Chapter 5 - 13
Work effectively in a team involving explosive substances and/or articles
13.1
Pack or re-pack explosive substances and/or articles
13.12
Unpack explosive substances and/or articles
13.13
Optional
Design new test procedure for explosive substances and/or articles
3.4
Adapt existing test procedure for explosive substances and/or articles
3.6
Manage the test of explosive substances and/or articles
3.11
Evaluate the results of tests of explosive substances and/or articles
3.18
Provide explosives technical or safety advice and/or guidance to others
13.9
Prepare and care for equipment in an explosives environment
13.15
Certify as Free From Explosive Hazard
13.17
Qualifications relevant to this role
Essential/
Desirable
Level 3 N/SVQ in Test and Evaluation Supervision of Explosive Substances and/or Articles
(
03-002-03)
D
Swansea University BEng(Hons) in Test Range Engineering
D
3-day intro to Systems Engineering short course, Cranfield University Shrivenham
D
NEBOSH General Certificate or equivalent
E
Training relevant to this role
Essential/
Desirable
Source
Explosives Substances and Articles foundation
E
EITN members
Online WOME introduction
D
Cranfield
Delft University
Et al
Risk Assessment and Risk Management e.g. FMECA, Fault Tree Analysis, HSG65,
HSG268…
Quality management and continuous improvement
Process engineering
Safety process leadership
Cranfield ‘Risk Assessments for Explosives’
D
Cranfield
Trained to
standard of Level 2 T&E
E
Level 2 Storage and movement
E
Level 3 Storage and movement
D
Environmental….POEMS/14001
D
Foundation Certificate in Environmental Management
D
Chapter 5 - 14
Licence required for this role?
NO
Date:
Chapter 5 - 1
CHAPTER 5 – INTEGRATING OCCUPATIONAL STANDARDS WITH EXISTING HUMAN
RESOURCE MANAGEMENT SYSTEM
Figure 10. Use of Standards for HR Purposes (HSQ Ltd)
1.
It can be argued that one of the roles of a Human Resources department is to ensure that the
workforce of the organisation is demonstrably competent. As such, it will hold records of
qualifications and competencies of members of staff. It may also have a responsibility for the
organisation’s training programmes and setting the competence policy and maintaining the
organisation’s competence framework.
2.
In SAFEX Newsletter 44
20
, Denise Clarke explains that ‘Standards lie at the heart of all human
resources (HR) processes. There are in fact many possible uses of standards in a range of HR
processes as described by the diagram above.
3.
By describing what an organization expects of its staff, standards can be used for many different
purposes such as:
3.1.
recruitment and selection – e.g. job adverts, interview aide memoires, job descriptions, role
profiles;
3.2.
appraisal – standards amplify an organization’s expectations so appraisals can be more
objective & evidence-based;
20
SAFEX Newsletter No.44, 1st Qtr. 2013
Chapter 5 - 2
3.3.
training needs analysis – through self-assessment, development discussions, 360° feedback,
Personal Development Plans, audits of team strengths and development needs;
3.4.
training syllabus design – based on the requirements of the standards;
3.5.
career management – e.g. career maps, career planning tools;
3.6.
succession planning – systematic approaches to talent management based on an
organization’s analysis of development needs;
3.7.
demonstration of a commitment to known quality standards, investment in people and the
ability to comply with legislation, regulation and codes of practice;
3.8.
… and many more specific applications within each part of the HR cycle.’
WHY DEMONSTRATE COMPETENCE?
4.
Often there is an external driver to demonstrate competence – regulation and accreditation
come easily to mind. The UK’s Health & Safety Executive has published guidance for the
implementation of Explosives Regulations 2014
21
, which states that ’there are ten general
principles underpinning the safety provisions of ER2014’ and it is important to note the first of
these principles is that “People undertaking explosives operations should be competent to carry
out their particular roles.” Section 5.2.1 of the ISO 17025
22
technical standard requires that “The
laboratory management shall ensure the competence of all who operate specific equipment,
perform tests and/or calibrations, evaluate results, and sign test reports and calibration
certificates.”
5.
Internally, the organisation should know what skills and knowledge it has in-house, which it can
bring to bear in delivering its goods and services. Knowing what competences are available can
aid planning of current wok, bids for future work and identify gaps that might be usefully filled
for planned or aspirational projects.
6.
Safety is both an external and internal driver when we talk about explosives.
COMPETENCE FRAMEWORKS
7.
Mind Tools
23
is a training provider,
established in 1996, that provides training in individual and
corporate learning and development, including competence management. The individuals come
from many different levels within organizations – ranging from senior executives and business
owners to young professionals and career-starters. Many global organizations also use their
21
http://www.hse.gov.uk/pubns/books/l150.htm
- Explosives Regulations 2014 - Guidance on Regulations
– Safety provisions
22
ISO/IEC 17025:2005 -
General requirements for the competence of testing and calibration
laboratories -
https://www.iso.org/standard/39883.html
23
www.mindtools.com
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