Competence

The ability to do a task in an effective and efficient way, with safety being an embedded feature. It combines knowledge, skills and understanding in achieving a measurable and standard outcome. Competence does not imply being able to respond effectively to situations which have not been previously encountered, but only to situations in which an individual has been previously exposed. Compare this term with Capability.

If you are carrying out any task, especially in the workplace, then it’s probably reasonable to expect that the outcome is successful achievement of the desired task. If an employee wasn’t performing to an appropriate standard (i.e. ‘competence’ within the context of that organisational expectations) then a line manager / supervisor would advise the employee accordingly.

A broader, yet more specific definition of competence is given by the HSE as, “… the combination of training, skills, experience and knowledge that a person has and their ability to apply them to perform a task safely. Other factors, such as attitude and physical ability, can also affect someone’s competence.” HSE What is competence?

Each employer most likely has a different understanding of what they consider as competent. To provide a more objective understanding, and demonstration, of what was competent for different industries, and at different levels of complexity, resulted in the introduction of NVQs in 1986; these competence-based qualifications were mostly replaced by ‘Work-based Diplomas’, which were then being removed from approval for use as they were no longer seen as being fit for purpose to meet the needs of a modern workforce.

Having the ability to judge whether a person is competent at carrying out an activity to an agreed national standard can be considered an important prerequisite as the basis for raising standards within any industry. Large documents called ‘National Occupation Standards’ were supposed to set the standards from which qualifications could be constructed to meet different industry sub-sector needs. “National Occupational Standards (NOS) are statements of the standards of performance individuals must achieve when carrying out functions in the workplace, together with specifications of the underpinning knowledge and understanding.” National Occupational Standards

However, many of these standards are open to differing interpretation and consequent subjectivity, which has arguably led to confusion and falling out of favour of NVQs and the subsequent Work-based Diploma qualifications.

Having clearly defined, objective, readily measurable outcomes that are appropriate to an activity and expectations of the complexity involved from that activity help to determine whether someone is competent. Effectiveness and efficiency are the keys to competence, with safety being an embedded feature. However, being able to objectively define requirements to a universally accepted level has clearly proven difficult in some industries.

Someone can be competent one day and for some time thereafter, however, without keeping skills and knowledge up to date, especially with the technological advances in machinery and materials that the turf care and horticulture industries are routinely developing, it can be difficult for someone to justify saying they are still competent if they have not carried out any professional knowledge and skills development on a regular basis.

For example, just being aware of new machinery and materials is clearly inadequate: having an understanding of the principles of application and implications of the effects of applied materials and their uses is essential.

Maintaining and improving professional knowledge and skills is arguably more important than ever before due to the changing nature of society and technological applications.

For an individual to say they are competent and for them to be able to demonstrate this to their peers and employers, the engagement with professional development (on a continuous basis), which is recognised by a professional organisation that validates the learning, is an activity that forms the cornerstone of competency and the right to call oneself a professional within any industry.

Not to engage with professional development may not only present a diminished image of the individual involved but can also undermine those who wish to make a success of their industry and to ensure activities are undertaken effectively, efficiently and safely within all working practices: competency, and greater, is what professionals strive for.

Competency is a good initial goal, but developing further – to develop capability, which extends competence into being able to respond effectively and efficiently to different situations and unforeseen circumstances is what should then be the next goal.