How to judge competence
To assess competence requires you to collect sufficient evidence of workplace and/or personal performance to demonstrate that the individual or organisation (in the case of contractors, for example) can perform to a specified standard.
This view of competence is important in two respects:
- it highlights the need to recognise the difference between recording a person’s or organisation’s experience/training and assessing their competence; and
- this outcome-based view of competence assessment can be compared with the common objectives of selection and recruitment.
For example, selection and recruitment processes often aim to predict whether a person has the appropriate characteristics and underpinning knowledge for a job.
The processes test personality, aspirations, knowledge and attitudes with the expectation that the individual will be able to perform competently with the passage of time and appropriate experience and training.
Standard selection processes do not necessarily require an individual to be fully competent on appointment.