Several factors in today's oil and gas workforce are calling for a need for increased attention to training. Challenges including the workforce's age gap and the inherent rate of turnover and growth require a training approach that provides thorough, consistent, and efficient knowledge transfer.

Traditional training, either classroom or on the job, has been found lacking in ensuring competence. Competence is a standardized requirement to properly perform a specific job. It encompasses a combination of knowledge, skills and behavior utilized to improve performance. More generally, competence is the state or quality of being adequately or well qualified, having the ability to perform a specific role. In the past, competence was assumed with experience. Today, critical differences exist between knowledge and performance. Contractors, in particular, are asked to demonstrate or document the competence of their workforce.

The increased number of new and less experienced employees demands changing development methods. Training with an assumption of competence can lead to

  • Poor safety performance;

  • Poor safety performance;

  • Poor operational performance;

  • Decreased profitability; and

  • Limited bid opportunities.

Simply put, the competence model is about RESULTS - utilizing the skills, knowledge, abilities, and appropriate behaviors providing results the organization requires.

A Competency Assurance Program utilizes clearly defined standards of performance, an assessment process conducted at the worksite, analysis to identify gaps and plans to address the gaps through coaching and training.

In defining standards, each position's core and specific competencies must be mapped to the tasks required by employees. In this phase, it is critical that competencies be developed with considerations of HSE, operational, and behavioral expectations.

The assessment process measures employee competence in meeting the standards, leading to the analysis of current competence and desired standard, identifying the gap.

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