Everything Potentially does, in detail.

Visual course builder

Assemble content pages, video, quizzes, reflection exercises and file uploads into a structured course. Your team uses it directly — a course written in the morning goes live in the afternoon, and edits reach learners immediately.

SCORM

Import existing SCORM packages and run them alongside content built in Potentially, so purchased compliance modules, commissioned content and legacy libraries sit in the same catalogue as everything else. SCORM content runs natively.

Content bank

What you build once is reusable. This year's induction module becomes a component in next year's leadership programme instead of being rebuilt.

Pathways

Group courses into a programme, add required events and workplace learning, and set the order things happen in. Prerequisites hold, so the sequence works as designed. Participants see what they've finished, what's next, and how it connects.

Programmes and academies

Used for leadership development, new manager transitions, induction, statutory sequences and accreditation preparation — including running a named academy under your own branding.

White-label branding

Your colours, your logo, your domain. The experience reads as your organisation's own.

Catalogue

Everything your organisation runs, searchable by topic, department, format or career stage. What surfaces first reflects someone's role and what they've already completed.

Devolved publishing

Departments, branches, regional teams and specialist services publish their own provision into the same catalogue while keeping control of what they offer.

Mobile

Responsive throughout — booking, browsing and working through a course all function on a phone.

Series and multi-session events

Recurring events hold together as one object. Someone books the series rather than eight separate workshops, and progress through it is tracked as a whole.

Capacity and waiting lists

Set a limit; the waiting list forms itself. When someone cancels, the place releases to the next person automatically.

Cancellation

Handled by the system, without an email chain to the organiser.

Reminders

Booking confirmations and pre-session reminders go out automatically, which is most of what no-show reduction consists of in practice.

Pre-event questionnaires

Collect prior experience, requirements and what people want out of the session, so a facilitator knows the room before walking into it.

Check-in

Check-in records who actually turned up, and that triggers the certificate or badge with no post-event reconciliation.

Post-event feedback

Collected in-platform and attached to the session that generated it, so programme review has evidence behind it.

Calendar sync

Bookings appear in Outlook and Google Calendar.

External and cross-organisation attendees

Consortium programmes, partner training, member events and open courses run through the same system as internal development.

Connected to programmes

Attend the required workshops, complete the modules, earn the credential — tracked together.

Automatic capture

Completed courses and attended sessions land in the record without anyone remembering to add them.

External CPD

Conferences, external providers, professional body events, employer training, reading and practice: people photograph or upload the certificate and it joins the same record.

Expiry dates

Certificates carry them, wherever the training was done.

Renewals

Expiring certificates are flagged, and the person is told in time to do something about it.

Hours and points

Where a scheme sets an annual requirement, internal and external activity count toward it as they're earned, with the running total visible all year.

CPD transcripts

Any date range pulled into one document, covering internal and external activity — for a professional body, an accreditation panel or a promotion round.

Micro-credentials and badges

Design the badge, set the criteria, attach it to a course, series or programme, and it issues on completion. Held in the record or shared externally.

OpenBadgeFactory

Integration where external credentialing is already in place.

Portability

Connect a personal email and the record stays with the person after they leave.

Evidence portfolios

Where development ends in a submission — a fellowship application, a chartership claim, an accreditation or a scheme requiring evidence of practice — people submit a portfolio rather than a form.

Managed review

Reviewers work through multiple and complex submissions in one place, with the cycle tracked instead of chased by email.

Supervisors and mentors

Inside your organisation or outside it. Under permissions you set, they comment, endorse and approve against the record.

Appraisal and PDR

Build your own review process as a template: objectives, achievements, development needs, and goals connected to provision that exists in the catalogue. Managers review and add feedback in the same place, with the year's training and credentials already attached.

Self-assessment

People assess themselves against the framework that governs their role and get immediate personalised feedback: strengths, gaps, and specific sessions from your catalogue that address them.

Multiple frameworks in parallel

A professional standard, a leadership capability model and your own organisational values can all run at the same time, with each person seeing what fits their role.

360 feedback

Managers, peers, supervisors and mentors contribute on the same framework, run as a managed cycle across a cohort.

Repeat over time

Run it again and it shows movement.

Narrative and text analysis

Free-text responses read at volume, so themes across thousands of open answers arrive as findings.

Frameworks

Frameworks are built on the platform rather than shipped with it, so yours is set up as you use it: professional and regulatory standards, chartership routes, membership competency frameworks, the Vitae Researcher Development Framework, the Advance HE Professional Standards Framework and its fellowship categories, or one of your own. Several can run in parallel against the same record.

ESCO and O*NET

ESCO skill and occupation data imports, for mapping development to recognised occupational language. O*NET can be added the same way.

Engagement and completion

By department, team, grade, cohort and region.

Compliance position

For audit, current rather than reconstructed.

Fellowship and accreditation progress

Fellowship, chartership and accreditation routes, at programme level as well as individually.

Capability distribution

Across teams — expertise available for a project, gaps worth planning around.

Manager dashboards

A line manager sees their own team: who's developing what, what's outstanding, what's coming up for renewal.

Export

Data out to your own analytics environment where you'd rather work with it there.

Configurable

Reporting follows the frameworks and processes you've built, so it comes out in the shape you have to submit it.

Your HR system

Staff records, departmental structure and line manager relationships come in on a regular file feed from your HR system, rather than through a published API. Completed training is written back to the HR record. Proven with CoreHR; which activities count toward the record is set up with our team today.

Single sign-on

Through your existing identity provider.

LTI 1.3

Optional LTI 1.3 connection to Canvas, Blackboard, Moodle or D2L. Potentially runs standalone and embeds in your LMS if you have one.

Calendars

Outlook and Google.

Multi-organisation delivery

Content maintained centrally once and delivered to many organisations at the same time, each with their own users, additions and reporting.

Data

EU hosting. You control retention and deletion, with export and bulk deletion tools.

Accessibility

WCAG 2.2 AA, self-assessed.

Implementation

It starts with a conversation. Our team walks through how you run development today, what has to carry over and who needs what. Connecting to your systems takes an hour or two of IT time, and most organisations are running a pilot within four to six weeks.