Online employee learning for healthcare employers
Train. Track. Stay ready.
Give every employee one place to learn while managers review assignments, progress, certificates, and records. Credential and Complete add LicenseTracker™ for workforce credentials and renewal visibility.
Choose role pathways by organization setting, then keep course learning, certificates, observed competency, credentials, and employer authorization clearly distinguishable.
$699/year
Plans start at
Unlimited
For your subscribed organization
Included
Initial setup
Workforce overview
Your team, one clear view
Training
Assignments and progress
Credentials
Renewal visibility
Dashboard
Centralized follow-up
Records
Organized exports
Private guided trials available
Built for nursing facilities, personal care homes, private home care providers, Structured Family Caregiving organizations, DBHDD/I/DD providers, and other healthcare employers. Assisted Living and Memory Care configurations require separate review.
Responsive web access included
Employees and managers can use WorkforceLearning™ in a supported web browser on a desktop, laptop, tablet, or mobile phone. Native application support is being validated and is not part of the current supported-service commitment.
Desktop and tablet
Use a supported modern web browser
Mobile browser
Responsive access without a separate app commitment
Responsive web access is included with Core, Credential, and Complete for the subscribed organization.
Web learning portal
Today’s employee learning
Mobile browser
Responsive learning
See the platform in action
WorkforceLearning™ gives employees a consistent learning experience and gives managers practical tools for drafting healthcare training and organizing requested records.
Start with a healthcare training need instead of a blank page. CourseGenerator™ guides an authorized manager through course details, structure, learning content, assessment, and outline review, then produces a structured draft for organizational review and approval before use.
Your team’s learning home
Employees access assigned coursework, grades, certificates, and training resources from one consistent experience. Custom logo, colors, and hostname options are available when included in the order.
Select the requested population and records, review the results, and export organized training and credential documentation in practical formats.
Product screens are shown with demonstration data. Available tools depend on the selected plan.
Why facilities choose it
WorkforceLearning™ brings online training and workforce oversight into a managed, Moodle-powered service from Winder CNA Training.
Add new hires and managers as your team changes. Your annual price stays tied to the plan—not the number of people using it.
Deliver consistent online learning to employees.
Follow progress and completion from a manager view.
Keep credentials and learning records easier to find.
Assemble selected documentation when it is requested.
Simple annual pricing
Every plan includes setup, responsive web access, and unlimited employee accounts for the subscribed facility or organization. Choose the level of workforce oversight your team needs. Optional one-off services are priced separately only when selected.
Role-based guided pathway previews
+ Optional add-ons, when selected
Training + credential oversight
+ Optional add-ons, when selected
Full training and readiness platform
+ Optional add-ons, when selected
Unlike a per-user pricing model, WorkforceLearning™ gives the subscribed facility or organization room to onboard, train, and manage a changing workforce without buying another seat.
Optional à la carte services are quoted and billed separately only when your organization selects them.
Compare capabilities
Four tools. One connected workflow.
LicenseTracker™
Track credentials across your entire staff—not just one role. Organize CNA certifications, nursing licenses, BLS cards, fire-safety course records, and other facility-required credentials with renewal and expiration visibility.
CourseGenerator™
CourseGenerator™ guides an authorized manager through course details, structure, learning content, assessment, and outline review, then produces a structured draft for the organization to review and approve before use.
ComplianceDashboard™
Review course completion, credential status, and employees who may need follow-up without piecing together separate spreadsheets and systems.
SurveyorExport™
Select the requested population and records, review the results, and export organized training and credential documentation in practical formats.
Georgia workforce pathways
WorkforceLearning™ organizes training by the setting where care is delivered and the work an employee is assigned to perform. Choose an organization type to preview relevant role pathways, course learning, certificates, and the competency or outside evidence your organization keeps separately.
Evidence library reviewed through August 20, 2026 · Pathways are versioned and reviewed before release.
Choose your organization setting → review applicable employee pathways → confirm outside requirements with our team.
GA-CNA-ANNUAL-12
Timing / target
12-hour configured annual learning target
A nursing-facility annual learning preview built around ten consistent subject areas and two employer-selected topics.
Online learning may include
Your organization verifies separately
The 10 + 2 CNA structure
Ten consistent subject areas plus two topics selected by the employer for its workforce and resident needs.
How assignment works
An authorized manager reviews the exact courses, evidence mapping, outside requirements, and organization responsibilities before net-new assignment.
Evidence used to design this pathway
GA-PCH-PCA-16
Timing / target
16-hour configured annual learning target
Role-specific annual learning for PCH personal-care and direct-care staff.
Online learning may include
Your organization verifies separately
How assignment works
The organization adopts the selected role pathway and separately confirms duty-specific training and authorization before assignment.
Evidence used to design this pathway
GA-PCH-NURSE-16
Timing / target
16-hour configured annual learning target
A PCH employment-role learning configuration for nurses supporting residents and direct-care staff.
