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Air Affairs can support companies establishing or revising their competency
(or competence) management systems. Our expertise lies in identifying the performance and competency requirements of individuals and teams, together with detailed descriptions of appropriate periodic reassessment and retraining regimes. This means that those responsible for managing the competency of their personnel know what competencies,
knowledge and skills are actually required, which are more likely to present risks to safety (and therefore need monitoring more closely), and how (and how often) performance should be reassessed to ensure
competency is maintained.
Competency Frameworks
 We have extensive experience of identifying the competencies required by individuals or teams to perform their job (e.g. military teams, train drivers, signal panel operators). To do this, we draw on established techniques such as job and task analysis, knowledge skills and attitudes analysis, to develop a hierarchically structured competency framework. This is an essential element of any Competency Management System, which can be used to inform the organisation\’s recruitment and selection, training, assessment and development processes.
 We have particular skills in identifying competencies associated with complex command team functions, such as shared situation awareness, joint decision making and collaborative planning. This was demonstrated in the development of a competency framework for the Network Enabled Capability (NEC) People and Training Campaign, and in a TNA investigating Command and Control (C2) procedures for Artillery Commanding Officers and their formation staffs at Brigade level.
Competency Retention
 An effective competency management system should not only ensure that an individual or team achieves an adequate level of knowledge and skill on completion of training, but also that this level of competency is maintained in the workplace. This is obviously essential in a safety- or mission-critical environment, but for any organisation, individuals who continue to perform to the required standard will contribute positively to the overall performance and safety record.
The rate of competency deterioration (or skill fade
/ skill decay) is usually affected by multiple factors,
including initial training
strategies, use of job aids,
workforce turnover (refer to the illustration
above). We can draw on our extensive experience to identify which factors are most important to your industry, organisation, team and individuals, and recommend appropriate strategies to reduce skill fade, or minimise its effects. This might include looking at what is trained, how training is delivered, workload and job design, and organisational factors such as selection processes, shift patterns, etc.
 Our skills in this area have been applied in a wide variety of operational
 domains including rail, military aviation and ground operations, and
in publications for the health and safety industry. We have also developed a skill fade analysis methodology which we use in our
Training Needs Analysis process. This methodology assesses the risk of skill fade associated with each task, and identifies the appropriate frequency and content of refresher training interventions.
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