How Can I Evaluate and Document the Competence of an Employee?

Q

QCAce

#31
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."
Hi Raffy,
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. :confused:
We train welders at our facility, and our trainer will give them a test that they have to pass before we certify them. In those cases we manage the test. In other types of training performed on the outside, the testing is controlled by the organization performing the training. In either case, the training matrix only shows that a test was given and whether or not they passed, along with a copy of a certificate, grade report, or some statement from the trainer certifying that they are competent.

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
Remember what is really important. Ask yourselves why you are concerned with competence to begin with. We are really concerned that people are competent because we want them to do the job correctly. And how do we know that they are doing the job correctly? The answer should be the process metric. The process metric is a measurement that shows how well the process is working, for example, a metric might be the number of nonconformances created each month.
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
 
Elsmar Forum Sponsor

Raffy

Quite Involved in Discussions
#32
Hi Andy,
Thank you for your immediate reply. :bigwave:

There are people actually shows the "I don't care attitude" I've met them all here, I think the problem its case to case basis. I know for a fact that starting over and trying to measure everyone competency is such a waste, however I'm now facing a blank wall. :frust:

Last year we were audited against the requirement of the Clause 6.2.2 and a nonconformance for this was issued. Its says "Job specification and job summary defines the competency requirements of the individual employee. However, no evidences to show that the personnel assigned to the position were evaluated against the competency requirements. (e.g. Engineers, Supervisors, Planners, etc.)".
I try to work on our HR Personnel on how am I going to do this however no help was given. I was already frustrated and confused. :confused:

Thank you very much for enlightening me. :thanx: 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.

Best regards,
Raffy :cool:
 

Raffy

Quite Involved in Discussions
#33
Hi sal881vw, :bigwave:

Thank you for the attached training programme, can I use it as a reference and benchmark too?

Thanks in advance. :thanx:
Best regards,
Raffy :cool:
 

Randy

Super Moderator
#35
I must have been missing this thread during its life....oh well..

After review (actually skimming, but you guys don't know that ;) ) I realized that we have not identified the true base issue..... are you :confused: ?

Before you can evaluate and document competence, competence must first be defined.

What are the factors that it takes to make one competent to perform a task?

How can these factors be managed to obtain or improve competence?

Can we determine competence objectively or is it a subjective exercise?

Are the ones who are determining competence competent in the task in question and in the process of determining competence?

I'm sure we can come up with some more questions. Think on it, there are many things to do before we just jump in and start saying that "so-in-so" can or cannot perform.
 

Raffy

Quite Involved in Discussions
#36
Hi sal881vw,

Thanks a lot. :thanx:

Hello Randy,
Basically, your right that competence must be defined first.:agree1: On our end, we are still in the process of defining one; Leadership, Communication, Service Excellence, Results Orientation and Teamwork.

I think I would use the sets of questions as our guide in preparing the competency program on our end.

I 'll go back again into this thread if I have some concerns that need to be discussed. Probably another sets of questions. :eek:

Thanks for your help.
Best regards,
Raffy
 
T

terric - 2006

#37
Check out ISO 10015:1999(E)

An excellent resource for identifying inputs/outputs on the training process relevant to competency may be found in the ISO 10015:1999(E) document. ISO 9004:2000(E) Section 6.2 isn't half bad either.

We've developed a matrix, by position which is then used by Department Managers to identify, on a scale of 1 to 5, how the individual is performing, for that task based on a number of factors (as each person can perform differently on any given task). This down and dirty matrix is then used as a comparative tool during annual assessments. Of course, there is the presumption that the assessor is competent also!

Good Luck. :)
 

Hershal

Metrologist-Auditor
Staff member
Super Moderator
#38
Let me throw in my two pennies......

One way of evaluating competence is professional certification. That is not always true of course, but if I am assessing a concrete laboratory and the operatrs are ACI certified, I know they have been trained and have at least the basic skills. That makes the demonstration of competence much easier.

