db makes a good point I think. Our training/competence procedure basically states that after a person is deemed qualified to perform certain tasks their performance is continually monitored by their Supervisor/Manager by direct observation of their work, by review of inspection records, customer complaints, etc. as well as during the yearly "review". Their qualified status remains in place unless/until the Supervisor/Manager finds evidence of loss of ability or poor performance, or the employee volunteers that they need some remedial training, or until a significant process change is made which automatically triggers new training and re-qualification. It seems to incorporate the best of both worlds -- no unnecessary action is taken simply because of a passage of a certain amount of time (wasted time/money) but action is taken, regardless of time passage, if there is evidence of need.