Policy & Compliance
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Concentrating on functions and respons- ibilities rather than a job title or description means that the training provided ensures that a person is competent to perform the function
fulfilled when designing the training; 2. An assessment plan providing the process and tools for gathering valid and reliable evidence at different stages during training; 3. A training plan describing the training required to achieve the competencies; 4. Training and assessment materials, and any other organisational resources, needed to implement the training and assessment plans; 5. A programme evaluation report.
What are the competency factors and levels of proficiency?
A competency is a dimension of human performance that is used to reliably predict successful performance on the job. It is manifested and observed through behaviours that mobilise the relevant knowledge, skills and attitudes to carry out activities and tasks under specified conditions to achieve a particular level of proficiency. Performing a dangerous goods task may require different levels of knowledge, skills and attitude, depending on the complexity of the specific task and the operational environment. A level of proficiency should be developed to determine how critical the employee’s knowledge, skills and attitude are for the successful completion of a task. Therefore, to determine the relevant level of proficiency of an employee’s competency factors, the employer should consider the complexity of tasks and context, the range of work (routine, predictability and dependencies) and the level of autonomy of the employee in performing the tasks. What are the benefits of competency-based training and assessment for the safe transport of dangerous goods by air? The main benefit of a competency-based approach to training and assessment is its potential to encourage and enable personnel to reach their highest level of capability while ensuring a basic level of competence as a minimum standard. This is achieved by: • Targeting function-specific training needs. • Supporting continuous learning and performance improvement. • Gearing towards learning rather than simply passing a test. • Ensuring the integration of knowledge, skills and attitude needed to perform a job at the required level of proficiency. • Supporting the application of safety management systems (SMS); • Establishing sufficient, well-trained and competent trainers. This CBTA approach will become mandatory for dangerous goods training as of 1 January 2023 and will be adopted by UK CAA approved training providers.
What is competency-based training and assessment for the air transport of dangerous goods? The goal of competency-based training and assessment is to produce a competent workforce by providing focused training. It does so by identifying key competencies that need to be achieved, determining the most effective way of achieving them and establishing valid and reliable assessment tools to evaluate their achievement. Concentrating on functions and responsibilities rather than a job title or description means that the training provided ensures that a person is competent to perform the function in compliance with Subsection 1.5. of the IATA DGR. For example, ground service providers may perform some functions that are related to the handling of dangerous goods at the direction of operators. The ground service personnel must be trained to perform the assigned functions competently, regardless of their job title. Therefore, the following components are essential for forming a competent workforce for the safe and efficient transport of dangerous goods by air: 1. A training specification that describes the purpose of training, the task list and the requirements that must be
More details can be found at: https://www.iata.org/en/publications/newsletters/iata- knowledge-hub/
May 2022
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