Hershal
 

RoxaneB

Super Moderator
Super Moderator
#39
Hershal said:
Let me throw in my two pennies......

One way of evaluating competence is professional certification. That is not always true of course, but if I am assessing a concrete laboratory and the operatrs are ACI certified, I know they have been trained and have at least the basic skills. That makes the demonstration of competence much easier.

Hershal
It makes the process easier, I'll grant you that, but it doesn't mean that they're truly competent. I have my driver's licence but that doesn't mean I'm a good driver. :D FYI, I learned all I need to know about driving from Michael Schumacher. ZoomZoom!
 
Q

QCAce

#40
Raffy said:
...Last year we were audited against the requirement of the Clause 6.2.2 and a nonconformance for this was issued. Its says "Job specification and job summary defines the competency requirements of the individual employee. However, no evidences to show that the personnel assigned to the position were evaluated against the competency requirements. (e.g. Engineers, Supervisors, Planners, etc.)".
...
Raffy :cool:
Sorry for the late reply. I am a bit confused by the description of your auditor's nonconformance. Could you provide an example of a job specification or summary competency for an engineer or supervisor that they did not feel was evaluated?
Tyically, I've covered 6.2.2 by describing our annual employee review and appraisal system to the auditor. In most companies, you typically have to meet with your manager quarterly or at least annually to discuss your performance and your raise for the next year. Does your company have employee reviews?

