MyPass Global Competency Management

Overview

Workers maintain a digital Skills Passport containing qualifications, licences, tickets and work history, then share it with permission. Employers can define mandatory and desired qualifications by role, project or site, match workers against those requirements, and rank them by compliance percentage. The wider platform also covers applicant tracking, competency verification, workforce allocation and scheduling, worker communication and dashboard reporting.

That breadth can connect credential checking to workforce coordination, rather than leaving compliance as a separate records task. The trade-off is that employer subscriptions scale with the number of unique workers in Resource Pools, so the cost model may be harder to predict for organisations with fluctuating workforces.

Compare other options in Competency Management Software.

Key features

Competency and compliance

Competency matrices can distinguish required credentials from desirable ones, while gap analysis and role competency mapping help expose where a worker does not meet a role’s requirements. Assessment methods include licences, training, assessments, medicals and background checks. Real-time compliance dashboards and validation of certificates and documents with issuing authorities support ongoing oversight, not just an initial screening.

Workforce operations and integrations

Applicant tracking, scheduling, allocation and worker communication make MyPass relevant beyond compliance teams, though organisations should weigh that breadth against the complexity of deploying a platform across several workforce processes. MyPass describes an open API architecture and names MuleSoft, Dell Boomi, Workato and Zapier. Its competency management page also identifies connections to LMS platforms, employee records, training providers, Verisafe and CEC frameworks, and assessment tools.

Security and support

MyPass says it earned ISO 27001 certification in December 2018. Its stated controls include encryption, event and privileged-access logging, local data centres, and backup and recovery processes. Users can submit a support request or chat with Support through the contact page.

Pricing

Worker Skills Passport — 0.00 USD per free

The free Skills Passport is for personnel, giving workers a way to keep and share their credentials without a subscription charge. It is not a free employer tier: organisations pay for an employer subscription to manage workforce compliance.

Employer subscription — custom pricing

Employer subscriptions are billed monthly, quarterly or annually, in advance, with charges based on unique workers in Resource Pools. Workers are free, but employers cannot receive reimbursement if active worker numbers fall below the subscribed amount. That term makes it important to size a subscription around expected pool counts, particularly when staffing varies. The model suits organisations that need workforce-level compliance oversight, but offers less price certainty than a published per-seat plan.

Platforms

MyPass supports Android, iOS and web, with API access for integrations. Mobile support on both major platforms is useful for workers managing credentials away from a desk, while the API and named integration platforms give employers options for connecting workforce data.

Who it's for

MyPass is best suited to asset owners responsible for contractor compliance and service providers coordinating workforces across clients, especially in mining, energy, manufacturing and utilities. It is a stronger fit where credentials, requirements and deployment decisions need to work together. Smaller teams that only need a basic skills matrix may find its worker-pool subscription basis and broader operational scope unnecessary.

Pros and cons

Pros

• Worker-owned credential sharing: the Skills Passport stores qualifications, licences, tickets and work history and can be shared with permission.
• Requirements matched to workers: matrices, compliance percentages and gap analysis help identify whether people meet role, project or site needs.
• Operational and integration coverage: scheduling, allocation, communications and an open API can bring compliance into wider workforce processes.

Cons

• Employer pricing depends on pool size: custom subscription charges based on unique workers make costs less transparent than a published plan.
• Advance billing and no downward reimbursement: employers remain exposed if active worker numbers fall below the subscribed amount.
• Not a free employer plan: free access applies to personnel Skills Passports, while organisations need a paid subscription.

Alternatives

Skiloope is worth considering for a smaller team: its free Starter plan supports up to five members with role-based matrices, readiness and progress dashboards, and invitations; it is web-only.

TalentClick may suit organisations focused on assessment access, with a free basic account and a free trial, plus API and web platforms.

Noova Skill Framework is another option, with paid plans, a free trial and Android, iOS and web platforms.

TeamGuru is a paid alternative with a free trial; its Group plan includes strategy deployment and execution tools, real-time reports, introductory training and email support.

AG5 is a paid option without a free plan; its Enterprise plan includes compliance and FDA features, advanced analytics and skills libraries.

Klayo Workforce Intelligence is a freemium, web-based alternative with a free plan.

Kahuna Skills Manager is a paid option for Android, iOS and web.

MuchSkills is a web-based option with a yearly-billed Starter plan for up to 100 people, including skills profiles, matrices, gap analysis, certification tracking, HRIS integrations and SSO.

Verdict

Choose MyPass if your organisation needs to check contractor or cross-client workforce credentials against role and site requirements, then connect compliance to allocation and scheduling. Its permission-based Skills Passport and worker matching are the central advantages. Look elsewhere if you need an employer free tier or predictable published pricing: the subscription is custom and tied to Resource Pool worker counts, with advance billing and no reimbursement below the subscribed level.