ISO 9001 Clause 6.2.2 - Training Records, a Job Skills Matrix and Job Descriptions

[John C. Abnet]

Nice matrix!

I have a question, thou: how do you check the competence according to ISO 9001 requirements or other ISO standard requirements? We have a similar matrix, but we list all our SOPs and check, which SOPs each employee needs to know, and to what level of knowledge.

Good day @Wolf.K ;
Think of it this way.
Our football team ("we") practices all week. We watch game film and work out. In otherwords "we" have been TRAINED.

At the end of the game Sunday, the scoreboard reads "We= 0", "Them= 58".

Were we competent? How did we measure competency?

So often organizations look to create an additional cumbersome method to judge competency. Why not just look at the scoreboard?

Hope this helps.
Be well.

 

[Muhannad]

View attachment 26261

is there any chance to get the template?

 

[Jim Wynne]

Good day @Wolf.K ;
Think of it this way.
Our football team ("we") practices all week. We watch game film and work out. In otherwords "we" have been TRAINED.

At the end of the game Sunday, the scoreboard reads "We= 0", "Them= 58".

Were we competent? How did we measure competency?

So often organizations look to create an additional cumbersome method to judge competency. Why not just look at the scoreboard?

Hope this helps.
Be well.

While observation is very important, if you have a Division III college team playing an NFL team, the final score is a poor measure of the competence of either team.

 

[John C. Abnet]

While observation is very important

You're missing my point. I am simply encouraging the original poster to consider the current/existing metrics the organization may have (likely has), which demonstrate a competent (or not) workforce.

Hope this helps.
Be well.

 

[Jim Wynne]

You're missing my point. I am simply encouraging the original poster to consider the current/existing metrics the organization may have (likely has), which demonstrate a competent (or not) workforce.

Hope this helps.
Be well.

I don't think I missed the point. The existing metrics, if there are any (the "scoreboard") might be misleading, as in the case of your analogy. @Wolf.K asked about how to "check the competence," and the way to do that is to observe the process and the results. The matrix, if one is used, serves as a record of observation.

 

[RoxaneB]

is there any chance to get the template?

Muhannad,

BCHIOUKH was last seen here in the Cove in November 2019. Hopefully, s/he will return and be willing to share the template, I would suggest that you may need use the attached picture as a reference to create your own as the actual content of the document is unique to BCHIOUKH's organization and its processes.

 

[RoxaneB]

You're missing my point. I am simply encouraging the original poster to consider the current/existing metrics the organization may have (likely has), which demonstrate a competent (or not) workforce."

I don't think I missed the point. The existing metrics, if there are any (the "scoreboard") might be misleading, as in the case of your analogy. @Wolf.K asked about how to "check the competence," and the way to do that is to observe the process and the results. The matrix, if one is used, serves as a record of observation.

It does appear as if you both coming from a similar perspective.

John's example was a simple analogy of training a football team where the process is the game and the result is the final score of the game.

Jim, to your point, competency assessment will only work if the right metric is used.

 

[Jim Wynne]

Jim, to your point, competency assessment will only work if the right metric is used.

Why must there be a "metric"? As Bob Dylan observed many moons ago, you don't need a weather man to know which way the wind blows. A metric is, by definition, something that can be quantified. Competence can't be.

 

[L.Soad]

is there any chance to get the template?

Good afternoon

I've this to share with you, it's in french but i've more or less remade this sheet for my company. Works well, you may want to adapt it for your company's needs. I've used my own legend, it differs in styling (you can change it via conditional formatting) and in content

All credit goes to BCHIOUKH if he's the «original author» of this sheet.

 

[RoxaneB]

Why must there be a "metric"? As Bob Dylan observed many moons ago, you don't need a weather man to know which way the wind blows. A metric is, by definition, something that can be quantified. Competence can't be.

On this we will need to agree to disagree.

Your own statement indicates competence is evaluated by observation of process and results. What is a result if not a metric?