ISO 9001:2015 7.2 Competence

 

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ISO 9001:2015 Clause 7.2 Competence


 

PLAN

DO

CHECK

ACT

 

ISO 9001:2015 Clause 7.2 Competence

 

ISO 9001:2015 Clause 7 mind map

Mind Map ISO 9001:2015 Clause 7

Clause 7.2 Breakdown

 

7.2 Competence

 

The very fact that competence is part of section 7 Support, gives you a clue that employees are considered to be a resource, also backup by clause ISO 9001:2015 7.1.2 People.

 

In its most basic form 'Competence' is having the skills needed to perform a job, and perform it well...

 

ISO 9000:2015 provides guidance on what the standard is looking for from employee competence.

 

2.2.1 Support

2.2.5.3 Competence

 

A QMS is most effective when all employees understand and apply the skills, training, education and experience needed to perform their roles and responsibilities. It is the responsibility of top management to provide opportunities for people to develop these necessary competencies.

 

3.10 Terms related to characteristic

3.10.4 competence

 

Ability to apply knowledge and skills to achieve intended results

 

ISO 9001:2015 7.2 Competence has 4 requirements and uses the 'shall' verbal form to dictate that this clause requirements are mandatory.

 

Mind Map of ISO 9001:2015 7.2 Competence requirements

Mind Map of ISO 9001:2015 7.2 Competence requirements

Employees may be educated, trained, and experience, however, this doesn't necessarily make them competent or keep them competent. Aptitude will always play a major role in an individual's ability to undertake all elements of their role.  Organizations will need to verify employee's continuing competency to ensure their role in the products and or services provided remains effective. 

 

Larger organizations are likely to have a their own internal competency management system that will allow competency to be managed and maintained or they may opt to use a specialist contractors having internal systems and audit arrangements in-place to verify employees continuing suitability to perform a job.

 

Organizations are likely to develop competency matrices linked to an employee's job description, although some organizations may have generic job descriptions with more specific competency requirements being controlled under separate organizational processes and procedures.  However competency requirements are controlled, they will need to be kept as documented information in such a manner as to be easily retrievable for audit purposes.

 

Useful integrated management system cross references

 

ISO 14001

 

ISO 14001-2015 7 Support

ISO 14001-2015 7.2 Competence

 

 

ISO 45001

 

ISO 45001-2018 7 Support

ISO 45001-2018 7.2 Competence

 

 


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