ANNEX A - 11
Notes:
OBS = Observation; P = Work Product; Q = Questioning; WT = Witness Testimony
For the purposes of this case study and the information of other members of BTC staff, that actual
location/reference is not given but would be the full file reference, whether that is a physical or
electronic file.
Ideally, all this evidence could be saved as documents in Competera, however that was not possible,
since the net known as "R net" is a closed net with high security to be able to work with information
classified up to "secret". Competera runs in more open "yellow" environment. This would, however,
not create a major issue in real life.
We held a further meeting at BTC to consider how to use the NOS to demonstrate competence for
the ISO 17025 bid, without unduly complicating the Competera system, and how to assess people in
the workplace.
Initially, we thought that we would consider those NOS from the role profiles we created that are
most critical/important for what we need to demonstrate as an ISO 17025 accredited organisation.
The idea was that this should make the list of Standards to be assessed much more manageable.
Prior to the meeting, we thought that we could look at three NOS for each of our two roles:
Test Leader: 3.8 - Plan the trial of explosive substances and/or articles; 3.10 - Manage the
trial of explosive substances and/or articles; 3.14 - Carry out trials of explosive substances
and/or articles
Assembly/disassembly foreman: 4.9 - Supervise explosives processing; 4.10 - Solve
explosives process problems; 7.5 - Supervise the maintenance of storage conditions for
explosive substances and/or articles
On the day, however, we discussed the principles of assessment that would be appropriate for line
managers to use to make a judgement of the Competera competence levels of members of staff.
ANNEX A - 12
This presentation and discussion was followed by a very useful session on finding occupational
standards for other disciplines in BTC so that we could demonstrate that the principles of the
Standards are common to all disciplines and therefore the principles of assessment could be applied
across the whole company.
As ISO 17025 will be focused towards the "products" BTC delivers, i.e. measurements results, the
focus will be on competences and skills directly involved in that area. The roles will be the:
•
HS-Photographers.
•
Measurement engineers, operating different systems, were each system has its own set of
competences and skills in three different levels.
•
Environmental laboratory engineers, operating different machines such as vibrators, chock
machines etc.
By using the same methods as in the mock assessments mentioned above, it should be fairly easy to
show proof of how the company"
ensure the competence" as required by ISO 17025.
TESTING THE EFFECTIVENESS OF THE CHANGES (OR POTENTIAL FOR CHANGE)
Looking back at why BTC participated in the EUExImp project: SAFETY comes first and the company
wanted to see whether it could improve that.
BTC has ISO 9000 and 14000 but some customers are starting to talk about the need to use ISO
17025: “Accredited Lab”. BTC’s concern was that If ONE test centre were go that way, all others
would have to follow. It would be an absolute customer requirement.
BTC has rigorous calibrating routines, and works in very defined processes. The only thing that is
“missing” is a quality definition of the workforce competences and the skills. "Our guys know what is
required and what they do, but how can we prove that?" The question was therefore, ‘Can we use
“NOS as a management tool”, or can we use this method for ISO 17025?’
BTC decided that although the method used for the “test run” of the explosives skills is good, and it
works with support from Competera, the explosives area is not where we need to place our effort.
The method works and we have determined that in some cases it might be possible to use existing
NOS standards from other areas, or at least partly.
As an example, the V
0
radar is complex enough to start with, yet it is one of the simplest tools that
only measures the initial speed of a projectile. We have 5 of them, and 8 guys who can operate
them. At least 2 are in use every day. The first steps will be to analyze the competences and skills it
takes to operate such a radar and deliver reliable data. The structure is there in Competera, and
there is a place to put the requirements.
ROLLING OUT THE NEW DESIGN TO THE REST OF THE COMPANY
BTC has decided not to implement the NOS in the explosives skills and competences all over the
company. Due to the multi-role workforce, such a step would take significant time and effort. The
gain in safety and in other areas does not correspond with the effort needed. However, the method
will be used when a ISO 17025 CERTIFICATE is the market requirement.
ANNEX A - 13
UNEXPECTED OUTCOMES
One of the unexpected outcomes of the project was the realisation that one could apply the
principles of the Standards to other, non-explosives staff. In the case of BTC this will include their
instrumentation staff, e.g. high-speed photography and measurement engineers:
•
Obtain or set standards in terms of context/scope/conditions; performance criteria;
knowledge requirements.
•
Include the Standards in the role profile for the individual.
•
Include the Standards in the competence management system.
•
Assess the individuals against the Standards.
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