Andy
 
Thread starter Similar threads Forum Replies Date
T ISO 14971-2019 doubt - Evaluate if estimated risks are acceptable ISO 14971 - Medical Device Risk Management 9
Watchcat CERs Literature Databases - Searching for data to evaluate EU Medical Device Regulations 16
K ISO 17025:2017 clause 7.6.2 - Performing calibration of its own equipment shall evaluate the measurement uncertainty ISO 17025 related Discussions 6
M Informational US FDA final guidance – Utilizing Animal Studies to Evaluate Organ Preservation Devices Medical Device and FDA Regulations and Standards News 0
L How to evaluate the process capability of a data set that is non-normal (cannot be transformed and does not fit any known distribution)? Capability, Accuracy and Stability - Processes, Machines, etc. 12
M Minitab tool to evaluate PM (Preventive Maintenance) process Using Minitab Software 6
M Informational USFDA – Efforts to evaluate materials in medical devices to address potential safety questions Medical Device and FDA Regulations and Standards News 0
qualprod To Evaluate Effectiveness in All Improvements? (ISO 9001:2015) ISO 9000, ISO 9001, and ISO 9004 Quality Management Systems Standards 9
H Evaluate Contingency Plan for Equipment and Tools IATF 16949 - Automotive Quality Systems Standard 4
qualprod Propose Aspects to evaluate risk impact? ISO 9000, ISO 9001, and ISO 9004 Quality Management Systems Standards 1
Q How to Evaluate Internal Resources for Training ISO 9000, ISO 9001, and ISO 9004 Quality Management Systems Standards 5
Q Source of practice to Evaluate Risks? (ISO 9001:2015) ISO 9000, ISO 9001, and ISO 9004 Quality Management Systems Standards 1
S How to evaluate "competency" of consultants ? 21 CFR Part 820 - US FDA Quality System Regulations (QSR) 8
Jen Kirley How to evaluate hazards in using bar code scanners in chemical manufacturing Occupational Health & Safety Management Standards 1
A Creating a policy to evaluate the Third Party Security IEC 27001 - Information Security Management Systems (ISMS) 4
C How to evaluate the Detection Ranking of a new Design Control FMEA and Control Plans 1
G How to Audit or Evaluate our suppliers? We are not AS 9100C certified. AS9100, IAQG, NADCAP and Aerospace related Standards and Requirements 8
Q Format to Evaluate the Effects of New Processes and Equipment Manufacturing and Related Processes 4
K Validity of Using NCR's to evaluate Performance Nonconformance and Corrective Action 7
T Why evaluate Suppliers that are Brands we represent? ISO 9000, ISO 9001, and ISO 9004 Quality Management Systems Standards 19
E Using ANOVA during the PQ Validation Run to evaluate Statistical Differences Statistical Analysis Tools, Techniques and SPC 4
N The right method to Measure and Evaluate a Flatness Callout Inspection, Prints (Drawings), Testing, Sampling and Related Topics 1
S How to Evaluate a Calibration Report Certificate General Measurement Device and Calibration Topics 8
J Web based Database to Collect and Evaluate 5S Audit Results, Trends, Charts Lean in Manufacturing and Service Industries 3
S Required to Assess and Evaluate all Suppliers? 21 CFR Part 820 - US FDA Quality System Regulations (QSR) 1
W How you can evaluate ISO 9001 Certification Body (CB) Auditors during their visits? Registrars and Notified Bodies 19
B How do you evaluate courses - eg. Awareness Training, Concept etc. Training - Internal, External, Online and Distance Learning 3
M How to validate a Dye Test method used to evaluate Package Integrity Pharmaceuticals (21 CFR Part 210, 21 CFR Part 211 and related Regulations) 8
R Can manufacturer separately evaluate the clause 14 (PEMS) of 60601-1: 2005? IEC 60601 - Medical Electrical Equipment Safety Standards Series 7
S Training Efficiency Assessment - Evaluate the Effectiveness (Clause 6.2.2 c) Training - Internal, External, Online and Distance Learning 3
somashekar Definition Evaluate and Select ... What are the most common understandings of these words. Definitions, Acronyms, Abbreviations and Interpretations Listed Alphabetically 12
B Our suppliers are retail shops - How to evaluate OTS (Off the Shelf) suppliers? ISO 9000, ISO 9001, and ISO 9004 Quality Management Systems Standards 6
B Do I evaluate my supplier when he doesn't have delivery in that month? Supplier Quality Assurance and other Supplier Issues 10
0 Best way to evaluate the differences between 2 gauges Gage R&R (GR&R) and MSA (Measurement Systems Analysis) 4
B Distribution of Procedures to the copy holders (evaluate my matrix) Document Control Systems, Procedures, Forms and Templates 16
S How to evaluate the Effectiveness of Corrective and Preventive Actions Nonconformance and Corrective Action 3
B How to Evaluate Competence of an Internal Translator ISO 9000, ISO 9001, and ISO 9004 Quality Management Systems Standards 3
E Board of Directors - Their duties and how can we evaluate them? Misc. Quality Assurance and Business Systems Related Topics 8
B What happens if we evaluate supplier as not approved and there are no anothers? ISO 9000, ISO 9001, and ISO 9004 Quality Management Systems Standards 23
L Weighing plastic part to evaluate moulding process Design and Development of Products and Processes 2
J Approved Supplier List - Required to evaluate every supplier? ISO 9000, ISO 9001, and ISO 9004 Quality Management Systems Standards 19
S Supplier Quality Rating - What to evaluate Supplier Quality Assurance and other Supplier Issues 11
U MSA Roadmap - Is there an order in which to evaluate a measurement systems Gage R&R (GR&R) and MSA (Measurement Systems Analysis) 5
K How to evaluate or measure the complexity of product? Manufacturing and Related Processes 8
V Should We Evaluate Suppliers on a Regular Basis or only when Issues Arises? Supplier Quality Assurance and other Supplier Issues 7
R Evaluate Customer Satisfaction without having to send questionnaires Supplier Quality Assurance and other Supplier Issues 2
B Evaluate Compliance to AS9100 Paragraph 7.6 AS9100, IAQG, NADCAP and Aerospace related Standards and Requirements 1
J Evaluate a business or organization - Need case study for school! Coffee Break and Water Cooler Discussions 16
K The 'Cohen's kappa' method to evaluate degree of consensus between visual operator Six Sigma 9
D Which Indicator is Best to Evaluate our HR Training Programs? Training - Internal, External, Online and Distance Learning 7

Similar threads

Top Bottom