How are people determining necessary competence.
Is it just education + experience, or something more
As this determination is to be done in advance before selecting the personnel, is a document kept where minimum competence at various levels are listed.
Any tips about how competence determination can be audited and responded to when audited.
Somashekar; far be it for me to be giving you advice, usually its the other way round but I'll venture into it anyway seeing to few have responded so far this time.
'Determining necessary competence' is to first define what it is that a role must be able to do. That means what the role does; must first be defined.
Having defined what the role has to do, the competence standard for each requirement of the role must be defined using a performance criteria. e.g., the role must be able to do xyz in abc period of time to xyz quality, using an approved safe work method and be able to do the task in xyz period of time, incident free.
Verification of competency starts at the recruitment stage. The role is described in the advertisement and where claims made in a resume or statement of training are verified through checking.
Verification continues through the recruitment stage by asking questions which reveal skill and experience.
When hired, the persons competence is again verified though surveillance of their work or preferably by observing the person perform the task using the performance criteria. The final stage is a record of the persons competence to perform all the various components of the role.
So you our audit trail is:
the company recruitment procedure
the job advertisement
records of resume and evidence of competency submitted by the candidate
the job description
the record of interview
the task performance description and the task performance criteria
the evidence of competence.
Hope this helps