Online learning may include
Your organization verifies separately
How assignment works
An authorized manager reviews role duties and adopts the employment-role pathway before net-new assignment.
Evidence used to design this pathway
GA-PHCP-PCA-8
Timing / target
8-hour configured annual learning target after the employee’s first year of employment
Annual employment-role learning for PHCP personal-care assistants.
Online learning may include
Your organization verifies separately
How assignment works
Initial qualification, assigned-task training, and observed competency remain separate from the annual pathway assignment.
Evidence used to design this pathway
GA-PHCP-PCA-QUAL-40
Timing / target
Two controlled phases totaling 40 hours
One recognized PCA qualification route—not a universal requirement for every PCA.
Phase 1
Initial 20 hours
Before client service
Phase 2
Remaining 20 hours
Within six months after training begins
Online learning may include
Your organization verifies separately
How assignment works
This draft cannot be selected for production assignment until technical release, internal review, and organization adoption are complete.
Evidence used to design this pathway
GA-PHCP-NURSE-8
Timing / target
8-hour configured annual online-learning target
Annual PHCP employment-role learning for nurses and clinical supervisors.
Online learning may include
Your organization verifies separately
How assignment works
An authorized manager reviews the employment role and adopts the pathway before net-new assignment.
Evidence used to design this pathway
GA-EDWP-SFC-ANNUAL-8
Timing / target
At least 8 hours selected from the approved topic library
A controlled annual-learning configuration selected around participant-assessed needs without storing participant PHI in the pathway-selection record.
Online learning may include
Your organization verifies separately
How assignment works
The manager selects learning based on assessed needs; this draft remains unavailable for production assignment until release and organization adoption.
Evidence used to design this pathway
GA-DBHDD-DSP
Timing / target
16-hour configured online-learning target
Role learning for direct-support staff with controlled external evidence.
Online learning may include
Your organization verifies separately
How assignment works
An authorized manager reviews applicable duties, official training, and individual-specific protocols before assignment.
Evidence used to design this pathway
GA-DBHDD-DDP
Timing / target
8-hour configured online-learning target
Employment-role learning for DDPs and provider leaders.
Online learning may include
Your organization verifies separately
How assignment works
The organization reviews official first-year and role-specific evidence before adopting and assigning this pathway.
Evidence used to design this pathway
Georgia Assisted Living Community and Memory Care requirements are reviewed separately. They are not automatically represented by the Personal Care Home pathways, and additional first-year, annual, dementia-care, role, and competency requirements may apply.
Winder CNA Training reviews your setting, licenses, roles, assigned duties, existing curriculum, and outside requirements. CourseGenerator™ can support an authorized manager's drafting workflow, but it does not independently determine a regulatory curriculum.
Evidence and adoption
Applicable courses include a versioned evidence map with the public regulations, provider standards, regulatory limitations, or clinical guidance used during curriculum design. Before a pathway can be newly assigned, an authorized company manager reviews the exact courses, durations, evidence mappings, and outside requirements and acknowledges that the organization has determined the pathway is appropriate for its employees and assigned duties.
Direct links to reviewed public sources
Versioned course and pathway manifests
New manager review when material curriculum changes
Certificates kept distinct from competency and job authorization
The evidence map documents the curriculum-development process. It is not government approval, legal advice, or a determination that an organization is compliant.
Lessons, required activities, assessments, and completion evidence.
A qualified supervisor documents demonstrated task performance when required.
Professional licenses, official programs, CPR/BLS, and other outside evidence.
The organization confirms duties, scope, supervision, and permission to perform the work.
Versioned and continually improving
Winder CNA Training reviews the source library on a scheduled cycle, versions material pathway changes, and expands role- and setting-specific learning as needs are validated. When a material curriculum change affects an organization’s selected pathway, the manager is asked to review and adopt the updated version before new assignments continue.
Regulations, waiver terms, provider manuals, employee duties, and client or resident needs can change. Each subscribing organization remains responsible for monitoring what applies to its operations and confirming that its selected training, policies, supervision, competency checks, and records remain appropriate.
Pathway discussion
Production availability is confirmed during setup. Existing employee access is not silently removed when a new manager review becomes due, but net-new assignments wait for the required adoption step.
WorkforceLearning™ supports learning and documentation. Employers remain responsible for determining the requirements that apply to their organization, staff, services, residents or clients, and jurisdiction. No pathway is represented as approval by Georgia, DCH, DBHDD, GACCP, or the Georgia Board of Nursing.
14-day private guided trial
Private demonstration workspace
Manager and learner views
Sample employees and data
Pathway and reporting previews
Private, guided, and configured with our team
Your private trial can be configured around the facility types and role pathways relevant to your team, with sample learners and manager workflows for exploring assignments, evidence, reports, and certificates.
Trial access, sample data, available tools, and generation limits are governed by the trial terms and selected demonstration configuration. Trial activation is arranged with the Winder CNA Training team.
