history for a specific method, the data already exists. Reports are views of it.

Audit and inspection ready

The FDA asks for training records for everyone who touched Batch 2024-0847. The auditor wants to see qualification evidence for all analysts running Method XYZ. Annual training compliance metrics for the entire site.

These aren't research projects—they're queries. Seal returns results immediately because training data is structured, linked, and complete. Batch records connect to personnel, personnel connect to training records, training records connect to qualification evidence. The auditor sees the chain. You don't spend the inspection assembling it.