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What's the Difference between Lapsed and Expired

LAPSING

For each role a Refresh Period will be set. This is the length of time in which if the staff member does not do a turn in that role the competence will be considered 'LAPSED'.

Eg. In a department that requires that their staff don't go more than six months between shifts, the Refresh Period is set to 6 months.

In the case of a department whose rosters aren't on HOPS, these staff will do turns but HOPS won't know about it so they would all go to 'lapsed'. The Refresh Period should be set to a very long time (eg 99 years), so that nothing can ever lapse in HOPS. The risk arising from skills fade that lapsing mitigates will then need to be managed elsewhere.

The only way to resolve a 'Lapsed' result is to roster the user for a turn.

Each competence may also have an expiry date.

The expiry date for a role is calculated from the earliest of the expiry dates of its constituent elements.

This is the date on which the user will be considered not competent any longer, regardless of how many turns they have done and how long ago their last one was.

This is useful for, say, enforcing bi-annual rules exams. Each time a person takes the rules their competence element will be updated with an expiry date two years in the future. If they do their bi-annual rules again in that time, the competence is reset again for another two years. If they don't, the competence will expire.

The expiry time can be set to any length.

The competence can be set to 'Does Not Expire' (eg for non-safety critical roles or where the expiry date is managed in a different element).

The way to resolve an expired result is to ensure that the competence elements for the role have accurate expiry dates. If any of them are in the past, conduct a new assessment, record it in HOPS, and the expiry date will move to the next-soonest element.



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