Guarantee your business is compliant with ISO competency standard 7.2

Skills dB makes it easy to determine the ISO related competencies of employees, ensuring they are qualified on the basis of training, certifications, and experience helping your organization comply with the ISO Competency Standard clause 7.2:

ISO 9001:2015 (Quality Management Systems)
ISO 14001:2015 (Environmental Management Systems)
ISO 45001: 2018 (Occupational health and safety management systems.)

What are the Employee ISO Competence Standards in ISO Clause 7.2?

  • 01

    ISO Requirement 1 - Determine Necessary Competence

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    ISO Requirement 1 - Determine Necessary Competence

    Determine the necessary competence of person(s) doing work under its control that affects the performance and effectiveness of the quality management system.

    The organization must decide what specific competencies are necessary for someone to perform his or her job effectively. To define personnel requirements for a given job position, you might ask the following questions:

    What job-specific knowledge area(s) must be well understood by someone in this position?

    Determine the necessary competence of person(s) doing work under its control that affects the performance and effectiveness of the quality management system.

    The organization must decide what specific competencies are necessary for someone to perform his or her job effectively. To define personnel requirements for a given job position, you might ask the following questions:

    What job-specific knowledge area(s) must be well understood by someone in this position?

  • 02

    ISO Requirement 2 - Ensure Competence

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    ISO Requirement 2 - Ensure Competence

    Ensure that these persons are competent on the basis of appropriate education, training, or experience.

    The requirements mandate that everyone who affects the QMS (i.e., everyone in the organization) must be competent. So, what exactly is ‘’competent”? It’s the condition that enables a person to perform a task in a manner that meets the required performance standard. ISO 9001:2015 clarifies this by separating four different variables relating to competence:

    • Education
    • Training
    • Skills
    • Experience.

    Ensure that these persons are competent on the basis of appropriate education, training, or experience.

    The requirements mandate that everyone who affects the QMS (i.e., everyone in the organization) must be competent. So, what exactly is ‘’competent”? It’s the condition that enables a person to perform a task in a manner that meets the required performance standard. ISO 9001:2015 clarifies this by separating four different variables relating to competence:

    • Education
    • Training
    • Skills
    • Experience.

  • 03

    ISO Requirement 3 - Take Action to Achieve Competence

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    ISO Requirement 3 - Take Action to Achieve Competence

    A business shall, where applicable, take actions to acquire the necessary competence, and evaluate the effectiveness of the actions taken.

    Once competency has been determined for all personnel affecting product conformity, the organization must compare individuals to its competency needs and identify where gaps exist. Options for dealing with a gap between actual performance and required performance include:

    • On-the-job training
    • Coaching and counseling
    • Training Courses

    A business shall, where applicable, take actions to acquire the necessary competence, and evaluate the effectiveness of the actions taken.

    Once competency has been determined for all personnel affecting product conformity, the organization must compare individuals to its competency needs and identify where gaps exist. Options for dealing with a gap between actual performance and required performance include:

    • On-the-job training
    • Coaching and counseling
    • Training Courses

  • 04

    ISO Requirement 4-Keep Evidence

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    ISO Requirement 4-Keep Evidence

    A business shall retain appropriate documented information as evidence of competence.

    One more thing that must be in place is records. ISO 9001:2015 specifically requires you to retain documented information (i.e. records) as evidence of competence. 

    Digital training records are the best approach for organizations. They clearly and quickly show what training has taken place or is planned and make gaps obvious. The long-term costs of digitizing your QMS are usually much less than the cost of administering paper records.

    Examples of evidence include:

    • Job descriptions/postings (evidence of determination of competency).
    • Employee resume and certifications (evidence that competency was met).
    • Training attendance and agendas ( evidence that competency was met).
    • Test results, certifications, performance evaluations (evidence that actions were effective).

    A business shall retain appropriate documented information as evidence of competence.

    One more thing that must be in place is records. ISO 9001:2015 specifically requires you to retain documented information (i.e. records) as evidence of competence. 

    Digital training records are the best approach for organizations. They clearly and quickly show what training has taken place or is planned and make gaps obvious. The long-term costs of digitizing your QMS are usually much less than the cost of administering paper records.

