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NOSS DEVELOPMENT (DESCUM)

NOSS DEVELOPMENT PREPARATION

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SKILL TRAINING IN MALAYSIA


(Industrial Participation in Curriculum Development)

` Occupational Analysis Industries & Business Skill Advisory Committee Employers/ Practitioners expert workers Competent graduate & workers Verification & certification (DSD) -Standard Practice(SP) - Standard Contenrs(SC) - Training Manual (TM) - Internship Manual(IM)

Training implementation ( Delivery & Assessment)

Stages of NOSS Development


Stage One Stage Two
Stage Of NOSS
Development

Planning NOSS Development Session Conducting NOSS Development Session

Stage Three

Compilation and Validation f Findings

Stage Four

Validated by other practitioners (JPPK & expert) Editing and Compilation Summit for Approval(MPKK)

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NOSS Development

Planning NOSS Development Session

PLANNING A NOSS DEVELOPMENT SESSION

1. Workshop Session Requirement


Literature review
- Occupational area, industrial size, regulatory authority/industrial standard, etc

Funding Facilitators Submit for JPK Approval. Recorder


Panel of expert workers Submit for JPK Approval

Proof Reader Facilities Program Schedule

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Planning

2. NOSS Facilitation Requirements


Certified DESCUM facilitator - Occupational Excellent in facilitation skills Language proficiency in English and Bahasa Melayu (speaking and writing)

Cont

Planning

3. Strategies for finding participants


Contacting stakeholders/regulatory body Industrial association /ILB
Contacting professional agencies /association.

Daftar Pakar Industri Negara (DPIN) Former Students Business directories and database Utilizing institutional contacts and networks OA development panels

Cont

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Planning
4. Session Logistics and Preparations
4.1 Human Resource Planning
Identification of DESCUM facilitation team Identification of Primary contact Coordinator Confirmation of Participants
- Represent the industry sector - Consent and approval from employer

Travel and Accommodation Arrangements Team Preparation

Cont

Planning
4. Session Logistics and Preparations
4.2 Facilities and Supplies
Location and Room Arrangements Meal Arrangements and Refreshments Supplies Supporting documents Equipment / Materials

Cont

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Planning
4. Session Logistics and Preparations
4.3 Final Review/Audit
Confirmation of the participants
- Consent and approval from employer

Facilities Supplies Contingency Plans

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NOSS Development

Conducting NOSS Development Session

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CONDUCTING NOSS DEVELOPMENT SESSION

1. Orientation
Introduction
Overview of session Clarify team roles (i.Facilitator, panels, proof reader,
recorder, etc ii.Review agenda, facilities and logistics)

Clarify DESCUM methodology Review steps associated in the development Provide sample(s) of NOSS documents Group consensus

Conducting
FLOW CHART NEW FORMAT NOSS DEVELOPMENT
START
REVIEW OA

Activity C COMPETENCY PROFILE ANALYSIS


COMPETENCY PROFILE ANALYSIS

SELECT JOB LEVEL

EXTRACT JOB FUNCTION FROM OAA

Activity A OCCUPATIONAL AREA ANALYSIS

COMPILE COMPETENCY PROFILE

COMPETENCY PROFILE Activity D COCU DEVELOPMENT

COCU
DEVELOP COCU

IDENTIFY COMPETENCIES
PROOFREADING & VALIDATION (INTERNAL)

FORMATING CU TITLE

Activity B JOB ANALYSIS

Activity E PROOFREADING & VALIDATION

PROOFREADING & VALIDATION (EXTERNAL)

CHECK CU IN NOSS DATABASE

NO

DEVELOP JPC

SUBMIT FOR APPROVAL to MPKK

Activity F ENDORSEMENT
YES
COMPILE COMPETENCY UNITS

REGISTER CU IN NOSS DATABASE

Cont
END

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Conducting
Conducting Job Analysis (JA) Session
-Review existing OA -Develop OA

START INTRODUCTION

OCCUPATIONAL AREA ANALYSIS (OAA) PRESENT LITERATURE REVIEW

JOB ANALYSIS (JA)


COMPETENCY PROFILE ANALYSIS (CPA)

