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›  Introduction
A large part of ensuring staff safety will be making sure your staff are competent to do their job. Your staff are considered 'competent' if they have the knowledge, experience, training and skills to do their job safely and effectively.

This will be an ongoing process for the life span of a person's career and it is your responsibility to make sure that this process keeps moving for your staff.

Since all your staff will have different roles and requirements and will all be at different stages, they will need to be considered individually. The performance appraisal process is a good framework to help you manage this process as it focusses on individuals and has a professional development emphasis.

Improving competency in individuals will usually involve training (such as courses, e-learning etc). But to get staff as competent as possible will also require a balance of other solutions such as coaching sessions, team meetings and buddy systems, for example.

During the performance appraisal process, you should discuss with your staff what required competencies they currently have and then help them set future objectives (such as training) to fill any gaps.

›  The Competency Cycle
We mentioned above that ensuring staff are competent is an ongoing process. This process can be represented as an annual cycle, which fits in nicely with the Performance Appraisal process:

›  Using the Competency Solutions Tool
To help with this process, UCL Estates has a Competency Solutions - Tool for Managers. It helps staff and managers to quickly see the suggested competencies for their role and the solutions available (training) that will contribute towards improving competency.

The tool currently has suggested competencies and training for the following groups:
  • New Staff
  • Direct Labour Operatives
  • People who Line Manage
  • People who Oversee Contracts
  • People who Work in Student Accommodation
  • First Aid Appointed Persons
  • Fire Evacuation Marshals
The tool also has suggested wording for competency-based performance objectives which can be used at performance appraisal time.

Click on the button below to open the tool in a new window.

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