Q
Raffy said:
Kindly enlighten me more on " I like to link competence to the training record itself, not to performance appraisals. Think of competence in terms of a one-time indication at that point in time."
I'll try my best. Before I do I should let you know that I work under an assumption, and that is I assume everyone has good intentions and wants to do a good, quality job. I've seen people who get frustrated with the system and then they show an "I don't care" type of attitude, but basically I really haven't met anyone that doesn't care. Whenever I see someone like this, my thought is that there is a system problem somewhere letting this person down.
Having said that, in my opinion starting over and trying to measure if everyone is compentent at what they do would be a large waste of time. You already have measures of whether someone is compentent or not, and all you really need to do is identify what was already done. For example, some people receive a certificate at the end of a training course, and that certificate is evidence that the instructor feels they are qualified. So I would just get a copy of the certificate for their file and mark on the training matrix that a certificate was issued verifying competence. In other types of training, a test is given and the participants are given a grade for the course. Use a copy of the grade report as evidence of competence in those cases. And other types of general training, such as REDACTED harassment training, really only require the attendees be present. In those cases, a copy of the attendence sheet will serve as the record of competence.
Raffy said:
Does on your side, the test that you were saying is more of the written test? How about actual test? Do you manage to perform this on your end? How? Please advise.
Raffy said:
Because on our end this is what happening and every evaluation that we need to do the answer is training and not performance appraisals which tells a merit increase on the personnel's salary.
What does a process metrics mean? Please advise.
Thanks in advance.
Best regards,
Raffy
What does a process metrics mean? Please advise.
Thanks in advance.
Best regards,
Raffy
If the metric is trending in a negative direction, we then need to ask and find out why this is happening. If the root cause turns out to be the people are not compentent, focus on how the process could be improved. Could the training be performed better?, are the work instructions simple, clear and easy to reference?, could the design be changed so that it becomes impossible for them to assemble the part incorrectly?
Sure there may be times when you have someone who really doesn’t care about what they are doing and they may need to be disciplined, but the data will usually show you when this is the case because there will usually be a repeated pattern. But these cases are rare, and usually not hard to identify.
Focus on the process, measure the results, identify the root causes of problems and let the data tell you whether or not your training is effective, and whether or not you may need a different method of assessing competence.
Good luck.
Andy
We do have an Inspection Trouble Report issued to personnel that was been audited and found to have violated some process related issues. I think I need to track all of this as a start. Thank you very much.