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MyrusBuild by BroadShield Ltd
Competence Assurance for the Built Environment

Make competence visible.

Move beyond certificates, spreadsheets and skills matrices. MyrusBuild helps construction organisations define, assess, develop and maintain competence across people, teams and supply chains.

Competence Management Diagnostic Tools
  • Principal Contractors
  • Principal Designers
  • Clients & dutyholders
  • Supply chain
Competence Management Software for Construction

Live competence dashboard · role, site and supply chain

25+ yrs

In competence and compliance

120,000

Daily active learners

4,000

Sites, UK and Australia

1M+

Assessments every year

ISO 27001

Aligned hosting, 99%+ uptime

We begin with competence, not software.

MyrusBuild is a trading style of BroadShield Ltd, drawing on more than 25 years of experience helping organisations manage competence, compliance, learning and workforce development.

That experience spans health and social care, disaster and emergency planning for local government, oil and gas, and CPD management for international membership organisations. Across these regulated and safety-critical environments, BroadShield has designed competence frameworks, assessments and development programmes that turn complex requirements into practical ways of working.

MyrusBuild brings this experience to the built environment. We help organisations understand their current position, define what good looks like and identify what needs to improve. The MyrusBuild platform then puts those arrangements into operation, supports people’s development and maintains the evidence over time.

We do not begin with software. We begin with what your organisation and its people need to be competent for.

Where it breaks down

Four questions every organisation should be able to answer.

Most answer the first well. Some manage the second. Very few reach the fourth without a pause.

01
Know what’s required
Define competence against actual roles and activities.

Not job titles, and not a generic sector framework. What this role does on this type of work, broken into the skills, knowledge, experience and behaviours it genuinely calls for.

02
Know who’s doing the work
Connect named people to the roles they are actually performing.

The names assessed at tender are rarely the people on site six months later. Assurance has to follow the work — through changes of personnel, and below the first tier.

 

03
Know what the evidence shows
Bring evidence, assessment and development together.

Assessment, training records and development plans usually live in different places, so gaps surface late. Held together, a gap becomes a task with an owner instead of a discovery.

04
Know what happens next
Act when the evidence isn’t sufficient.

A gap should trigger something — supervision, a restriction of scope, development, reassessment. Recording it is not the same as closing it.

Assess your competence management
See how MyrusBuild can help
Construction · Building Safety Act

The industry has competence standards. What it lacks is a way to run them.

PAS 8671, PAS 8672 and the ICC principles define competence well. The difficulty is operating them — day to day, across live projects, through every tier of a supply chain, in a form that stands up when someone asks for evidence.

ACCOUNTABILITY THROUGHOUT DELIVERY
Competence must be evidenced, not reconstructed

Show who was appointed, on what basis and how competence and organisational capability were monitored throughout the work.

PAS 8671 / PAS 8672
Role-specific competence

Translate competence thresholds for individuals managing Principal Designer and Principal Contractor functions into profiles assessed against credible evidence.

ICC PRINCIPLE 11
Manage supply-chain competence

Verify, monitor and review subcontractor competence and organisational capability, rather than relying on self-declaration.

CLIENTS, REGULATORS & INSURERS
Assurance built on evidence

Give those assessing risk a clear, current view of whether people and organisations are competent for the work they undertake.

The approach

What managing competence actually involves.

Three connected parts. Define what competent means for the work, prove it continuously as work happens, and act on what you find.

LAYER 01
Role profiles

One definition of what each role requires, used the same way across projects, regions and suppliers — so competent means the same thing everywhere.

  • Role and activity profiles
  • Skills, Knowledge, Experience, Behaviours
  • Versioned with effective-from dates
LAYER 02
Assessed evidence

Assessment against those requirements, captured as work happens and traceable back to its source.

  • Observation, product evidence, sign-off
  • Expiry and reassessment cycles
  • Full who / what / when / why audit trail
LAYER 03
Capability reporting

A live view of capability and risk, so gaps are closed rather than simply recorded.

  • RAG dashboards by project and region
  • Supply-chain assurance to Tier n
  • Evidence packs for clients and regulators

What it isn’t:

  • A training catalogue
  • A certificate store
  • An annual matrix exercise
The platform · built on four pillars

Everything construction needs, in one place.

One system, four modules, one evidence base. Turn them on in the order that suits you — most organisations start with competence and grow from there.

Competence

Evidence-based proof of how individuals apply knowledge and skills through assessed activity on the job. Measure against any framework — yours, an industry standard, or both.

  • 01Role- and project-based SKEB profiles for dutyholders and teams
  • 02Behaviours assessed with observable rubrics, not assumptions
  • 03Automated allocation by role, location and company
  • 04Framework versioning with locked history and bulk apply
See MyrusBuild in action
Who it's for

One defensible view of competence - from your board to your third tier.

Designed around the people carrying the risk.

One shared, defensible view of competence across a live project – held to the same standard whether the person is on your payroll or three tiers down the supply chain.

