Team licences and course credits

A team licence is a prepaid pool of course credits held in your organisation's account. One credit equals one course, whatever its length. A two-hour course and a three-hour course each use one credit, so you do not need to work out hours or price bands when you assign learning.

You buy credits in tiers. The more credits you buy, the lower the price per credit. Once your credits are in the account, a manager assigns courses to staff by entering their email addresses. Each person receives an invitation, creates or signs in to their student portal account and starts the course straight away. When a credit is used, it is deducted from your pool and the course appears in that learner's portal.

Credits are valid for 12 months from purchase. That suits most annual training cycles: buy at the start of the year, assign as needs arise, and review usage before renewal.

The live table above shows the current price per credit at each tier: 10 to 24 credits, 25 to 49, 50 to 99 and 100 to 199. A few practical ways to estimate what you need:

• One core course each. Count the registered staff you want to reach and buy that many credits, then assign a shared course such as the shared Code of conduct course or the complaints-risk course.
• A small program per person. If you want staff to complete a pathway such as communication, consent and disclosure, multiply the number of courses in the pathway by the number of staff.
• A reserve for incidents. Keep a few credits unassigned so a manager can respond quickly after an incident, a complaint or a supervision concern without starting a new purchase.

If you need more than 199 credits, or you only need a handful of courses for individuals, contact us. For fewer than ten courses, the automatic multi-buy discount described on the bulk-buy page may be the simpler option.

Credits work best when they are tied to a clear purpose. Some approaches that work in practice:

Induction

Assign a core course on the shared Code of conduct or professionalism to every new registered staff member in their first months, alongside your own policies. It creates a common language about conduct from day one.

Annual focus areas

Pick one or two themes a year, such as records and documentation or communication and consent, informed by your complaints data and incident reviews. Assign the matching courses across the team and discuss the reflection points at a team meeting.

Targeted learning after an incident

After a complaint or incident, a focused course such as open disclosure or reducing the risk of complaints can support a learning conversation. Keep it supportive rather than punitive, and remember that education is one part of a response, not the whole of it.

Supervision and conditions

Where a staff member has conditions or undertakings, education may need to be nominated to the Board or Ahpra, and accepted, before it counts. Check the specific requirement first. Our course on complying with conditions and undertakings explains how this usually works.

Managers can see assignment and completion status for the courses they assign. A learner's written reflective account is part of their own learning record. Reflections often contain personal thoughts about difficult situations, and practitioners write more honestly when they know the content is theirs. If your organisation needs to see a reflection, for example as part of a supervision arrangement, agree that openly with the practitioner.

Each practitioner remains responsible for their own CPD records under their Board's CPD registration standard. A completion report from us supports that record; it does not replace it.