The problem with incompetence is its inability to recognize itself. If you have the stomach, do a quick search for videos of people trying hover boards or unicycles for the first time. They usually start with some poor bloke thinking the new skill is simple enough and can be mastered in short order. This is usually followed by an epic fail. Your workplace is no different. Your new hand will no doubt watch an old pro effortlessly perform a task, misjudge the complexity of the task, and fail to grasp the subtle nuances exhibited by the veteran.
No doubt your organization has a system of training and overseeing new hires before they are exposed to operational risks, but this process likely has:
- Loose or poorly defined standards
- Inconsistent conveyance of expectations and guidance
- An unclear path of progression
- Non-existent feedback and documentation
What are Competencies and why do Assessments?
The Competency Assessment
When the Assessor and Assessee get together for the penultimate competency assessment, it's usually a good idea for the Assessor to have a mobile phone or tablet with the Workhub assessment page for that individual open. [The Assessor can optionally print an assessment form and record the results later.] The process simply involves the Assessee performing the task, and the Assessor observing to see if all criteria are being met. If the individual being assessed is unable to even one criterion, the Assessee continues to be marked as "Requires Supervision" for that task. If all criteria are met, then the Assessee is marked as "Independently Competent" and their compliance score improves accordingly.
One last thing... There is another competence level to which a Assessee can attain through an assessment, and that is "Instructor / Assessor", which allows Daniel-San to someday assume the role of Mister Miyagi. The idea is that as your workers skills and proficiency improve over time, you build up a larger pool of Assessors.
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