One of our challenges at Namaka Compliance is ensuring that companies have an understanding of what is not competence.
Too often organisations refer to either CV’s or training to ensure that personnel are able to demonstrate competence.
Why are CVs unreliable?
Unfortunately, CV’s just states the personnels time at certain positions but there is no way to measure how they performed in that role. CV’s can also be embellished and in some cases, there may be no way of checking what was stated.
Why is Training unreliable?
Training is the core building block of competence where people learn their relevant skills, but it is not usually work based, so in some situations training will never be able to simulate the workplace. Many personnel only put their training in to practice once they have completed their course. Unfortunately, many organisations utilise the training matrix, which is not the correct method of demonstrating their competence.
These two above should not be considered in isolation when referring to the competence of an organisation’s personnel.
When organisations are asking their personnel to demonstrate competency (having the required skills, knowledge, and capabilities to do a particular job or task well.) they must be able to demonstrate this through various assessment methods.
This is where a candidate will produce evidence of what they do on the job as it quite simple, the idea of competence is to prove you can do your job in a variety of circumstances. How they do is determined by the organisation through a structured process and organisations are even now using digital media to capture them whilst in that role. This is nothing new as with the sports industry this is done with their teams being recorded in Football, Formula 1, Rugby etc. This is just proving they can do their role and build upon their performance and is seen as a continuous process. This is where personnel must prove their competency by physically undertaking the task and being assessed against the defined standard, as it is not sufficient to say we know our job but is demonstrating this backed by evidence.
It is important for personnel to prove competency particularly in High Hazard and High-Risk industries such as Oil and Gas, which is why Namaka Compliance created Outsourced Competence Assurance Support (OCAS) services. Where we function as either the Competence Department or the extension of their existing arm. As part of OCAS, we assist with creating structured assessment processes which allow personnel to demonstrate their competency and how they can do it.
If you would like to hear further about our OCAS services, please contact us on support@namakacompliance.com