Hello everyone. Today, I’m writing about job-based skills verifications. 

Job-Based Skills Verifications vs. Skills Analyses vs. Performance Reviews

Job-based skills verifications should be a key component of every learning program. Job-based skills verifications are sometimes equated with skills analyses. However, there are important distinctions. Skills analyses are used to determine what skills are needed to perform a particular job. These should occur before a learning event and are used to identify who would benefit from new knowledge and skills. They can also be used to determine what skills and knowledge individuals need that they may not currently have. This information can then be used to develop an overall learning program. Job-based skills verifications are used to determine how well an individual performs the skills he or she needs on their jobs. They should occur after every learning event to verify learners attained the knowledge and skills they need and can actually apply them on the job. I’ll address job-based skills verification in this post; I’ll address skills analyses in a later post.

A job-based skills verification is also different from a performance review which typically occurs on a periodic basis, either annually or semi-annually. Performance reviews are much broader and cover every aspect of an employee’s performance. Job-based skills verifications should be more focused and include all tasks covered by a particular learning event and other associated tasks. However, just as with performance reviews, organizations should have a rating system for skills verifications. The rating system should include firm definitions and be used for each skills verification. This will help ensure skills verifications’ results are standardized across multiple jobs and each time they are given.

More Than a Level 3 Evaluation

Job-based skills verifications go well beyond typical level three evaluations that are usually simple surveys or questionnaires. Job-based skills verifications will be different for each job. A skills verification for job tasks performed online could be a relatively simple exercise in which the employee performs actual job tasks. These can even be done during the learning event. If done after the learning event a supervisor or coach could verify the individual performs the tasks up to an acceptable rating. If the individual does not perform at an acceptable rating additional coaching, training, or some other form of reinforcement can be given.

For many tasks, it’s quite difficult or even impossible to judge a learner’s performance during the actual learning event in a classroom environment. Even for tasks that can be replicated in the learning event, it’s often much better to have the learner demonstrate new skills in an actual work setting. This should also be done at least days or weeks after the learning event. For many maintenance, manufacturing, and service jobs, a job-based skills verification will require hands-on performance of job tasks. Conducting these verifications in an actual on-the-job setting makes them potentially much more difficult to perform. If the tasks are related to operations it might be possible to schedule the skills verification during normal operations. But it might not be possible to take a manufacturing line down so someone can perform a particular task on that line. If the tasks are related to preventive maintenance it might be possible to schedule the skills verification during a scheduled maintenance period. However, if the tasks are related to troubleshooting or corrective maintenance, conducting the skills verification might have to wait until the system actually fails and needs the applicable tasks performed. These and other similar reasons hint at why many organizations simply don’t perform job-based skills verifications. It is possible to overcome these issues though with proper design and planning.

Use Trained Evaluators

A job-based skills verification for any particular task should be the same for every individual responsible for that task. All constraints placed on learners should be similar for each leaner. Also, the way individuals are evaluated should not vary from person to person. These are some of the reasons why it’s important to have guidelines for conducting the verifications and skilled evaluators. Evaluators should be highly competent in the skills they are evaluating. They should also have the knowledge and skills to conduct evaluations. Thus, it’s important to train evaluators how to conduct evaluations.

Some organizations might want to conduct job-based skills verifications as part of a field certification program. This is very possible to do; however, extra care needs taken to make sure the verifications are fair and equitable for all involved. Organizations must also consider union rules if part of the workforce is covered by a union. Organizations may need to consider legal implications around certification.

Final Words

Job-based, skills verifications can be thought of as the final stage in the learning program cycle. I call it a cycle because it needs to be on-going. Skills verifications provide important information about how to improve learning programs. And the cycle repeats.