Find your starting plan
Select every capability that matters to your team. The recommendation updates automatically.
Setup included
Initial setup is included. Most configurations can be prepared within 2–3 business days after Winder CNA Training receives complete organization, manager, branding, and pathway information and confirms the order. Timing may vary for custom branding, imports, or facility-specific review.
We confirm the management and reporting capabilities your team needs.
Select the organization setting and employee-role pathways to review.
An authorized manager reviews the selected curriculum, evidence, and outside requirements.
Add employees and managers, then begin approved net-new assignments without buying individual seats.
Adoption applies before net-new employee assignment. Existing access is not silently removed when an updated pathway review becomes due.
Questions employers ask
No. WorkforceLearning™ plans do not have per-user fees or user caps for the subscribed facility or organization, so employers can add employees without purchasing individual seats.
Yes. Initial setup is included. Most configurations can be prepared within two to three business days after Winder CNA Training receives complete organization, manager, branding, and pathway information and confirms the order. Timing may vary for custom branding, imports, or facility-specific review.
The annual price covers the capabilities listed for the selected plan, including unlimited users for the subscribed facility or organization and initial setup. Optional one-off or à la carte services are quoted and billed separately only when your organization chooses them.
Responsive web access is included with every plan. Employees and managers can use WorkforceLearning™ in a supported web browser on a desktop, laptop, tablet, or mobile phone. Native application support is being validated and is not part of the current supported-service commitment.
The Credential and Complete plans include LicenseTracker™ for tracking staff credentials of all types, including CNA certifications, nursing licenses, BLS cards, fire-safety course records, and other facility-required credentials.
Complete includes a manual course editor for creating and editing organization-specific learning. Core and Credential do not include course authoring. Complete also includes the CourseGenerator™ guided course-draft workflow.
The manual course editor, included only with Complete, lets an authorized manager create and edit organization-specific learning. CourseGenerator™, also included only with Complete, guides that manager from a healthcare training need to a structured draft that the organization reviews and approves before use.
Yes. Standard reports and data exports are included with every plan. Complete also includes SurveyorExport™, which lets an authorized manager filter requested records, review the results, and generate organized exports for review. Exported records do not guarantee regulatory acceptance or completeness.
Start with your licensed or enrolled organization setting, then review the employees’ assigned roles and duties. WorkforceLearning™ shows the pathways that may apply in that setting, but an authorized organization manager reviews the exact courses, evidence, outside requirements, and responsibility statement before net-new assignments begin.
The 8-hour pathway is an annual employment-role learning configuration after a PHCP PCA’s first year of employment. The provider-directed 40-hour pathway is one recognized initial qualification route, with 20 hours before client service and the remaining 20 hours within six months after training begins. It is not a universal requirement for every PCA and remains in controlled curriculum review.
Yes, when the organization’s assignment and adoption support the employee’s roles. Shared courses should not create duplicate completion obligations, and role-specific competency, credentials, or authorization remain separately documented.
It shows the versioned public regulations, provider standards, regulatory limitations, or clinical guidance reviewed during curriculum design. The evidence map documents that process; it is not government approval, legal advice, or a determination that an organization is compliant.
The manager confirms the exact pathway version, courses, durations, evidence mappings, outside requirements, and organization responsibilities before the pathway is used for net-new employee assignments. This keeps a demonstration or updated curriculum from becoming an automatic availability or compliance promise.
Yes. Ask about a 14-day private guided trial with demonstration data, manager workflows, pathway previews, reporting tools, and the learner experience. Trial access, configuration, and generation limits are governed by the trial terms and are arranged with the Winder CNA Training team.
Yes. Duty-dependent learning and records—such as medication assistance, observed competency, CPR/BLS, individual-specific protocols, and outside certifications—are assigned and tracked separately when applicable rather than treated as universal requirements for every employee.
No. A course certificate documents completed learning. Observed competency, professional scope, external credentials, supervision, employer authorization, and the organization’s overall compliance determination remain separately documented when required.
Winder CNA Training versions material pathway changes. When an update affects an organization’s selected curriculum, an authorized manager reviews and adopts the new version before net-new assignments continue. Existing employee access is not silently removed simply because a new review becomes due.
No. Assisted Living Community and Memory Care requirements are reviewed separately and are not automatically represented by the Personal Care Home pathways. Additional first-year, annual, dementia-care, role, and competency requirements may apply.
No software or course library can replace an employer’s responsibility to identify and meet all requirements that apply to its facility, staff, residents, and jurisdiction. WorkforceLearning™ helps organize learning and documentation, but additional training or records may be required.
See it with your own team in mind
We’ll help you compare the three plans and identify the right starting point for your facility.
WorkforceLearning™ helps employers deliver and organize employee learning and records. Employers remain responsible for identifying and meeting all laws, regulations, policies, staffing requirements, and training obligations that apply to their organization. Additional training or documentation may be required.
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