I'm back. As "competence" was the original topic, the Guide 9004-2000 states: "Management (should) consider analysis of both the present and expected competence needs compared to the competence already existing in the organization." This among other "shoulds". "Evaluation of the competence of individual people to perform defined activities." is another one. It is a stand alone section, separate from Awareness and Training. During performance reviews companies evaluate the competency of their people which results in raises, lack of, promotions, suggested performance improvement methods (such as courses), etc..
Sorry, but to question the competency of the author of a job description is a question I don't imagine I will ever hear. In this state, job descriptions are posted for virtually every position. If we choose to adopt those descriptions, I would suggest that they visit the site and question those authors. You determine competency quarterly, annually, etc., and everytime you hire somebody. Additional training, awareness is required and it should be. You can train to your hearts content, but only through routine performance evaluations can you determine competency. The level of competency is not determined, nor can it be justifiably proven that imcompetency reigns at your company, by any Auditor. Why, even he/she may be imcompetent! Again, JMHO
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