BUILDING AN EFFECTIVE COMPETENCY SYSTEM. Presented by: Holly Elke, CRSP, CSP, CMQ/OE Senior QHSE Advisor SH&E System & SPM Solutions. TERMINOLOGY. COMPETENT
Holly Elke, CRSP, CSP, CMQ/OE
Senior QHSE Advisor
SH&E System & SPM Solutions
IN RELATION TO A PERSON, MEANS ADEQUATELY QUALIFIED, SUITABLY TRAINED AND WITH SUFFICIENT EXPERIENCE TO SAFELY PERFORM WORK WITHOUT SUPERVISION OR A MINIMAL DEGREE OF SUPERVISION.
- Alberta OHS Code
MEANS BEING KNOWLEDGEABLE OF THE WORK, THE HAZARDS INVOLVED AND THE MEANS TO CONTROL THE HAZARDS, BY REASON OF EDUCATION, TRAINING, EXPERIENCE OR A COMINATION THEREOF.
- BC (SASK) Regulations
EVALUATE THE ELEMENTS THAT SUPPORT THE KEY COMPETENCY SYSTEM COMPONENTS
There were a total of 15 system gaps identified during the evaluation; there were 13 Major and 2 Minor System Gaps.
R1 – Develop a corporate guidance document on how to conduct a training needs and competency requirement assessment.
R2 – The Task Hazard Assessment documents and outcomes should be linked to the corporate and Business Unit training needs and requirements assessment.
R3 – Establish a corporate governance/ guidance document that defines the organizational training and competency requirements, processes, methods to be used, activities to be conducted/ completed and responsibility for implementation.
R4 - Strategic Planning activities should include a review of training/competency requirements and initiatives that may affect the organization at the corporate and business unit level.
R5 – Establish measurable goals, objectives and/or targets to move the current training and competency activities from fragmented processes to a consistent and standardized management system that is defendable, effective and efficient.
R6 - Review the current organizational design and placement of training resources; current levels of operational effectiveness, efficiency and ability/ authority to respond to internal and external demands should be examined.
R7 – Assign positions, groups, committees that have the authority to manage the requirements of the corporate training and competency system.
R8 – Standardize communication processes/ methods.
R9 – Standardize document and record management methods; centralize training information and records.
R10 - Establish a performance metrics program that can evaluate the progress and achievement of strategic training goals/objectives and the effectiveness of training/ learning activities .