A
Andrews
What procedure do you follow to satisfy the requireement of ISO9001 -2000 6.2.1 clause i.e " personnel performing ..................shall be competent on the basis of appropriate education , skills and experience"
Andrews,
This subject has been discussed several times here in the Cove. Go to the search function and type in "competence" and you'll see lots of links. Or try this thread... How Can I Evaluate and Document the Competence of an Employee?
This subject has been discussed several times here in the Cove. Go to the search function and type in "competence" and you'll see lots of links. Or try this thread... How Can I Evaluate and Document the Competence of an Employee?
J
Jimmy Olson
We don't really have a procedure that details this. We basically just have records to demonstrate competence. Generally this is done by showing a training record for a particular person, but we also use resumes to show competence. And since everyone is completely honest on their resume we don't have to worry. 
J
JodiB
You know, I have a little bit of a problem with accepting education or experience as an indicator of "competence". Seems to me that only demonstrated skill is what should be meant by "competence". Just because someone has been doing it a long time or has done the schooling doesn't mean that they are capable of performing at the desired level.
M
M Greenaway
Hit the nail right on the head with that one Lucinda 
Competence is a combination of practical and thinking skills, experience and knowledge. It is also dependant on the context and the environment in which an activity is performed. The basics for a competence assessment process are: -
Candidates underpinning (basic) knowledge (question and answer him/her);
Candidates experience in similar environments and carrying out similar work;
Candidates education;
Observation of candidates carrying out the work;
Written examinations: - Try to establish a candidate realises the consequence of not carrying out the job correctly;
A knowledge of occupational health and safety is also a requirement to demonstrate competence (is the job being carried out in a safe manner?);
Finally another element of competence is the physical ability of a person to complete a task to a satisfactory. Is their health to a standard that will not affect the work being carried out.
A competence assessment process must also include a requirement for re-assessment when either the job changes or at an interval where an employee may lapse into believing athey know a job inside out (becoming complacent).
Certain industries in the UK have stingent competence requirements, in particular the Railway industry where demonstrating staff competence is a requirement of law not just ISO 2000.
Candidates underpinning (basic) knowledge (question and answer him/her);
Candidates experience in similar environments and carrying out similar work;
Candidates education;
Observation of candidates carrying out the work;
Written examinations: - Try to establish a candidate realises the consequence of not carrying out the job correctly;
A knowledge of occupational health and safety is also a requirement to demonstrate competence (is the job being carried out in a safe manner?);
Finally another element of competence is the physical ability of a person to complete a task to a satisfactory. Is their health to a standard that will not affect the work being carried out.
A competence assessment process must also include a requirement for re-assessment when either the job changes or at an interval where an employee may lapse into believing athey know a job inside out (becoming complacent).
Certain industries in the UK have stingent competence requirements, in particular the Railway industry where demonstrating staff competence is a requirement of law not just ISO 2000.
I have to disagree somewhat with this as a blanket statement, Lucinda (and Martin). It depends on the circumstance. If I have a job opening for a forklift operator in a food warehouse, and the candidate has a certificate from an OSHA approved forklift training/educational class and has held a position with acceptable performance for a year as a forklift operator in a competitor's food warehouse (let's say they were laid-off), operating the same kind of forklifts, wouldn't you say this person is competent even if you did not see him/her operate the forklift? Yes, I might need to show him/her our inventory system or pick codes, etc. but I would consider him/her to be a competent forklift operator based solely on his/her education and experience unless/until I saw otherwise. Testing him/her for competence in my facility would not guarantee that they will perform at a desired level next week or next month, either.
But I admit there are many cases where I would want to see demonstrated competence in my company despite prior education and experience before certifying the person as "competent". As I said, I think it depends on the circumstance. Common sense and careful consideration of the individual situation should be applied. JMO.
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JodiB
No Mike, I wouldn't say that the person is competent. I would say that they have met the hiring criteria for that job description. JMHO.
Lucinda,
I'm curious: WHY would you not consider the person competent based on the above evidence? Do you have to see it for yourself to believe it? Would the word of a co-worker from your company who saw him/her drive the forklift be okay? What is YOUR competence criteria for the forklift person, and why? Just curious. Maybe I'm too easy!
I'm curious: WHY would you not consider the person competent based on the above evidence? Do you have to see it for yourself to believe it? Would the word of a co-worker from your company who saw him/her drive the forklift be okay? What is YOUR competence criteria for the forklift person, and why? Just curious. Maybe I'm too easy!
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