Competency Based Training

Competency Based Training helps bridge the gap between what is taught in training and the tasks that will be performed on the job. Training employees to perform actual job functions helps ensure that front-line workers have the skills, knowledge and abilities required to perform their jobs properly, safely and effectively. When employees are able to make direct linkages between what they are learning and how they will apply their skills in work situations, they become more motivated to learn thoroughly. In addition to competency-based training, assessments based on the competency of actual work performed helps ensure that employees perform their work tasks as safely as possible, that performance gaps are recognized prior to a serious incident and that training can be implemented to improve competency.

Competency can best be defined simply as a person’s ability to perform a job to the expected standard and level of performance required in the workplace. Competency Based Training is aimed at providing students with the skills, knowledge and understanding to demonstrate competence against defined industry standards.

Competency Standards reflect the knowledge and skill and the application of that knowledge and skill to the standard of performance required in employment and against the same standards. Students are not compared with one another. Standards are developed by industrial parties, based on the organisation of work, expressed in terms of workplace outcomes and regularly reviewed to ensure their continuing relevance to the workplace.

Competence can be defined as the ability of an individual to perform to a predefined standard, tasks appropriate to their position or level. Competence is also the proven ability to use knowledge, skills and personal abilities in those tasks. Competency based training is based on the end result, rather than the process of learning. It is a learning outcomes based approach that covers knowledge, skills and competence. Competence is also defined in terms of the level of authority and autonomy of an individual.

Delivery of training

There are a number of options including: informal learning, attending courses, doing projects, work shadowing, coaching, mentoring, external training, internal training, training, which can all benchmark against competency standards,


Measuring performance level back in the workplace, this looks at the transfer and acquisition of skills, knowledge and ability. Measurement is against competency standards that provides the benchmark.