FCA-regulated firms · Also supporting
FCA rules require firms to employ people with the skills, knowledge and expertise their roles need, to keep competence under review, and — for certified staff — to assess and record fitness and propriety at least annually. TIQPlus turns a regulatory change into assigned learning, assessment and a competence record you can attest against.
For advice firms, brokers, lenders, payments and consumer credit firms — not, currently, for large institutions
The problem
Delivering the training is the easy half. Evidencing that the right people are competent, continuously, is the half that gets tested.
The requirement is not that someone was trained when they joined. It is that the firm keeps competence under review, takes account of regulatory and legislative change, and can show it acted on both.
The risk: a competence file that stops at induction.For firms under the Certification Regime, fitness and propriety has to be assessed at least annually for each certified individual, with the assessment and its basis recorded. That is a recurring evidence obligation, not a policy statement.
The risk: a certification decision you cannot show the basis for.A change to product governance, consumer outcomes or a specific permission affects some roles and not others. Sending it to everyone produces high completion and low competence; sending it to nobody produces neither.
The risk: an affected role that never received the update.Training sits in an LMS, competence assessments sit in a compliance spreadsheet, and the certification decision sits in HR. Assembling one person's file means three exports and a manual reconciliation.
The risk: a file that takes a week to assemble under scrutiny.How it works
Regulatory change in, evidenced competence out.
Set out what each role has to know and be able to do, the assessments that evidence it, the review interval, and whether the role is certified.
Upload the consultation, policy statement or internal note. TIQPlus generates the learning and assessment from it and assigns it to the roles in scope, with a deadline.
Knowledge assessment, supervisor attestation and observed or file-based assessment sit alongside the learning, with outcomes and assessor recorded.
Certification and competence reviews recur on schedule with the training, assessment and supervision evidence for that person already attached.
The record
One file per person, assembled continuously rather than on request.
| Record | What it holds |
|---|---|
| Role competence definition | What the role requires, the assessments that evidence it, and the review interval that applies. |
| Learning and assessment | Completion, assessment outcome, score and date, held against the version of the material taken. |
| Regulatory change response | Which change was issued, to which roles, when, and who completed it — with the outstanding names. |
| Supervision and attestation | Supervisor attestations and observations with the assessor, date and outcome recorded. |
| Certification cycle | The annual assessment date, outcome and supporting evidence for each certified individual. |
| Qualifications and CPD | Professional qualifications, statements of professional standing where relevant, and CPD recorded with hours and dates. |
| Policy attestations | Which version of which policy each person attested to, and when. |
Who uses it
Run the competence scheme from one place and show the basis for every assessment decision.
Complete attestations and observations without a separate spreadsheet, and see what is outstanding for the team.
Keep the learning aligned with the competence scheme rather than running as a parallel catalogue.
Underneath
The requirement sets, evidence types and reporting above are configuration, not a separate product. The same platform runs learner, manager, admin and HR portals, generates training from your own documents, and exports the records you need.
Further reading
FAQ
Honestly, probably not yet. Large institutions with established GRC platforms, long procurement cycles and deep integration requirements are not where TIQPlus is strongest today. We fit firms that need a credible, well-evidenced competence record without a multi-year implementation.
No. That decision is the firm's, and it depends on judgement TIQPlus does not make. What TIQPlus does is hold the training, assessment, supervision and qualification evidence that decision rests on, and keep the cycle on schedule.
Yes. Competence definitions, assessments and review intervals are set per role, so a certified role and a non-certified one carry different requirements in the same system.
You upload the source document and map it to the roles in scope. TIQPlus generates the learning and assessment from it and assigns it to those roles, tracking completion and leaving an evidence trail of what was issued to whom.
No. TIQPlus is not a regulatory content publisher and does not give regulatory advice. It turns your material, or material from your chosen provider, into assigned learning with an evidence trail.
Other sectors
Every regulated workforce has its own evidence problem. See the one closest to yours.
Bring a recent change. We will map it to the roles in scope, generate the learning and assessment from it, and show you the competence file it builds for one person.
A working session, not a slide deck. We will map your requirements live and tell you honestly whether this fits.
Book a pilot call See the full UK overview