BRAINSTORM JOB PROFILE


IDENTIFY WORK ACTIVITY

REVIEW & CLUSTER END

CoCU ANALYSIS

Cont

Conducting
Conducting Competency Profile (CP) Analysis Session
-Review existing OA -Develop OA START CP ORIENTATION
ABSTRACT SUB-SECTOR, JOB AREA, JOB LEVEL, CU TITLE FROM JOB PROFILE CHART

DEVELOP WORK ACTIVITIES OF THE CU JOB ANALYSIS (JA)


COMPETENCY PROFILE (CP) ANALYSIS

DEVELOP PERFORMANCE CRITERIA


DEVELOP CU DESCRIPTOR DEVELOP OTHERS CU WORK ACTIVITIES, PERFORMANCE CRITERIA AND CU DESCRIPTOR

CoCU ANALYSIS END

Cont

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Conducting
Conducting CoCU Analysis Session
- Review existing OA - Develop OA

START CoCU ORIENTATION


ABSTRACT SUB-SECTOR, JOB AREA, CU TITLE, CU DESCRIPTOR FROM JOB PROFILE CHART

JOB ANALYSIS (JA)


COMPETENCY PROFILE ANALYSIS (CPA)

INSERT ALL WORK ACTIVITIES


DEVELOP APPLIED SKILLS, RELATED KNOWLEDGE, ATTITUDE, SAFETY & ENVIRONMENTAL AND ASSESSMENT CRITERIA

CoCU ANALYSIS

ACCOMPLISHED EMPLOYABILITY SKILLS, TEM, AND REFERENCES

DEVELOP OTHERS CoCU END

JPK/DSD

Title

INTRODUCTION OF NOSS TRANSFORMATION

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JPK

JPK

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Documented standard (NOSS) Common Competencies


Experts input Practitioner1 (Company A) Practitioner2 (Company B) Practitioner3 (Company C) Practitioner4 (Company D) Practitioner5 (Company E) Skills Set (Tasks)

Left-off competencies
JPK

Left-off competencies

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JPK

JPK

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Packaged to industrial specific requirement Requires less time to change Competency Units due to shorter time required for reviewing &making changes Encourage creativity & innovativeness in designing training packages to ensure employability

JPK

Documented standard (NOSS) Core Competencies


Experts input Practitioner1 (Company A) Practitioner2 (Company B) Practitioner3 (Company C) Practitioner4 (Company D) Practitioner5 (Company E) Skills Set (Tasks)

JPK

Elective competencies/ Company Specific

Elective competencies/ Company Specific

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Competency Unit

JPK

Competency Unit

JPK

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COMPETENCY UNITS or

Competency Unit from related sectors/ or occupation

Competencies Basket

Ibrahim Ahmad & EWG NOSS

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JPK

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JPK/DSD

Lets startNOSS Development Workshop Session

FLOW CHART NEW FORMAT NOSS DEVELOPMENT


START
REVIEW OA

Activity C COMPETENCY PROFILE ANALYSIS


COMPETENCY PROFILE ANALYSIS

SELECT JOB LEVEL

EXTRACT JOB FUNCTION FROM OAA

Activity A OCCUPATIONAL AREA ANALYSIS

COMPILE COMPETENCY PROFILE

COMPETENCY PROFILE Activity D COCU DEVELOPMENT

COCU
DEVELOP COCU

IDENTIFY COMPETENCIES
PROOFREADING & VALIDATION (INTERNAL)

FORMATING CU TITLE

Activity B JOB ANALYSIS

Activity E PROOFREADING & VALIDATION

PROOFREADING & VALIDATION (EXTERNAL)

CHECK CU IN NOSS DATABASE

NO

DEVELOP JPC

SUBMIT FOR APPROVAL to MPKK

Activity F ENDORSEMENT
YES
COMPILE COMPETENCY UNITS

REGISTER CU IN NOSS DATABASE

END

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PHASES OF NOSS DEVELOPMENT


Occupational Area Analysis
Occupational Analysis

Job Analysis Competency Profile Analysis Curriculum of Competency Unit Analysis Validation
OCCUPATIONAL AREA ANALYSIS

JOB ANALYSIS

COCU ANALYSIS

OCCUPATION AL ANALYSIS

COMPETEN CY PROFILE ANALYSIS

VALIDATION

JPK

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Is the phase conducted for an occupational area survey and review the scope of works of a particular profession. The content of the survey ultimately enhance the development and determination of the elements of competency, outcomes and the significant functions and tasks that make up the competency belongs sub-sector/job area.

