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Inspector’s Competency Model - HSE’s approach

Inspector’s Competency Model - HSE’s approach. Mike Cross 3 June 2014. Key Requirements for Competence. Staff selection. Graduate recruitment Three part selection process: Application sift On-line testing Assessment centre Key elements assessed: Critical reasoning Reading and writing

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Inspector’s Competency Model - HSE’s approach

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  1. Inspector’s Competency Model - HSE’s approach Mike Cross 3 June 2014

  2. Key Requirements for Competence

  3. Staff selection • Graduate recruitment • Three part selection process: • Application sift • On-line testing • Assessment centre • Key elements assessed: • Critical reasoning • Reading and writing • Behavioural assessment

  4. Staff Selection - Behavioural Assessment Identifies staff who are: • Emotionally resilient – will stay calm under pressure or when challenged • Make sound decisions – can make multi-factorial balanced decisions • Good at working in a team – collaborative, supportive of other colleagues • Change orientated - willing to accept and propose change • Effective communicators – can influence and persuade others (and have good listening skills)

  5. Foundation Training - RTP • Inspectors joining HSE undergo 3 year’s training called the Regulators Training Programme (RTP) : • 2 year core programme which includes: • Off the job training – assessed tutorials • On the job training • Satisfactory completion of the programme – assessed against a Professional Practice Framework - leads to a post-graduate diploma in occupational health and safety • Final year of programme depends on specific role

  6. RTP – on-the-job training • Joint Visits as an observer with inspectors from own team • Joint Visits as lead inspector for activities in own team • Solo Inspection visits (from around month 3) to simple premises. • Office based preparation, follow up and discussion work for solo inspections • Visits to see criminal prosecutions, tribunals, inquests • Preparatory and consolidation work for off the job tutorials and courses • Self Study

  7. RTP – off-the-job training (1)

  8. RTP – off the job training (2)

  9. RTP - Professional Practice Framework 5 key competencies must be achieved: • Planning, priority setting and time management. • Preparing, conducting and reporting on inspections. • Investigating and gathering evidence following incidents and complaints. • Drafting and serving notices. • Preparing for Legal proceeding

  10. CPD - RDNA Regulators’ Development Needs Analysis Tool (RDNA): • Specifies the knowledge and skills required of a good regulator • Self assessment tool with manager validation • Process involves identifying on-going and new development needs in line with regulators’ role, experience and ambition, and in line with business needs • Also includes related tool to help meet development needs – GRIP • Find these tools here: http://www.rdna-tool.bis.gov.uk/

  11. RDNA - job specific modules

  12. RDNA – Positive Indicators

  13. RDNA – assessment statement

  14. Performance Management • Compulsory annual performance cycle based on: • Clear performance objectives • Half year and full year appraisals • Equal importance given to “What” (outputs) and “How” (behaviours) • Improvement plans where performance inadequate

  15. Questions?????????????

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