PCB new Application and Assessment format for Registration – 2014 +
Introduction: • Modified registration system proposed by SAIOH KZN PCB Assessors in 2011 • Weaknesses identified in the current system • Additional support guidance for applicants • Full backing and involvement by the full PCB
Weaknesses identified in the present system: • No defined requirements • High registration failure rates • No mentorship programme • Present application form - summary of educational qualification and employment history • Assessors lack full understanding of candidate level of competency
The Model (1): • Registration model based on competency levels • Bench mark proposed skill requirements against international standards • Consider best practice models from industry • Meet IOHA NAR registration requirements • Develop a skills matrix • Develop detailed skill definitions per grade • Applicants perform a self assessment as part of the application process
The Model (2): • Knowledge or skill gaps identified • Applicant sources additional learning and practice prior to registration. • Mentorship programme will support development of practical skills • Promote use of Personal Learning Portfolio as part of assessment process • Model promotes easier recording of oral examination outcomes
NYC Application uses a defined skill & knowledge methodology 1 Application form includes self assessment Development of Personal Learning Portfolio - PLP proof of experience and 2 practice. Written feedback to candidate Application reviewed as normal by Chief Examiner against set definition of skill & knowledge levels Written 4 assessment Mentorship Route to 3 improve skill base 5 Oral assessment: and report confirms skill levels Pass/ C C Fail/ NYC Certification & registration NYC
Application form – Part 1: Modified version of present application form - Personal details, qualifications, employment history
Application form – Part 2: Self assessment against matrix and skill definitions NEW!
Application form – Part 3: NEW! • Professional reference form template • We ask relevant questions
Documentation and Guidance: • 2 detailed guides to support the application process 1. Skill definitions and matrix 2. Step by step guide to completing the self assessment
Step by step guide – detailed explanations: The Matrix explained!
The Matrix explained:
Skill definitions – example: Defined skills for each grade listed
Knowledge per grade explained: Skill level expectancy at assessment graded!
Understanding the definition sets: The guide explains in detail how you use the skill definitions
Calculating your knowledge level: • The guide explains how you calculate your skill level per category • Simple percentage calculation
Increasing knowledge and Proficiency: • OHTA training Modules (www. OHLearning. com) • 4 SA based ATP’s registered • SAIOH have adopted the OHTA qualification an acceptable entrance requirement • New Mentorship scheme based on BOHS concept will be launched in conjunction with the new assessment model (2014+) • Increased meetings and workshops in all provinces planned (this is the 1 st one)
Mentorship Model: • Draft proposal under consideration (developed) • Simple - (based on similar model recently implemented by BOHS) • Natural occurrence where OH team operates • Formalised records for internal system. • Provide developing Occupational Hygiene Practitioners with no access to skilled OH’s with mentors • Mentors will provide advice and support development of practical competence
Mentorship Model: Mentorship scheme proposal under review
Completing the self assessment form: Result per category inserted Motivation and evidence listed to support your rating List of examples of evidence is provided in the application form – self assessment appendix
Challenges of the new system: • Application process more detailed • Candidates populate the self assessment questionnaire – longer process • System requires integrity and honesty • PCB Lead Assessors – increased time needed to review application.
Advantages of the new system (1): • Defined Skill sets • Candidates know exactly what is expected of them at all levels • Definitions become guidance - a syllabus for planned learning and development • System is gap analysis tool – what are my weaknesses? • Candidates develop new skills where need is identified
Advantages of the new system (2): • Mentorship scheme promotes increased competence • Assessments become purpose built per grade and candidate • Measure by defined requirements • Assessors gain deeper knowledge of candidates and oral assessments can be streamlined
The main outcome! • Knowledgeable and competent Occupational Hygiene Practitioners in SA • Increase in successful registration at all levels • A level playing field with regard delivery of skills • Uniformity with International practitioners
Next steps: • Agreed trail period before full implementation – starting November 2013 until November 2014 • Use trial period to elicit constructive feedback from applicants, PCB and other involved parties • Utilise trial period to finalise mentorship programme and PLP documentation. Agreed model implemented by December 2014. • Modification of the Oral assessment system is on -going as part of this process.
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