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Posted By Jason Holmes
I have been asked to assist in creating a more suitable competency matrix for our Design Department. I have looked at the competency section in the CDM 2007 ACoP and may have to start from scratch (our training department have a similar system in place which I may be able to adopt but I thought it prudent to ask if anyone would be willing to share something they have already created).
Any help appreciated.
Jason
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Posted By Robert K Lewis
Jason
The attached shows what is truly meant by a competency matrix - problem is that for many organisations it merely means "what courses do they need to have completed?"
http://fie.engrng.pitt.edu/fie96/papers/390.pdf
Bob
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Posted By Arran Linton - Smith
Jason,
I work for a large Architecture practice and we have simply produced our own statement of competence.
This is based upon Appendix 4 of the 2007 CDM ACOP.
Consists of a statement outlining how we meet the above criteria and we also supply supporting evidence for this.
I understand that one of local construction inspectors is now using this idea as an example of best practice.
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Posted By peter gotch
Hi Arran.
Frankly amazed that an HSE Inspector thinks that what you have done is best practice.
It seems to me an obvious approach. We've done exactly the same!
Regards, Peter
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Posted By Andrew Brown
Are you suggesting you would want to do something different from the CDM ACOP Appendix 4?
If you do you then have to demonstrate that it is to an equivalent standard. By the time you have done this you might as well stick with the original.
I have been encouraging everyone to use the ACOP one. We now have a common standard on competency from HSE for the first time. We should all standardise against it and make everyone's life easier whether you are preparing your in house competencies or assessing them as a Client or CDM-C.
I just copied the ACOP appendix 4 into a table in word and added an extra blank column to the right that I could use to reference the evidence i was supplied with and any comments on its acceptability. Job done.
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Posted By Gerry Marchant
Hi Guys...just slightly off thread but this relates to PC competency
We have a number of clients who are much larger than our 150 employees org, have their own H&S dept but...and this is my gripe about people going off and doing their own check sheets...it boils down to the individual assessor's interpretation of what information he/she is supplied to make their judgement....I currently have an argument with one of said clients because the assessor has an eng'g background and he is applying the eng'g rules to assess a construction org..having seen the checklists their are subtle differences but he won't hear of it!!
The CDM ACOP gives an extremely good competency checklist...why reinvent the wheel?
Gerry
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Posted By Robert K Lewis
This is where definitions and terms start to cause problems.
Competency Statements and Competency Matrices are not equivalent. The former describes in braod terms how a person or organisation evidences how they maintain their competence to do the work. The latter is the process by which the competence of persons is tracked and the route is mapped. Very different things. The former needs to evidence appendix 4 the latter is about the specific role of the individual.
Bob
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Posted By Jason Holmes
Thanks for all the replies.
I think I should explain exactly what I need.
I work for a large Utilities company where we take the roles of Designer & Principal Contractor.
I need to show the competency of each individual in the time and how/why they are chosen to work on a particular project.
At the moment the Design Manager picks the relevant members which he knows (through his own experience) are competent for a particular aspect of Design but we do not have any formal process in place.
A Designer Competency Matrix would hopefully show the individuals competency and any gaps where further training or mentoring may be required.
I am in the process of gathering copies of their CVs in order to compile a Matrix but I wondered if anybody had a questionaire (or similar)for individual designer which I can hand out to fill in the gaps.
I will compare the results with the ACoP to ensure any further training requirements will be highlighted.
Again,
any help appreciated.
Jason
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