TRAINING AND

COMPETENCY
PROCEDURE
SS-WHS-PRO-000
TRAINING AND COMPETENCY PROCEDURE
SS-WHS-PRO-000

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000 COMPETENCY PROCEDURE
TRAINING AND COMPETENCY PROCEDURE
SS-WHS-PRO-000

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Contents
1 Purpose...............................................................................................................................................3
2 Scope..................................................................................................................................................3
3 Training and Competency Process......................................................................................................3
4 Training and Competency Procedure..................................................................................................3
4.1 Identify Competency Requirements............................................................................................3
4.2 Gather Job Requirements............................................................................................................4
4.3 Identify Competency Gaps...........................................................................................................4
4.4 Outline Development Plan...........................................................................................................4
4.5 Implement Development Activities.............................................................................................4
4.6 Monitoring and Reviewing Ongoing Competence.......................................................................5
5 Reference Documents.........................................................................................................................5

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1 Purpose
The purpose of this training and competency procedure is to establish a structured and systematic
approach to ensure that employees possess the necessary knowledge, skills, and competencies
required to effectively contribute to the organisation's compliance with relevant legislation and
standards.

This procedure aims to identify training needs, develop appropriate training programs, assess and
monitor employee competencies, and provide opportunities for continuous learning and
development.

2 Scope
This procedure applies to all processes, activities, and functions within the WHS management system
including all relevant training and competency requirements required to maintain compliance with
relevant safety standards.

3 Training and Competency Process

1. Identify Competency Requirements

2. Gather Job Requirements

3. Identify Competency Gaps

4. Outline Development Plan

5. Implement Development Activities

6. Monitor and Review Ongoing Competence

Dia
gram 3. Training and Competency Process

4 Training and Competency Procedure

4.1 Identify Competency Requirements
Staff roles within the organisation are closely examined to identify the key competencies that are
essential for success. Competency requirements may vary based upon:

 Job functions,
 Levels of responsibility, and
 Industry and other standards.

This step involves looking at the general staff role, rather than task specific job requirements, and
identifying overarching competencies and skills needed like computer skills or negotiation skills.

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4.2 Gather Job Requirements

This step involves developing a clear understanding of the skills, knowledge, and qualifications
necessary for successful job performance. Job requirements encompass both technical and non-
technical aspects and may include:

 Qualifications and certifications,

 Experience levels and specific industry knowledge, and
 Regulatory compliance.

These job requirements form part of the core competencies required to successfully perform this job
and are recorded and tracked in Training Register.

4.3 Identify Competency Gaps

This assessment provides a baseline to identify competency gaps and guide the development of
targeted training and development programs. The competency requirements and job requirements
outlined above are compared against the worker’s current skills and competencies with the aim of
identifying gaps in knowledge or skills.

4.4 Outline Development Plan

A development plan is prepared to serve as a roadmap for the employee’s learning and growth,
outlining the specific development activities and resources needed to enhance their competencies.
The development plan should consider the following elements:

 Specific competency areas to be developed,

 Clear objectives and goals for each competency,
 Targeted development activities such as:
o Training programs,
o Workshops,
o On-the-job learning,
o Coaching sessions,
 Timeline for completing each development activity,
 Resources required, such as:
o Training materials,
o Online courses, and
o The time required for the employee to complete the training.

4.5 Implement Development Activities

Implementing development activities involves putting the outlined development plan into action.
This step includes scheduling and organising the identified development activities, providing
necessary resources, and facilitating employee participation in the planned initiatives including
completing the following steps:

1. Communicating the development plan and objectives to the employees, ensuring their
understanding and commitment,
2. Coordinating with relevant stakeholders, such as trainers, mentors, or coaches, to facilitate
the delivery of the development activities,

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3. Arranging for necessary resources, including training materials, technology, or external

trainers, to support the development initiatives,
4. Monitoring and tracking employees’ participation in the development activities, ensuring
they can engage in the planned learning opportunities, and
5. Encouraging employees to actively participate and take ownership of their development,
promoting a growth mindset and a culture of continuous learning.

4.6 Monitoring and Reviewing Ongoing Competence

Monitoring and reviewing of ongoing competence are undertaken to ensure development activities
are effective in enhancing employees' competencies and addressing the identified development
needs. The employee’s progress is assessed and the impact of the development initiatives on
employee competence levels monitored with the following key steps:

1. Regularly evaluating employee performance and competencies through assessments,

observations, or performance evaluations,
2. Comparing the current competence levels with the competency benchmark criteria
established earlier in the process,
3. Identifying any remaining competency gaps or areas that require further development,
4. Providing feedback and support to employees to help them address the identified gaps and
continue their development journey,
5. Periodically reviewing and updating the individual development plans to accommodate
changing business needs, emerging competencies, or new development opportunities,
6. Documenting the progress and outcomes of the development activities, maintaining records
of employee competence assessments and training completion, and
7. Using the collected data to inform future training and development initiatives, as well as to
demonstrate compliance with ISO management system requirements during audits or
evaluations.

5 Reference Documents
The following documents are referenced within this procedure:

 NA

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