Occupational Analysis ( OA ) is an identification method on specific occupation requirement to achieve job classification of particular sector job titles in various different stages depending on skills levels and competency needed. Its purpose is to analyze skilled human resource competency requirement for labour industry. Occupational Analysis development is a preliminary process in developing a National Occupational Skills Standard NOSS and it is developed together with industry experts in their related fields.

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Aims of OAA is to...


Identify Job Title

Identify Sector

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OAA Identify Occupational structure

Identify Sub Sector

Identify Job Level

Identify Job Area

OAA DEVELOPMENT PROCESS Session Process


Obtain existing Occupational Structure or Develop and propose new Occupational Structure Through OAA session; Lists the different area of works using brainstorming approach

Session Process
Review and refine the Occupational Structure to confirm Job Tittle, Sector, Subsector, Job Area and Job Level Review and analyze the Occupational Structure to determine related Industry Occupational functions ultimately enhance the development of NOSS

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Definition of Levels ( 1-3 )


Level 1 : Competent in performing a range of varied work activities, most of which are routine and predictable Level 2 : Competent in performing a significant range of varied work activities, performed in a variety of context. Some of the activity are non-routine and required individual responsibility and autonomy Level 3 : Competent in performing a broad range of varied work activities, performed in a variety of context, most of which are complex and non-routine. There is considerable responsibility and autonomy and control or guidance of others is often required

Definition of Levels ( 4-5 )


Level 4 : Competent in performing a broad range of complex technical or professional work activities performed in a wide variety of context and with a substantial degree of personnel responsibility and autonomy. Responsibility for the work of others and allocation of resources is often present Level 5 : Competent in applying a significant range of fundamental principles and complex techniques across a wide and often unpredictable variety of context. Very substantial personal autonomy and often significant responsibility for the work of others and for the allocation of substantial resources feature strongly, as do personal accountabilities for analysis and diagnosis, design, planning, execution and evaluation

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Definition of Levels ( 6-7 )


Level 6 : Competent in this level reflects the ability to refine and use relevant understanding, methods and skills to address complex problems that have limited definition. It includes taking responsibility for planning and developing courses of action that are able to underpin substantial change or development, as well as exercising broad autonomy and judgment. It also reflects an understanding of different perspectives, approaches of schools of thought and the theories that underpin them. Level 7 : Competent in this level reflects the ability to reformulate and use relevant understanding, methodologies and approaches to address problematic situations that involve many interacting factors. It includes taking responsibility for planning and developing courses of action that initiate or underpin substantial change or development, as well as exercising broad autonomy and judgment. It also reflects an understanding of theoretical and relevant methodological perspectives, and how they affect their area of study or work. At this point, these levels are not govern by NASDA 2006, Act 652

Definition of Levels ( 8 )
Level 8 : Competent in this level reflects the ability to develop original understanding and extend an area of knowledge or professional practice. It reflects the ability to address problematic situations that involve many complexes, interacting factors through initiating, designing and undertaking research, development or strategic activities. It involves the exercise of broad autonomy, judgement and leadership in sharing responsibility for the development of a field of work or knowledge, or for creating substantial professional or organizational change. It also reflects a critical understanding of relevant theoretical and methodological perspectives and how they affect the field of knowledge or work

At this point, this level is not govern by NASDA 2006, Act 652

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Example of Occupational Analysis Chart:


