Industrial Risk-Based Competency Training Service | in Dammam - Riyadh - Jeddah - Makkah

1. Introduction to Risk-Based Competency Management

• Competency definition per ANSI Z490.1 including (knowledge, skills, abilities, demonstrated performance, proficiency standards)

• Traditional versus risk-based training including (time-based, compliance-focused, versus performance-based, risk-aligned)

• Business case for competency management including (incident prevention, regulatory compliance, operational efficiency, workforce capability)

• Regulatory drivers including (OSHA 29 CFR 1910.119 PSM training, API RP 1173, ISO 45001 Clause 7.2 competence, industry standards)

• Competency management lifecycle including (identification, assessment, development, verification, maintenance, revalidation)

• Roles and responsibilities including (management commitment, subject matter experts, supervisors, trainers, employees, HR integration)

• Risk-based competency principles including (hazard exposure alignment, critical task focus, performance standards, verification rigor)

2. Risk Assessment and Safety-Critical Task Identification

2.1 Operational Risk Assessment

• Risk identification methods including (hazard and operability studies HAZOP, process hazard analysis PHA, bow-tie analysis, incident history)

• Consequence evaluation including (safety impact, environmental impact, operational impact, financial impact, reputational impact)

• Likelihood assessment including (frequency analysis, failure modes, human error probability, existing controls)

• Risk matrix application including (risk ranking, criticality determination, tolerance levels, control priorities)

2.2 Safety-Critical Task Identification

• Safety-critical task definition per API RP 1173 including (tasks where human error causes major incident, loss of containment, serious injury)

• Task inventory development including (job task analysis, process operations review, maintenance activities, emergency response)

• Criticality scoring including (consequence severity, error likelihood, error detectability, recovery opportunity, risk ranking)

• Safety-critical position identification including (operators, maintenance technicians, supervisors, emergency responders, decision authorities)

2.3 Job Hazard and Task Analysis

• Job safety analysis (JSA) methodology including (task breakdown, hazard identification, consequence determination, control measures)

• Task step sequencing including (chronological order, decision points, critical parameters, performance standards)

• Hazard identification per task step including (energy sources, chemical exposure, physical hazards, ergonomic factors, environmental conditions)

• Human error analysis including (error modes, error consequences, performance shaping factors, error reduction strategies)

3. Competency Profiling and Standards Development

3.1 Competency Framework Development

• Competency categories including (technical competencies, safety competencies, behavioral competencies, decision-making, emergency response)

• Competency levels including (awareness, basic, intermediate, advanced, expert, proficiency descriptors)

• Competency model structure including (core competencies, role-specific competencies, leadership competencies, specialized competencies)

• Industry competency frameworks including (API, IOGP, NEBOSH, professional certifications, regulatory requirements)

3.2 Performance Standards and Criteria

• Performance standard definition per ANSI Z490.1 including (observable behaviors, measurable outcomes, acceptable criteria, conditions)

• Standard components including (task statement, performance criteria, conditions of performance, quality standards, safety requirements)

• Knowledge requirements including (theoretical understanding, regulatory knowledge, system knowledge, procedural knowledge)

• Skill requirements including (physical abilities, cognitive abilities, psychomotor skills, troubleshooting, decision-making)

• Behavioral attributes including (safety consciousness, attention to detail, communication, teamwork, situational awareness)

3.3 Competency Matrices and Job Profiles

• Competency matrix development including (positions versus competencies, proficiency levels, criticality ratings, training requirements)

• Job competency profile including (position description, key responsibilities, required competencies, certification requirements, experience)

• Competency mapping including (career progression paths, succession planning, cross-training opportunities, capability development)

• Documentation requirements including (competency libraries, position profiles, assessment tools, verification records)

4. Competency Assessment Methods

4.1 Assessment Strategy and Planning

• Assessment purpose including (initial qualification, periodic verification, post-incident evaluation, promotion readiness, gap identification)

