Implementation of a CMS


The implementation of the CMS is to be carried out in a structured manner and follows a logical procedure with each step building on the outcomes from the previous step.

Step 1

Each discipline, for example Process, Mechanical, Instrument & Electrical will have a Job specification, which will describe the roles and responsibilities of the technician in this category. They will also be required to work on specific types of equipment, against planned maintenance job packs. Each Technician will be collated by a company Technical Authority and used to develop competence standards which meet the requirements of each job role and industry best practice. To complete this exercise, the Technical Authority will meet with the relevant Supervisors from each discipline to determine the requirement.

Step 2

A standard of competence will be developed. This standard will be based upon industry best practice and will detail the knowledge required to be able to perform a particular job and the performance criteria that will allow the person to demonstrate that they can operate/ maintain the plant and equipment they work with in a safe and efficient manner.

JTN Technical Services can assist an organisation to develop a discipline competence standards that will cover their equipment process.

Step 3

A company CMS will be developed using the information that is provided by the organisation. This process involves creating policies, procedures, auditing schedule, standards, assessment recording documentation and will be constructed in a manner that will allow for accreditation by an awarding body (if so required).

JTN Technical Services can assist an organisation to develop policies and procedures in line with global best practices.

Step 4

A number of personnel will be trained as Assessors. This will give them the skills to judge weather the candidates undergoing competence assessment meet the requirements of the standard. The ratio for Candidates to Assessors is recommended to be 8:1.

JTN Technical Services are an OPITO approved competence assessor training provider.

Step 5

On-the-job assessments requires the assessment candidates to demonstrate to their Assessor their ability to perform to the standard. The main and preferred vehicle for assessment will be by direct observation of the candidate by the Assessor during their normal working day with as little disruption as possible to normal routine operational activities. Demonstration or simulation may be used in cases where it would be unsafe or economically not viable for the candidate to carry out his normal task.

Step 6

Once the evidence has been gathered and entered into the employees portfolio of evidence the Assessor will make a judgement on the candidate’s competence (i.e.) Competent or Not Yet Competent. The assessor will then provide feedback to the candidate and his Supervisor.

The competence decision will then be entered into a database which will provide reports on each employee’s progress in attaining total competence. The database can generate a report for management to identify the areas in which a technician will require training to meet the grade. This reporting function can provide a cost effective and efficient system that is focused on the areas of weakness, which in turn will be used to identify any supplementary training.

Use of such a database can ensure the CMS will not only assess the competence but will provide the basis for the development of the organisation work force.

Step 7

A number of personnel will also be trained as Internal Verifier’s. This gives assurance of the entire CMS through auditing of assessment reports and documentation generated through the assessment process, The Internal Verifier will be responsible for ensuring the validity, authenticity, reliability , currency and sufficiency of the evidence provided by the assessor and candidate.

The required ratio of Assessors to Internal Verifiers is suggested as 4:1.

JTN are an OPITO approved Internal Verifier training provider


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