Documenting Competency and Effectiveness of Training

SteelMaiden

SteelMaiden

Super Moderator
Trusted Information Resource
#1
#1
Competency and Effectiveness of Training

I was talking to one of my counterparts at a different division yesterday about our systems and training effectiveness and competency came up. He wanted to know what I planned to do to document training effectiveness and assessment of employee competence. I said that I intended to have some sort of report from each department on this as part of the management review to show that we have looked at, and evaluated it. He told me that they had attended a transitioning class and were told that they should document employees competence by testing.

I am sorry, but I cannot find anyplace in the standard that says you have to administer competency tests, and I really feel that they are being fed a bill of goods. Any thoughts? What is everyone else doing.

I cannot imagine giving 400 people a test every year to document that they know their job! Sheesh---they wrote the work instructions, they ought to know how to do their jobs, right? And if not, we would be totally stupid to just allow them to continue on without performing some type of follow-up or retraining.

Any feedback would be appreciated, I don't want to see my pals get taken for a ride.
 
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M

Michael T

#2
#2
No where in the standards (1994 or 2000) does it specify that training needs to be documented through testing. While it does state that appropriate records be maintained (both 1994 & 2000) and that the effectiveness of the training be evaluated (2000) - the method of evaluation is left up to the individual organization. ISO 9004:2000 does not even list employee testing as a "should".

We currently allow the Floor Supervisors to conduct the training (for job specific training) for their area(s) of responsibility and determine when the individual is "compentent" in that job and that the training provided was effective {who better to determine this?}. When an individual is deemed competent, the Supervisor signs off on the employee's training record.

Me thinks thy friends art being duped...

Cheers!!!

Mike
 
S

Sporty

#3
#3
Competency Testing

I agree with you both, nowhere in the standard does it state competency testing is necessary. We are registered to TS16949 here, and we show training effectiveness and competency through annual reviews, where the employee would of course be rated on their ability to do the job and through pre and post testing, for any specific training that is provided.
Also, our job descriptions have criteria in them, i.e. education, years experience....which show's the required competency we require for the job.
I would think their "competency testing" is everyday on the job, and the supervisor's or manager's satisfaction with each employee.
IMHO
:)
 
J

Jim Biz

#4
#4
Frankly - we do a combination of things that we feel proves documented competency:

A checkeet is used after 90 days of hiring in with the supervisor verifying employees compentency for the job they were hired to do

Training criteria is established for each job title and is recorded when yearly reviewes are completed - all of these items are reviewed yearly with the employee and an assessment is made at that time concerning future training needs.

IF we ever developed a test for anything job related we would not go beyound a simple/single entry level test upon hiring - and we are only dealing with 180 employees not 400.

No doubt there are some that would have you continually "Test" at set intervals - but these are folks that have not considered the likelyhood (in a small shop at least) that testing would have little good affect on the employees moral - let alone take away from - perfectly good production time.

Regards
Jim
 
SteelMaiden

SteelMaiden

Super Moderator
Trusted Information Resource
#5
#5
;) Thanks Guys!

I was afraid that I was losing my ability to read and/or reason in my old age. I guess mostly I don't want others to fall into believing that kind of horse pucky. Makes you wonder where they get some of these trainers, huh?

My philosophy is:
If it ain't broke, don't fix it
If it makes your life harder, it isn't worth it
If it doesn't make sense, don't do it!

Have a great holiday weekend for those of you here in the USofA
 
H

HFowler

#6
#6
Part of an employee's performance appraisal should be the need for future training as well as the accomplishment of past training. I think that would satisfy the question regarding competency.

As far as the effectiveness of training, it depends on what the training is for. In some cases a test immediately following the training might be the easiest and best way. Another follow-up to determine whether training was effective could be tracking of performance or progress in the area addressed. For example, if training was in cycle time reduction, track cycle time per employee, if in quality improvement, track defects per employee.

Whatever method you decide, I strongly suggest, when possible, to use metrics already being collected instead of coming up with "one more thing to track". Most companies already measure things that are important to their business.
 
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