SPONSORS OF COMPETENCY TRAINING FEATURE
CAPABILITY AND COMPETENCE
A seasoned technician operating in the industry has obtained their capabilities through a multitude of channels, these being work experience, apprenticeship, on-the- job experience and training.
We should, however, be mindful as to not confuse capability with competence!
You can display capable attributes in abundance; however, the capable person might need re-training in order to prove competency regarding new technologies, equipment and standards. Additionally, process and selective training at the recruitment level is aimed at identifying the capable person who has the potential to develop a competent standard. Therefore, competency training at both technical and safety levels are achieved later in the person’s training programme.
TRAINING MATRIX Within the industry, we are observing the formulation and promotion of a training matrix. A matrix should consist of a collation of courses in which the technician has demonstrated a competent level of safety, through either practical or theoretical assessments (or both), direct observations or mapped tasks against a standard.
SHARING KNOWLEDGE Drawing on my experience within wind energy training arena, I propose that in the future, training providers and turbine companies need closer interaction and cross fertilisation, we need to focus on sharing and transferring knowledge in order to impart competency relevant standards and correlated Continuous Professional Development (CPD).
This will harmonise course delivery, content and competency based tasks that suit the industry’s needs and meet training standards. This means that a competence-based programme needs to focus on building the knowledge and skills required.
ENHANCING PERFORMANCE AND OTHER BENEFITS Competence based training will enhance employees’ performance, while preparing them for varying challenges and operational demands.
Moreover, employers can create competence based training tools and measures that can serve to promote healthy moral and superlative safety and operational standards.
This can be achieved by numerous methods including self-critique and directed development or participation in a planned programme, learning resources, formal in-house training, e-learning elements.
I am also of the opinion that technical and short safety training competencies are both required to achieve an optimum standard in order to embellish the industry. Undeniably, competency in safe systems of work, technical and safety procedures are all thirds that make the technician a competent whole.
By adopting and supporting an industry wide ethos of competence-based training, the wind energy industry will safeguard a professional workforce and first rate learning culture for all of us.
James Yeomans Truman & Hall Safety Training Ltd
www.truman-halltraining.co.uk
www.windenergynetwork.co.uk
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