Training / Competency Assessment Record for review and feedback
- Thread starter Crusader
- Start date
K
kgott
In my view competency is either achieved or not. Having two levels of competency tells me the bar is not set high enough in the first place.
Competency is the demonstrated ability to carry out the required task in the required time, to the required quality in compliance to an approved safe work method. If they can do that they are competent, if they cant ther'e not.
Competency is the demonstrated ability to carry out the required task in the required time, to the required quality in compliance to an approved safe work method. If they can do that they are competent, if they cant ther'e not.
K
kgott
Here is another way providing evidence of competency
Crusader
Trusted Information Resource
Hmmm, didn't look at it that way but I see your point.
The 3 levels on this form are to show the progress of the amount of competency achieved. Is this not recommended? Just trying to simulate a progress bar...kinda like a progress bar when you download data, etc.
New post and revised form!
Alrighty, how about this form?? Will this work better for ISO 9001??
The only question I would have is "how or what was used to determine competency". In other words, what was used to do the training you have listed as training methods.
For example, an inspector is trained to use a CMM by going to a CMM class (external). The inspector is giving a 'has passed this training' form. Do you need to reference where or what the form document is called or where it is located?
I do not know the answer to this, but it is something that came to my mind as I was looking to use this myself.
Crusader
Trusted Information Resource
only need to state:
Training column: external source - certificate issued
Competency column: enter Yes, etc.
ISO does not require you to state how or what was used to determine competency. It only asks you to assess it and make a determination of competent or not.
Training column: external source - certificate issued
Competency column: enter Yes, etc.
ISO does not require you to state how or what was used to determine competency. It only asks you to assess it and make a determination of competent or not.
New post and revised form!
Alrighty, how about this form?? Will this work better for ISO 9001??
I think it is OK, but can I suggest changing "Supervisor Evaluation: Training / Competency Achieved?" to read:
"Supervisor Evaluation: Actions Taken Effective?"
The reason I say this is that certain records, such as those for training, are not "statements of competency" in themselves. You could document that someone is competent on paper all day long, but competency is an ongoing process, one that theoretically continues as long as a person is active in their duties. It would be kind of misleading the way you have it written down.
Several things can rob someone of their competency even after they have been trained/qualified, such as:
- Poor performance
- Loss of ability
- A significant change in process has occurred
- A considerable amount of time has passed which leads to one of the three above items
- Direct observation of work
- Review of metrics and customer complaints
- Review of audit results
- Performance evaluations
Brian
K
kgott
Crusader; my apologies, I didn't mean to confuse you into thinking my form served the same purpose as yours.
I made that form up as a way to record that existing staff are competent and as a way to record competency achieved by the buddy system.
I just thought that you and perhaps others might find it useful.
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