    Examples of evidence include:

    • Job descriptions/postings (evidence of determination of competency).
    • Employee resume and certifications (evidence that competency was met).
    • Training attendance and agendas ( evidence that competency was met).
    • Test results, certifications, performance evaluations (evidence that actions were effective).

See How Skills dB simplifies your ISO Competency Standards Tracking.

Organizations have to establish a process for assessing existing staff competencies against changing business needs and prevailing trends.

Furthermore you need to check for evidence that all staff which work under your organization’s control are competent, and that evidence continuing competence is maintained as documented information in accordance Clause 7.5. Maintain documented information such as a skills matrix; training records, job roles, and career paths.

Companies must establish and maintain a competency-based training program, the following steps must be taken:

  • Identify competency-based training needs
  • Prepare the training materials
  • Conduct and evaluate the training.
Competency Framework Consulting
ISO Requirement 1 Part 1 -Build Out Your ISO Competency Framework
ISO Defintion:
Determine the necessary competence of person(s) doing work

Skills dB Solution:
Our expert Competency Framework Consultants, in conjunction with our custom competency framework building software, will expedite the process of developing a competency framework that meets the ISO competency standard for your business.

ISO Requirement 1 Part 2 - Identify what skills are available in your organisation through a skills assessment.
ISO Definition:
Determine the necessary competence of person(s) doing work under its control that affects the performance and effectiveness of the quality management system;

Skills dB Solution:
Employees Fill Out Their Own Skills Matrices and Managers Review.

Our unique, web-based assessment system allows both employees and managers to easily score employee skill sets. Our skillset tracking is truly the “next generation” of applying total quality administration to skills management.

Employee Skills Tracker
Skills Tracker Learning
ISO Requirement 2 - Ensure Your People Have the Right Training for The Right Job Roles
ISO Definition:
Ensure that these persons are competent on the basis of appropriate education, training, or experience;

Skills dB Solution:
Skills DB Pro like magic comes up with recommended learning plans for every employee based on their job roles.

Skills DB Pro, uses an employee’s current skill set and/or job role skills scores; then compares it to your learning catalog skills and scores. It then creates a set of recommended learning activities. These are directly tied to your employees’ current and needed skill set for their job providing a personalized learning pathway for each employee.

ISO Requirement 3 Part 1- Define Skill Gaps to take Action.
ISO Defintion:
Where applicable, take actions to acquire the necessary competence, and evaluate the effectiveness of the actions taken;

Skills dB Solution:
Skill Gap Analysis For Employees, Managers, Executives and Admins. Need to find people with a certain skill set? Or maybe you need to see who can be trained to meet the challenges of the next job. Take a precise look at where your people stand in each skill, showing you how many people are ready for the job right now, and who can be trained to meet your needs.

Skills Tracker Gap Analysis
Skills Tracker IDP
ISO Requirement 3 Part 2 - Take Action When Skills Gaps are Identified.
ISO Definition:
Where applicable, take actions to acquire the necessary competence, and evaluate the effectiveness of the actions taken;

Skills dB Solution:
Employee and Managers: Creating Learning & Individual Development Plans
From the training displayed under Recommended Learning Plans, an employee or manager can pull courses into the employee’s actual Learning Plan. And when they do, they get a set of tools to track their progress as they go through these courses.

You can also create custom learning plans to track other learning activities. For example, if employee John is assigned to work with employee Smith who is an expert in creating B2B marketing plans, then employee John can create a Learning Plan to track all aspects of how far along he is with his on-the-job training.

With Skills DB Pro Learning Plan System employees will have every tool they need to succeed, improving on the job success.

ISO Requirement 4 - Keep a record of skills and skills growth and development
ISO Definition:
Retain appropriate documented information as evidence of competence.

Skills dB Solution:
Skills dB is your point of record for all your ISO Skills Gap Analysis and Competence data.
Breakdown your employee’s skill set any way you need. Skills dB reporting gives you the power to evaluate you teams’ strength and weaknesses, showing you just how to prepare for your next project.

Skills Audit - Tracking Analytics

We can help you create a program to manage your ISO Competency Standard audit records.  Competency based training is what we do best.