• Assessment types including (knowledge testing, skills demonstration, performance observation, simulation, portfolio review)

• Assessment design principles including (validity, reliability, fairness, practicality, alignment with standards)

• Assessor qualifications including (subject matter expertise, assessment training, objectivity, calibration, certification)

4.2 Knowledge Assessment Techniques

• Written examinations including (multiple choice, true/false, short answer, scenario-based, open book versus closed book)

• Oral examinations including (structured interviews, oral boards, scenario discussions, emergency response questioning)

• Computer-based testing including (adaptive testing, immediate feedback, randomized questions, secure delivery, analytics)

• Knowledge assessment standards including (passing criteria, question quality, difficulty level, content coverage, question bank management)

4.3 Performance and Skills Assessment

• Skills demonstration including (task performance, hands-on testing, practical examination, timed exercises, tool operation)

• Workplace observation including (on-the-job assessment, supervisor evaluation, peer assessment, safety observation, behavioral anchors)

• Simulation and scenario testing including (high-fidelity simulators, tabletop exercises, emergency drills, decision-making scenarios)

• Performance checklists including (task steps, critical steps, quality criteria, safety requirements, pass/fail determination)

4.4 Competency Gap Analysis

• Current state assessment including (existing competencies, proficiency levels, certification status, experience documentation)

• Required state determination including (job profile requirements, regulatory mandates, operational needs, risk alignment)

• Gap identification including (knowledge gaps, skill deficiencies, experience shortfalls, certification needs)

• Gap prioritization including (safety criticality, operational impact, regulatory urgency, development timeframe, resource requirements)

5. Risk-Aligned Training Program Design

5.1 Training Needs Analysis

• Organizational analysis including (business goals, safety objectives, regulatory requirements, performance gaps, incident trends)

• Task analysis including (critical tasks, knowledge requirements, skill requirements, performance conditions, error consequences)

• Learner analysis including (current competency levels, learning styles, experience, language proficiency, accessibility needs)

• Training priorities including (safety-critical competencies first, regulatory compliance, operational readiness, risk-based ranking)

5.2 Learning Objectives and Curriculum Design

• Learning objectives per ANSI Z490.1 including (performance-based, measurable, achievable, relevant, specific conditions and criteria)

• Bloom's taxonomy application including (knowledge, comprehension, application, analysis, synthesis, evaluation levels)

• Curriculum structure including (learning modules, sequencing, prerequisites, duration, practice opportunities)

• Training modality selection including (classroom, on-the-job, e-learning, simulation, blended approaches, cost-effectiveness)

5.3 Training Delivery Methods

• Classroom instruction including (lectures, discussions, group exercises, case studies, demonstration, guided practice)

• On-the-job training (OJT) including (structured OJT, mentoring, coaching, task performance, qualified trainers, documentation)

• E-learning and digital training including (self-paced modules, interactive content, assessments, tracking, accessibility)

• Simulation-based training including (process simulators, equipment simulators, virtual reality, emergency scenarios, decision practice)

• Blended learning including (online theory plus practical skills, flipped classroom, spaced learning, reinforcement)

6. Competency Verification and Validation

6.1 Initial Qualification and Authorization

• Qualification process per API RP 1173 including (training completion, assessment passing, demonstration of competence, authorization)

• Work authorization including (task-specific authorization, equipment qualification, area access, supervision requirements)

• Qualification documentation including (training records, assessment results, qualification cards, authorization levels, expiration dates)

• Provisional qualification including (supervised work, progressive authorization, mentor oversight, performance monitoring)

6.2 Ongoing Competency Verification

• Periodic reassessment including (frequency based on risk, regulatory requirements like OSHA PSM refresher every 3 years, skill decay)

• Performance monitoring including (observation programs, safety observations, near-miss analysis, incident investigation, performance metrics)

• Refresher training triggers including (time intervals, regulatory changes, procedure updates, technology changes, incident findings)

• Requalification requirements including (assessment standards, demonstration requirements, remedial training, authorization renewal)

