322 / 648
Case study: WOSL
Page 4 of 6
Health and Safety
Executive
Feeding the results of the workshop into the safety report highlights how the
safety report is a living document, the importance of which in reducing accidents
is recognised by all WOSL employees. The active participation of the workforce in
the workshop demonstrates how WOSL senior managers together with front line
operators own the safety report, with all employees now being even clearer on their
role in accident prevention.
How is the CMS being implemented?
In order to implement the CMS, all WOSL staff who carry out safety critical tasks
are assessed against the competency standards for the job role. The existing
standards have been in place since 2010 and there are plans to carry out a job
analysis to systematically review the job description competency matrix to integrate
it into the newly established CMS, in line with COGENT guidance (2011).
One method of assessment is through appraisal systems and the first stage of
the WOSL appraisal system is for jobholders to assess themselves on the criteria
laid out on the competency matrix. This is followed by a discussion with their line
manager to seek agreement on their performance against the criteria. This process
identifies where the individual’s knowledge, skills and experience gaps are. Having
established where the gaps are the line manager and jobholder work together to
address these gaps by developing a training plan.
The development and maintenance of competencies is primarily through
qualifications, training and supervision. Evidence of individual competency is
captured in the CMS records and WOSL have various methods to monitor
competence, depending on the activity and skill type, for instance:
direct observation;
■■
indirect information gathering (eg systems data);
■■
emergency exercise simulations;
■■
written and verbal questions;
■■
open questions in performance interviews;
■■
multiple choice question tests;
■■
post-incident review.
■■
The WOSL team competency matrix provides an overview of the training
requirements. It shows the current and required level of training for the team. It
provides a framework that enables the business to define minimum competence,
together with the flexibility and cover required for the team to function effectively.
The WOSL team competency and training matrix is regularly updated centrally and
gives an overview of the team competencies and training requirements. The matrix
provides details on the collective set of skills and knowledge to facilitate cover,
flexibility and to assure team competence.
By monitoring the competency and training matrix, team leaders are able to
measure the team’s level of competence against the standards and requirements of
the job. The competency and training matrix is used on an annual basis as part of
the appraisal conversation and when individuals move to a new role.