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Volume 4 Issue 7 |
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Feature Article: The Competent Worker. World News
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Definitions
of competence have a tendency to focus on knowledge, qualification and
experience[1]
with the weighting given to either depending upon the particular views of
the person making the case. The
case for the importance of knowledge and qualification is based upon the
fact that the competent person has demonstrably undertaken a course of
study and has been assessed at the end of it.
The certificate “proves” the holder has the knowledge and by
extension is competent to apply it in the work situation. The
case for experience is based on the argument that knowledge is gained in
the doing of the work and that the more times a person is on the job the
more knowledgeable and competent he becomes.
However it is often a matter of striking a balance between the two
and seeking evidence of both in determining the suitability of a candidate
for a particular post[2]. A
rational critique might argue that neither qualification nor experience,
alone, provides sufficient or even necessary measures of competence to
carry out employed work. Qualifications,
based as they often are on examination, practical or written, at their
most fundamental merely confirm the individual’s ability to undertake an
examination at a specific date. Students
are quite capable of and often follow strategies designed to take them
through the examination with the least amount of effort, and may then view
the application of what they have learned as being generally irrelevant
after the all important examination is over.
This may be particularly so with regard to the younger student/
apprentice or even the more mature student studying part-time for a
particular qualification. This attitude is often underpinned by the
attitudes of experienced workers, who have been known to advise new
entrants to; "forget what you have learned in college as you are now
in the real world". Then
there is the argument in favour of experience as a measure of competence.
However the mere fact that someone is 'time served' is no indicator
of their competence during, or at the end of that time.
Indeed, it is quite possible that a highly motivated employee with
only a few years experience may be more competent than an old hand with
20+ years behind him. There is no doubt that qualifications and experience are important indicators to a worker’s likely competence, but as a definition of competence they are wholly inadequate, and as a measure, not sufficient in themselves. A more appropriate definition of competence would be; "the
consistent skilful application of skills and knowledge to any specified
work operation" The thread of competence extends throughout a company; subordinates, supervisors, managers and executives, each level skilfully applying their knowledge and skills to the successful completion of their particular work areas. Since employers are required to ensure that workers have a safe working environment they have a duty to exercise reasonable care in the employment of staff so as to ensure that they are competent to perform their work in a manner that will not expose themselves or others to harm. He must therefore employ staff that are already competent, or train and maintain in competence the workers that they do employ. It is in these regards that the measurement of competence is applicable and indeed critical. Qualifications and experience may be taken as relevant considerations at an early stage of recruitment, but should not be considered as definitive indicators of competence for the very reasons stated above. What
is more appropriate in determining the competence of an individual his
observed practice (undertaken by an individual competent to do so) and the
evaluation of the product of his work. Thus,
for prospective employees, references detailing their competence, based on
recorded performance, are of more benefit than simply a list of
qualifications or details of years served.
Similarly, with incumbent employees, regular recorded performance
appraisals are an essential in ensuring that accepted standards of
competence are regularly monitored and timely intervention for training
and re-training is made. A
core tenet of competence is that the skills necessary for any work
operation include the skills of recognising what could cause harm and of
proceeding in a manner that ensure that such harm will not be realised.
There is no dichotomy between the skills required to do a job and
health & safety matters. Competence
is negated if on the production of a quality end product, the worker
and/or his colleagues have been exposed to hazards, whether or not any
harm occurred. Competence is
therefore as much about the process as it is about the production of an
end product, and the skill in getting there requires that no one be
unnecessarily exposed to hazards. It is in the recognition of this simple fact that we can re-evaluate our perception of competence to ensure that health and safety is an integral to the process of skills development rather than an add-on program which may or may not take place for any number of reasons or which may be ignored by the worker as being a hindrance to his functioning in the workplace. [1] As an example the University of Guelph has the following definition: Competent in relation to specific work, means a worker who is qualified because of worker knowledge, training and experience to perform the work. A competent worker is familiar with the Occupational Health and Safety Act and with the provisions of the regulations that apply to the work, and has knowledge of all potential or actual dangers to health or safety in the work. University of Guelph - Safety Policy Manual [2] Although the case differs when it comes to membership to professional bodies where entry is based on high-level qualifications and progress upwards based upon on-going experience thus denying recognition to those who may not have the requisite qualification irrespective of other qualifications, experience or, importantly, competence. [3] See Dalton v Frendo (1977), Irish Supreme Court. Accident rates fall but workplaces are still 'unsafe' "The workplace is as unsafe as ever, but in different ways." read what Kevin has to say on this subject; AFR Kevin
Jones Changes to VPP - December 2003 OSHA is making the following changes to the Voluntary Protection Programs. These changes apply to the latest full version of VPP, published as Federal Register notice 65 FR 45650, July 24, 2000.II. Changes to the VPP A. The Star Rate Requirement The following language is substituted for the first sentence of III.F.4.a.(1): For site employees -- Two rates reflecting the experience of the most recent 3 calendar years must be below at least 1 of the 3 most recent years of specific industry national averages for nonfatal injuries and illnesses at the most precise level published by the Bureau of Labor Statistics (BLS). OSHA will compare the two site rates against the single year that is most advantageous to the site out of the last 3 published years." The two site rates referenced here are the 3-year total recordable case incidence rate (a single rate that reflects 3 years of total recordable injuries and illnesses), and the 3-year incidence rate for cases involving days away from work and restricted work activity. B. The Alternative Rate Calculation for Qualifying Small Businesses The following language is substituted for III.F.4.a.(2)(a): "To determine whether the employer qualifies for the alternative calculation method, do the following:
The following language is substituted for the first sentence of III.H.2.b.(2): "For construction, if the incidence rates for the applicant site are not below the industry averages as required for Star, the applicant company must demonstrate that the company-wide 3-year rates are below at least 1 of the 3 most recently published years of BLS rates for the industry, at the most precise published level. OSHA will compare the two company-wide rates against the single year that is most advantageous to the applicant out of the last 3 published years."
Sources of OHS Information in AustraliaAustralian Occupational Health and Safety Index- The Australian Occupational Health and Safety Index is a catalogue of Practical Guidance Material and Safety Alerts listed on Australian OHS Authorities websites. This Catalogue may be searched or browsed, and links back to the full text documents on the appropriate OHS Authorities websites.OHS Solutions- The National Solutions Projects are seen as providing key elements of a framework which will assist governments, employer and employee representatives and workplace players to better target their priorities and investments in prevention of occupational injury and disease.- The OHS Practical Solutions Database is a project of the National Occupational Health and Safety Commission. The database aims to provide practical ideas to help businesses solve everyday OHS problems in their workplace. Education
And Training
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