Rank: Forum user 
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Morning all,
Since CDM 2015, I am confused about the use of the word competence.
Specifically at pre qualification tenders,when asking contractors to ensure competence of site managers, operatives etc
Should we asking competent workers or should we be asking for people to have the knowledge, skills training and capabilities to carry out their work safely?
Thanks for reading.
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Rank: Super forum user 
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The difference is really no more than semantics. Proving competence at whatever level is about knowledge, experience, qualifications and skills - the so-called four pillars of competence. The real issue is to what extent do you pitch it for organisations and individuals. For example, you may require all supervisors to have SMSTS training. However, this alone does not prove competence.
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Rank: Forum user
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Thanks for the reply, have a good weekend.
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Rank: Super forum user
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Ray has 4 pillars, I am afraid I have a few more
Skills, Knowledge, Ability, Training, Experience, Behaviours and Attitudes
It is the blend of all of these that produces the competent person or organisation
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Rank: New forum user
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We have recently been having the debate at work in relation to the wider definition of Competence with a number of our Manager's and Supervisors who claim their members of staff are competent.
I agree with Bob. It is about the blend of skills, knowledge, ability training, experience, behaviour and attitude.
If over time team members except a culture of "make do" it will reflect in their behaviours and attitudes and accepted as the norm amongst team members. This will mean that they will nor pursue their requirement to obtain refresher training which in turn will affect their knowledge and skill to carry out the activity Safely.
I would therefore look deeper than the 4 pillars and consider the wider issues identified above.
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Rank: Super forum user
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The real problem is to identify specific actions that can be measured to demonstrate competence is being maintained once it has been achieved.
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Rank: Super forum user
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boblewis wrote:Ray has 4 pillars, I am afraid I have a few more
Skills, Knowledge, Ability, Training, Experience, Behaviours and Attitudes
It is the blend of all of these that produces the competent person or organisation Bob, they are not my 4 pillars - but the HSE's latest mantra with regards to competence. We could all add a few more if we so chose I'm sure.
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Rank: Super forum user
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Ray
Mine also come from the HSE!!!!!!
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Rank: Super forum user 
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The thing is that even those categories are vague, ie what exactly does experienced mean. We have all probably come across the person who states " I've been doing it like this for x years" when you try and get them to work differently. The problem being they have been working unsafely for x years and have been just lucky.
Although each element can not be taken in isolation, someone trained and then has years of experience of doing something incorrectly (would still pass the competence test).
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Rank: Super forum user
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Competence is no longer a requirement in the 2015 CDM Regulations, as the has been replaced by 'the skills, knowledge and experience and, if they are an organisation, the organisational capability,
necessary to fulfil the role that they are appointed to undertake'.
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Rank: Super forum user
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dilution dilution dilution is the 'in' thing these days so everybody/thing in H&S is being dumbed down
we should stick to as high a standard as possible e.g. if we require a plumber, spark, tiller, welder to be expert in their role in construction why do we accept a lower standard for designers etc. as appears to be happening/has happened & lower standards is no good in a court
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