Training versus competence
Attending training shows exposure. Competence shows the person can do the task safely, to standard, without supervision. Many skills systems record the first and assume the second, which is how an audited, fully trained team still produces defects.
Competency levels
Most operations use four or five levels per task:
- Not trained.
- In training: works under supervision.
- Competent: performs the task to standard unsupervised.
- Experienced: handles abnormal conditions and problems.
- Can train and assess others.
The level needed for each task and shift comes from the skills gap analysis.
How to run a competency assessment
- Use the standard (standard work, SOP) as the assessment checklist, so the assessment measures the current method.
- Observe the person performing the task, several cycles where the task is repetitive.
- Question to confirm understanding: why each step, what to do if something goes wrong, what the quality and safety checks are.
- Record the result against the standard's version, with the date, assessor and level.
- Set a review date where competence decays or the standard is likely to change.
Who assesses
A trained assessor: usually a team leader or an experienced operator at level 5 for that task. The assessor should not be the person who delivered the training, where possible.
Common mistakes
- Signing off on attendance or a quiz rather than observed performance.
- Assessing against an old version of the standard.
- No reassessment when the standard changes.
- Levels defined loosely, so "competent" means different things on different shifts.