6.3 Competency Validation Methods

• Training effectiveness evaluation per ANSI Z490.1 including (reaction, learning, behavior, results per Kirkpatrick model)

• Knowledge retention testing including (post-training assessments, delayed testing, comparative analysis, passing standards)

• Performance improvement measurement including (error rates, near-miss reduction, productivity gains, quality improvements, incident reduction)

• Return on investment including (incident cost avoidance, efficiency gains, regulatory compliance, workforce capability)

7. Competency Record Management and Documentation

• Record requirements per OSHA 29 CFR 1910.119 including (training dates, content, trainer, trainee, assessment results, qualification status)

• Training management systems including (learning management systems LMS, competency databases, electronic records, integration with HRIS)

• Individual training records including (training history, certifications, qualifications, assessment scores, expiration tracking)

• Competency matrices and tracking including (workforce competency status, gap visualization, compliance monitoring, succession planning)

• Document retention including (regulatory requirements, employee lifecycle, audit trail, accessibility, data protection)

• Audit readiness including (record organization, evidence availability, competency verification, regulatory inspection preparation)

• Analytics and reporting including (training completion rates, competency coverage, gap analysis, trending, dashboard visualization)

8. Specialized Competency Programs

8.1 Process Safety Competency

• OSHA PSM training requirements per 29 CFR 1910.119(g) including (initial training, refresher training, understanding hazards, procedures)

• Operating procedures training including (normal operations, startup and shutdown, emergency operations, safe work practices)

• Process hazard awareness including (chemical properties, process chemistry, consequences of deviation, safeguards)

• Emergency response competency including (alarm response, emergency shutdown, evacuation, incident command, communication)

8.2 Maintenance and Mechanical Integrity Competency

• Mechanical integrity training per OSHA PSM including (equipment knowledge, maintenance procedures, inspection techniques, quality assurance)

• Critical equipment competency including (pressure vessels, piping systems, relief devices, pumps, compressors, instrumentation)

• Lockout/tagout competency per OSHA 29 CFR 1910.147 including (authorized employees, affected employees, energy control procedures)

• Inspection and testing competency including (non-destructive testing, pressure testing, thickness measurement, visual inspection, documentation)

8.3 Emergency Response Competency

• Emergency responder levels per OSHA 29 CFR 1910.120 including (awareness, operations, technician, specialist, incident commander)

• Incident command competency per NIMS/ICS including (command structure, roles, communication, resource management, decision-making)

• Emergency equipment competency including (SCBA, detection instruments, fire suppression, rescue equipment, communication devices)

• Drill and exercise participation including (tabletop exercises, functional drills, full-scale exercises, performance evaluation, improvement)

9. Competency Assurance and Continuous Improvement

9.1 Competency Assurance Systems

• Assurance program elements including (competency verification, performance monitoring, trend analysis, corrective action, management review)

• Leading indicators including (training completion, assessment passing rates, qualification currency, gap closure, participation rates)

• Lagging indicators including (competency-related incidents, procedural violations, equipment damage, near-misses, skill-based errors)

• Audit and inspection including (competency system audits, training quality reviews, record audits, regulatory inspections)

9.2 Performance Monitoring and Feedback

• On-the-job performance observation including (supervisor observation, peer feedback, safety observations, quality checks)

• Feedback mechanisms including (coaching conversations, performance reviews, recognition, corrective action, development planning)

• Error trending and analysis including (human error classification, root cause analysis, competency-related factors, training needs identification)

• Incident investigation including (competency evaluation, training effectiveness review, procedural adequacy, qualification verification)

9.3 Continuous Improvement

• Competency system review including (annual program review, effectiveness assessment, stakeholder feedback, regulatory alignment)

• Training program updates including (content revision, methodology improvement, technology adoption, industry best practices)

• Lessons learned integration including (incident findings, audit recommendations, employee suggestions, industry events)

• Benchmarking including (industry standards, peer comparison, regulatory guidance, professional associations, emerging practices)