Competency in the Resources Sector Series #2
This is the second article in a series about competency in the mining industry. Here, we focus on developing and measuring competency effectively.
In the first article, we explored whether competency development and assessment in the mining industry are keeping up with the rapid changes in processes, equipment, and technology. Is the industry satisfied with minimum competency, or is it striving for high proficiency and productivity? Now, we’ll dive into how we develop and measure competency to ensure it meets the necessary standards.
Defining Competency Needs in the Mining Industry
In mining, training is heavily focused on practical skills that achieve measurable, hands-on outcomes—often referred to as “blue-collar” tasks. For example, consider an excavator operator moving dirt or a maintenance worker changing filters on equipment. The goal is to perform these tasks safely, completely, and efficiently. The higher the competency, the greater the productivity.
This contrasts with training for “white-collar” roles, which is often centered on knowledge acquisition rather than skill development. White-collar training might include courses on modern slavery awareness or cybersecurity issues, where the aim is primarily to confirm that the participant has completed the course and gained the knowledge.
Developing the necessary skills for blue-collar roles involves more complex training and assessment methods than white-collar training. Competency in these hands-on roles must be demonstrated, not just understood.
Setting the Standards: What Are the Required Competencies?
Many of the competencies required in the mining industry are defined in the Resources and Infrastructure Industry (RII) Training Package, available through RII qualifications on [training.gov.au](https://training.gov.au). These qualifications establish minimum competency standards needed to safely complete tasks. Although mining companies may not typically offer formal accredited training, meeting these standards provides a credible benchmark for ensuring both competency and safety.
For instance, many companies require verification of competency (VOC) assessments. These assessments, often referred to as “challenge assessments,” test an individual’s skill and are mapped to industry standards.
However, a common challenge is that Learning Management Systems (LMS) and assessment tools often lack support for in-field assessments, leading to manual, paper-based verification processes.
Mapped Assessments integrated with Mobile Solutions
Competency assessment should be a core element of any training system, with assessments mapped to standards, and assessment processes including integration with mobile tools that facilitate field assessments. Mobile apps that enable assessors to gather photographic and other evidence in real-time are essential.
For example, an excavator operator’s competency assessment might include checking the operator can safely and efficiently move dirt, follow standard procedures, answer key questions. The assessment answers and actions need to be documented electronically and with photographs, with records available for easy access.
Training in these tasks goes beyond acquiring knowledge; it ensures workers are fully competent—and safe—when performing them.
Our Commitment to Competency Management at Tutis
At Tutis, we emphasize both competency development and verification. If you would like to discuss how we can support your training and assessment needs, especially paperless assessments, feel free to contact us at hello@tutis.com.au