Competency Assessment

What is Competency?

The specification of Knowledge

and skill
The application of that knowledge
and skill
To the standards of performance
required in the workplace
People are considered competent

When they are able to apply their

knowledge and skills
Successfully complete work
activities in a range of situations
and environments
Standards of performance
expected in the workplace.
How do we know someone is
competent?
• after completing a competency
based assessment
• assessment may involve:
 practical demonstration of skill
 written assessment
 preparation of a report
 presentation or interview
Competency Standards or Criteria

• are referred to as units of

competency
• they define the competencies
required for effective performance
• they include essential information
needed to assess a candidate
Competency based assessment is
the process of collecting evidence
and making judgments on whether
competence has been achieved.
 This confirms that an individual
can perform to the standard
expected in the workplace.
What sort of evidence is
collected?

1. Direct evidence
2. Indirect evidence
3. Supplementary evidence
What sort of evidence is collected?

1. Direct evidence – an
observation of workplace
performance
• direct observation
• oral questioning
• demonstration of specific
skills
What sort of evidence is collected?

2. Indirect evidence -
formal testing
• assessment of qualities of final
product
• review of previous work
undertaken
• written test of underpinning
knowledge
What sort of evidence is collected?

3. Supplementary evidence –
references from employers
• testimonials from employers
• reports from supervisors
• work diary or journal
• evidence of training
• examples of reports or work
documents
 It is important that competency based
assessments assess all four dimensions of
competency:
1. Task skills
2. Task management skills
3. Contingency management skills
4. Job/role environment skills

The 4 Dimensions of Competency:

1. Task skills
• This requires performance of the task/s to the
required standard as described in the STCW
Code
• Assessor needs to collect evidence that the
candidate can do the individual actions as well
as the whole task
2. Task management skills
• Captures the skills used as people plan and
integrate a number of potentially different
tasks to achieve a complete work outcome.

• Candidates should provide evidence that they

can work efficiently to meet deadlines, handle
a sequence of interrelated tasks and progress
smoothly between tasks
3. Contingency management skills
• The requirement to respond to
irregularities, breakdowns and other
unanticipated occurrences.

• Candidates should show evidence of

dealing with contingencies
4. Job/Role Environment skills
• The requirement to deal with the
responsibilities and expectations of
the work environment.
• The capacity to work with others and
adapt to different situations is central
to successful performance.
Thank
you!