How to Approve that an employee is 'Competent' - TS-16949

[CMartin]

Are company values it's employee's real well. We devote a great amount of time into Training and Developing it's employee's. We are currently in the process of changing from Qs-9000 to TS-16949. As the Training Coordinator I am struggling with how to Approve that an employee is competent. We current are using a form that states the training, then the ermployee must provide a brief description to what the training consisted. The form then is signed both by the employee and the Training coordinator. I just wondered if any one else is having this same problem? And if so how are you dealing with it?



Chris Martin

 

[howste]

This has been discussed before. Here's a one thread, and it has links to some other related ones.

Training effectiveness measurement - 6.2.2 Competence, awareness and training

 

[D.Scott]

Welcome to the Cove Chris.

I don't think you can determine an employee's competency without an evaluation of how they perform the task they are trained for. The forms, sign offs and descriptions are a start but I think you need to follow up on the training by watching the employee actually do the work. IMO, there should be three levels of competency documented. When the employee is trained to do the job with supervision, when they can perform the job without supervision and when they can do the job well enough to train someone else to do it. Each of those steps should be witnessed and evaluated and then a sign-off with a date to document the step. This record, together with periodic evaluations by management would then be proof of an employee's competency in my book.

There are other "shortcuts" as well that should be used as documentation of competency such as diplomas, classroom grades and other outside recognitions.

Dave

 

[The Taz!]

Good advice Dave. . .

At the company I am currently converting to TS2, the procerdure for (Salaried as well as hourly) calls for 30, 60 and 90 day evaluations of job performance to be performed by the supervisor of the employee after the training. Salaried also get their annual review.

Any employee who attends a training seminar is also reviewed for the effectiveness of that training and how it effects their job performance. The employee rates the seminar on the front of the form, the supervisor rates the employee on the back.

Hope this is of some help.

 

[sal881vw]

Hello GMartin,
I agree with all the advice that has already been given......another good thread is How Can I Evaluate and Document the Competence of an Employee?

The trainers in particular have to really now their job well (as trainers and the skills that they are teaching).....follow by good example type and above all to judge without prejudice where written tests are not performed.I would advice you on a simple and effective system.

Good luck