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SAFETY & HAZARDOUS AREAS


MAINTAINING SKILLS C


John Saysell, director of training at MCP Consulting Group, explains how to ensure your maintenance workforce is competent in safety through training


orporate liability legislation underpins the need for technical staff to be properly trained and competent to


work safely. MCP has carried out maintenance engineer development centres and recruitment assessment centres on nearly 2000 candidates over the last 20 years, learning many lessons along the way. In the early days, before we did preview


sessions and communication sessions, I was on-site preparing to start a maintenance development centre. I went into the engineering manager’s office and found (let’s call him) Dave, holding the engineering manager by the throat, saying, “I’ve been maintaining these machines for years and now you want me to do some assessments on my maintenance skills!” Why should I carry out a maintenance


development centre? Case study I: Manufacturing site. There was an accident on one of my


customer’s sites. The accident was life changing for the maintenance technician involved and the Health and Safety Executive were called in to investigate. The findings of the investigation were: • There was little evidence of competence and poor training records • Many technicians were carrying out complex maintenance tasks without serving an apprenticeship • The number of time-served technicians was insufficient • There was little recorded training on the


technicians’ files The customer reviewed their training


records and some of the equipment on their sites. MCP carried out some initial competence-based training on some workshop equipment. A maintenance development centre was


then tailored to assess the skills of the maintenance workforce. Following the centre: • Successful candidates were awarded a


certificate of competence across core maintenance tasks • Candidates who did not meet the


standard received training to get them up to standard. They were reassessed, and if successful they were awarded the certificate • A structure of trained trainers and


assessors was created across the business to enable technicians to demonstrate competence in the same core maintenance tasks in the workplace. Subsequently this


method of training and assessing skills was rolled out across additional maintenance tasks to give further evidence of competence • There was a much safer working


environment • The improved technical competence led


to improved line availability Why should I carry out a maintenance


development centre? Case study II: Automotive industry A customer was struggling to retain skilled


maintenance technicians as there were other companies nearby paying significantly higher wages. Most of the technicians are of very high calibre, having come through the company apprenticeship scheme. The company created a senior technician


role as part of the structure. To achieve senior technician’s status, the candidate would need to undergo an interview process and a technical assessment centre. The assessment centre was developed through talking to MCP and reviewing the existing assessment material and adding elements where appropriate. Assessments included: • Safe isolation of 3 phase supply • Fault finding using electrical instruments • Inverter set up • Generic and specific fault finding on a


programmable controller • Robotics theory • Mechanical theory • Belt or chain tension and alignment • Electro-pneumatic fault-finding • Building a pneumatic circuit Successful completion of the assessment


centre resulted in a MCP certificate of competence, a significant pay rise for the technicians and improved staff retention. Why should I carry out a maintenance


development centre? Case study III: Distribution centre A large distribution centre was opening with


the need to recruit tens of maintenance technicians with specific skills. But experience showed many technicians were often recruited with large skills gaps. MCP worked with the customer to develop a


recruitment assessment centre. The assessments we developed included • Safe isolation of 3 phase supply • Fault finding using electrical instruments • Inverter set up • Generic programmable controller fault-


finding • Using electrical drawings for fault-finding


18 DECEMBER 2020/JANUARY 2021 | PROCESS & CONTROL


• Strip and rebuild a pump • Mechanical theory • Belt or chain tension and alignment • Electro-pneumatic fault-finding • Scenario based interview • Computer networking theory MCP carried out the recruitment


assessment centre and recommended staff who had achieved an agreed standard. The customer then carried out their interview process prior to recruiting a proportion of the technically competent staff. We carried out a practical assessment


centre for one company, whereby every time they recruit a new member of staff, we put them through a similar suite of assessments to ensure that the staff are competent. The definition of competence that we use at MCP is that staff can do the task: • safely and to the right standard • within a reasonable length of time Some customers get us to assess their


technicians on an annual basis. Prior to the maintenance development centre, we would: • Develop new assessments if appropriate


or tailor existing material • Advise on communication strategy Carrying out a maintenance development


centre would enable candidates to: • Demonstrate safe working maintenance


practices • Provide evidence of competence As an employer, following a maintenance


development centre, you would have: • Feedback on skills, knowledge, attitude,


behaviour and H & S • identified skills gaps • Training plans to close skills gaps • Knowledge of generic mechanical and


electrical skills levels • Confidence of working with a trusted


provider


MCP Consulting Group www.mcpeurope.com


40th Anniversary 40yrasrevinnAht04


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