MR (Management Representative) Competence Mapping

[AndyN]

Re: MR Competance Mapping

I think that sounds reasonable.

When we went through our last CE marking audit we were required by our Notified Body to provide evidence that I (the "Responsible Person" as the PED calls it out) am competant for the position.
It was done by:
Job description
My resume
Documented Training specific to the PED

The definintion of 'competence' in the normative reference for ISO 9001:2000,(which is ISO 9000) states that it's a 'demonstration of the ability to apply skills and knowledge".

IMHO, a job description, resume (cv) and training aren't necessarily a demonstration of this. Training makes people 'dangerous' and resumes are often 'enhanced'. Job descriptions don't cover whether anyone's actually any good at their job, just what that job is..........

Think of competencies as being a list of those aspects of any job that someone would have to show (their boss) they could do, with confidence, including how to react when things don't go correctly.......

 

[Coury Ferguson]

Re: MR Competance Mapping

The definintion of 'competence' in the normative reference for ISO 9001:2000,(which is ISO 9000) states that it's a 'demonstration of the ability to apply skills and knowledge".

IMHO, a job description, resume (cv) and training aren't necessarily a demonstration of this. Training makes people 'dangerous' and resumes are often 'enhanced'. Job descriptions don't cover whether anyone's actually any good at their job, just what that job is..........

Think of competencies as being a list of those aspects of any job that someone would have to show (their boss) they could do, with confidence, including how to react when things don't go correctly.......

Andy, if I am understanding what you are saying, there should be "Performance Standards" to effectively carry-out the position.

For example:

Ability to interpret Quality Standards= 40% of their time

Ability to understand policies and procedures= 30% of their time

and so forth?

Or something like:

Rating of Job Performance:

Scale= 1-10 of each performance level

10 being the highest possible performance level?

 

[BradM]

I guess going down through the threads.. I find Andy's post most aligning with my line of thinking. Not necessarily right or wrong, but just how I would view this topic.

This thread would not be our first time to discuss MR, as we had a good discussion on consults being a MR. An MR is just that-they represent management, and for the most part, should be selected by management for that purpose.

I think the ideal candidate could be obvious for management; it's the person they have the most confidence in, they've worked closely with, etc. However, it may require a matrix scoring method, resume review, etc., to find the person most competent for the position. This matrix could have 5-7 characteristics, with weights next to each.

 

[Sachin J]

However, it may require a matrix scoring method, resume review, etc., to find the person most competent for the position. This matrix could have 5-7 characteristics, with weights next to each.

Precisely BradM!
I have applied something described in the the document attached.


Where, 3 is highest in all stats and 1 is lowest.
This shall suffice all the requirements, where we need to define skills as per the primary job role and specific to MR as well.

What say, all ?

Regards,
Sachin J

 

[BradM]

It looks pretty basic. MR is nothing to sneeze at. Make sure you identify relevant/important job skills. Also, you will want to weight them, according to their importance. You can have your managers come up with their perceptions of weights. If they are fairly close, you can average them. If one or two are pretty far apart, then you may need to discuss it.