Job Competency and Certification accomplishes three things:

  • assures training beyond the minimal requirements of GMP
  • provides a productive, comprehensive, structured training system which supports skill based pay or pay for performance
  • ensures that your company is growing a highly skilled workforce with decision making abilities to make products consistently according to specification


The benefits of your Job Certification Process, a Competency Based Training System, are as follows:

  • directly applies to the job
  • sets specific standards of performance
  • provides task skill and knowledge skills required for peak job performance
  • is observable, measurable and validated
  • demonstrates company commitment to excellence and quality
  • provides immediate feedback



 Job Certification involves a process. The process varies from one company to another. There are different approaches which can be used to develop your Job Competency and Certification System.


The typical approach involves the development of Job Competency Models (JCM’s) and Job Training Guides (JTG’s).  After an initial on site assessment recommendations are made as to who in your corporation would need a JCM and/or JTG with the purpose of improving job performance, compliance, quality, and productivity.


Development of Job Competency Models (JCM)

What is it?

A Job Competency Model is a document which identifies the Knowledge, Skills and Behaviors required for a particular job 


Knowledge Competencies include knowledge requirements that relate to a specific industry, job or subject area.                    


 Skill Competencies are based on specific tasks performed on the job. They are action-based and require observable “hands on” performance for accomplishment.


Behavior Competencies are competencies that concern the ability to deal effectively with people and conduct performance in accordance with  company policies.  Behavior Competencies include activities involved in building  productive relationships under a variety of circumstances and meeting company behavior requirements.


Job Competency Models are typically developed for all key executive management positions such as CEO’s, CFO’s, Presidents, Vice Presidents, Directors, and key middle management positions such as managers, supervisors and group leaders.



Development of Job Training Guides (JTG)

 What is it?

 - a Job Training Guide is a certification tool which supports a Job Competency  Model


 Job Training Guides are used to certify an employee through the use of job performance standards, task execution checklists and knowledge acquisition verification questions.


Job Training Guides focus on hard skill requirements for each job. The target audience is non-management positions, but positions or jobs that if not properly performed could impact productivity, product quality and integrity.  Positions such as operators, lab analysts, warehouse and distribution personnel, sales, marketing, purchasing, office support, etc… are currently targeted for Training Guide development. The

number of Training Guides required for each of these jobs would need to be determined via the use of:


Reviewing employee job descriptions

Interviewing employees at each job level

Interviewing “Reports to” designate identified on current job description


Developments of Job Training Guides include the following developmental steps:

  1. identify work area and each job for Certification
  2. determine skills required for each job (each may represent a JTG)
  3. work with key personnel to identify task skill SME for each job
  4. identify resources and references for each job skill
  5. perform job skill task analysis utilizing flow charting methodology
  6. convert skill task analysis data to task template portion of Job Training Guide
  7. identify knowledge skill SME and conduct knowledge analysis
  8. convert knowledge analysis data to content/knowledge template
  9. identify performance standard for each job skill
  10. determine overall job skill level
  11. determine minimal training time (based on overall skill level)
  12. establish prerequisites for the job skill
  13. conduct pilot study to validate all information
  14. make revisions (if necessary)
  15. repilot (if necessary)
  16.  implement job certification training