Dutyholder
Principal Contractors

Prove the right people were in the right roles at the right time, across every site and every tier, without chasing spreadsheets.

See it in action →
Dutyholder
Principal Designers

PAS 8671 competence translated into role profiles with assessed evidence, appointment records and monitoring built in.

See it in action →
Client side
Clients & housing providers

Assurance that your appointed teams are competent for the buildings you own, with evidence you can hand to a regulator.

See it in action →
Tier 1 to Tier n
Supply chain

First-class access with your own reporting and onboarding simple enough that smaller firms genuinely engage with it.

 

See it in action →
How we deliver

Implemented properly, not just sold.

We own all the software, with a roadmap led by the sectors we serve. Our specialists build the frameworks, our learning team builds the content, and a UK-based team runs the rollout.

B
Blueprint
~2 weeks

Scope roles, sites, suppliers and success metrics. Confirm data sources and security model.

U
Unify
2–4 weeks

Consolidate frameworks, close gaps — especially behaviours — and standardise evidence methods.

I
Implement
3–6 weeks

Configure allocation, expiries and integrations. Load data. Build dashboards.

L
Launch & Learn
4–6 weeks

Pilot across sites and roles including suppliers. Calibrate assessors, measure adoption.

D
Deploy & Develop
Ongoing

Version updates, bulk apply, extend to new roles and sites, quarterly optimisation.

 

Integration
No rip-and-replace

API, SSO, scheduled imports or direct database connections into your existing HR, learning and site systems. A read-only HR sync is a common, low-risk starting point.

Security
Built for enterprise scrutiny

Cloud hosted in an ISO 27001-aligned environment with GDPR controls, role-based access, continuous backup and availability consistently above 99%.

Experience
Proven where competence is critical

Two decades supporting regulated sectors including health and social care, oil and gas, and global professional bodies managing CPD and competence at scale.

Measured results

What changes in the first twelve weeks.

−41%

Admin time reconciling

competence spreadsheets

+24%

Items carrying acceptable

behaviour evidence

-18%

Time-to-competent for new Works Managers

100%

Audit traceability across sampled sign-offs

Anonymised 12-week deployment with a Tier-1 contractor: five roles with behaviour rubrics, automated allocation by role, location and company, and nightly HR sync. Traceability sampled at n=120 with no exceptions. Results depend on data quality, assessor calibration and scope.

Resources

Written for the people carrying the risk.

Drawn from conversations with senior leaders across UK construction, and from engagement with the Industry Competence Committee and the Industry Competence Steering Group.

BOARD ASSURANCE BRIEF

Where competence arrangements fail under scrutiny

A concise guide for boards and senior leaders examining why apparently robust competence arrangements can fail when challenged. It explains the questions organisations must be able to answer and what stronger, evidence-led assurance looks like.

Download
SECTOR INSIGHT

Competence & Compliance in the Built Environment

Explore how HR, Health and Safety, learning and compliance leaders are moving beyond training records towards evidence of competence in context. The report considers the pressures, practical barriers and emerging approaches across the built environment.

Get the report
SECTOR INSIGHT

Competence & Compliance UK Housebuilding 2026

Examines how changing regulatory expectations are testing traditional reliance on standards, inspections and warranties across UK housebuilding. It considers how organisations can demonstrate that competent people were appointed to the right roles and supported to make competent decisions throughout delivery.

Get the report
CHECKLIST – 1 PAGE

See your organisation's competency level in 12 questions

Try our competence assessment tool and answer all 12 for yourself and learn where you stand.

Take the assessment
We already have an LMS. Why isn't that enough?

An LMS answers “who did what training and when”. It generally can’t answer “was this person competent for this role, on this project, at this moment, and what’s the evidence”. MyrusBuild sits on top of what you already run and adds the role definitions, assessment, evidence chain and version control that turn training data into a defensible position.

Those standards define competence well. The gap is implementation — translating framework language into role-specific requirements, assessment, appointment, monitoring and review. That’s the layer MyrusBuild provides, and your existing framework work becomes the input rather than being wasted.

Adoption is usually a design problem rather than an attitude problem. Suppliers are set up as first-class users with their own reporting and simplified onboarding, allocation is automated by role, location and company so managers aren’t chasing lists, and key actions are three clicks away. Contractual reinforcement still helps, but the friction has to come down first.

Blueprint takes around two weeks and Unify two to four, which is where the definitional decisions get made. A pilot across three to four sites and five roles typically runs four to six weeks and produces measurable results against agreed KPIs before any wider rollout is committed.

Start here

Assess your competence management, or see MyrusBuild in action.

Thirty minutes with someone who does this every week. We’ll walk through where you stand today against the four questions above, and show you a live example on a project like yours. No pitch deck.

  • 01What competence you can evidence today, honestly assessed
  • 02What "good" looks like for an organisation your size
  • 03What a proportionate first phase would involve
Phone+44 (0)345 880 1818
Emailinfo@myrusbuild.com
AddressBusiness & Technology Centre, Bessemer Drive, Stevenage, SG1 2DX

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