Guide · Updated 2026-09-21
Training Matrix After a Company Acquisition
After an acquisition, treat training records as a controlled migration: inventory both matrices, map roles to a common requirement set, verify high-risk certificates, then cut over so only one live system accepts edits. Speed matters for client bids; accuracy matters more.
Quick answer
Export both workforces, normalise names and roles, decide which requirement catalogue wins, re-check critical tickets against evidence, import into the surviving system, and freeze the legacy file. Keep employer history visible where clients still recognise the acquired brand mid-novation.
Day-one risk list
- People due on live sites within 30 days
- Supervisors and temporary-works appointments
- Plant and access tickets
- SSIP or framework evidence samples already in flight
- Agency lists that only existed in local spreadsheets
Integration sequence
- Nominate a single matrix owner for the integration window.
- Compare requirement dictionaries; merge duplicates carefully.
- Import people with a source tag (legacy company).
- Spot-check a statistically meaningful sample of card faces.
- Align reminder rules to the stricter booking lead time.
- Retire the old editable matrix on a published date.
Culture and honesty
Acquired teams may have used “verbal OK” statuses. Reset expectations: missing means missing. Do not bulk-paint green to make the deal pack look tidy. Brokers, clients and internal audit will test the new combined entity soon enough.
Honest limits
FieldClear can hold a unified workforce and evidence set. It does not manage TUPE legalities or novation of contracts. See the acquiring-a-company use case for operational patterns. This guide is not legal advice.
Already have a spreadsheet?
Upload your existing matrix and see who’s current, what’s expiring and what’s missing.
14-day free trial. No card required.