This month we finished the second safety leadership program for an Australian wide manufacturing company. During the project presentations we were reminded of the importance of checking for competency. It was highlighted that assumptions are often made about what employees can and can’t do, especially those who are undergoing or have just finished their apprenticeship. For example, one of their electrical apprentices was asked to use a drop saw. Fortunately he was wise enough to let them know he had never used one before, however, the assumption had been made that he could.
OHS legislation is very clear about the importance of adequate information, instruction, training and supervision. It is essential that an employer has methods in place to measure competency in order to understand the level of supervision required by individual employees. In order to measure competency the aspects of a person’s tasks need to be broken down into competencies. Each person needs to be measured against the competencies and shortfalls identified. Once these have been identified training measures need to be implemented in order to provide the employee with the knowledge and skills to undertake their tasks safely.
The people undertaking the project we referred to earlier broke down the competencies for each of the tasks the apprentices needed to undertake in each area of the factory. This included the machinery and equipment, including hand tools, they needed to use for each task. The intention is to assess each of the apprentices against the competencies and arrange for training where there are gaps. They are fully aware of how vulnerable apprentices are in these situations, as they had just completed their own apprenticeships.
Employers need to be asking themselves about any assumptions they may be making about a person’s ability to undertake a task or use a piece of machinery. They need to have a method in place that systematically measures a person’s ability against the required competencies for a job and offer training to overcome any shortfalls. This needs to be recorded in an accessible manner and utilised when making decisions about who can work in what area of the business.
The key question is as an employer how do I know this person is competent to do this job?? How do you know?