SECTOR SUB-SECTOR
SUB-AREA LEVEL 8 LEVEL 7

Machinery & EQUIPMENT


PRESSURIZED EQUIPMENT FABRICATION, PIPING AND PIPELINE FABRICATION AND MACHINERY WELDING INDUSTRY FABRICATION Small Medium Enterprise (SME) Not Available Not Available STRUCTURAL FABRICATION Not Available MANAGER** (STRUCTURAL FABRICATION) ASSISTANT MANAGER** (STRUCTURAL FABRICATION) SUPERINTENDENT (STRUCTURAL FABRICATION) QUALITY CONTROLLER (STRUCTURAL FABRICATION) SUPERVISOR (STRUCTURAL FABRICATION) FABRICATOR (STRUCTURAL FABRICATION) GENERAL FITTER PRESSURISED EQUIPMENT FABRICATION / MANUFACTURING INDUSTRY Not Available MANAGER (PRESSURISED EQUIPMENT FABRICATION / MANUFACTURING INDUSTRY) ASSISTANT MANAGER (PRESSURISED EQUIPMENT FABRICATION / MANUFACTURING INDUSTRY) SUPERINTENDENT (PRESSURISED EQUIPMENT FABRICATION / MANUFACTURING INDUSTRY) QUALITY CONTROLLER (PRESSURISED EQUIPMENT FABRICATION / MANUFACTURING INDUSTRY) SUPERVISOR (PRESSURISED EQUIPMENT FABRICATION / MANUFACTURING INDUSTRY) FABRICATOR (PRESSURISED EQUIPMENT FABRICATION / MANUFACTURING INDUSTRY) GENERAL FITTER

LEVEL 6

MANAGER** (FABRICATION SME) ASSISTANT MANAGER** (FABRICATION SME) QUALITY CONTROLLER (FABRICATION SME) SUPERVISOR (FABRICATION SME)

LEVEL 5

LEVEL 4

LEVEL 3

LEVEL 2

FABRICATOR (FABRICATION SME)

LEVEL 1

GENERAL FITTER

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Example of Existing Occupational Structure for Pressurized Equipment Manufacturing:


SUB-SECTOR
JOB AREA LEVEL 8 LEVEL 7 PRESSURIZED EQUIPMENT FABRICATION, PIPING AND PIPELINE FABRICATION AND MACHINERY WELDING INDUSTRY FABRICATION Small Medium Enterprise (SME) Not Available Not Available STRUCTURAL FABRICATION Not Available MANAGER** (STRUCTURAL FABRICATION) ASSISTANT MANAGER** (STRUCTURAL FABRICATION) SUPERINTENDENT (STRUCTURAL FABRICATION) QUALITY CONTROLLER (STRUCTURAL FABRICATION) SUPERVISOR (STRUCTURAL FABRICATION) FABRICATOR (STRUCTURAL FABRICATION) GENERAL FITTER PRESSURISED EQUIPMENT FABRICATION / MANUFACTURING INDUSTRY Not Available MANAGER (PRESSURISED EQUIPMENT FABRICATION / MANUFACTURING INDUSTRY) ASSISTANT MANAGER (PRESSURISED EQUIPMENT FABRICATION / MANUFACTURING INDUSTRY) SUPERINTENDENT (PRESSURISED EQUIPMENT FABRICATION / MANUFACTURING INDUSTRY) QUALITY CONTROLLER (PRESSURISED EQUIPMENT FABRICATION / MANUFACTURING INDUSTRY) SUPERVISOR (PRESSURISED EQUIPMENT FABRICATION / MANUFACTURING INDUSTRY) FABRICATOR (PRESSURISED EQUIPMENT FABRICATION / MANUFACTURING INDUSTRY) GENERAL FITTER

LEVEL 6

MANAGER** (FABRICATION SME) ASSISTANT MANAGER** (FABRICATION SME) QUALITY CONTROLLER (FABRICATION SME) SUPERVISOR (FABRICATION SME)

LEVEL 5

LEVEL 4

LEVEL 3

LEVEL 2

FABRICATOR (FABRICATION SME)

LEVEL 1

GENERAL FITTER

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Example of Reviewed Occupational Structure for Pressurized Equipment Manufacturing:


SUB-SECTOR
PRESSURIZED EQUIPMENT FABRICATION, PIPING AND PIPELINE FABRICATION AND MACHINERY WELDING INDUSTRY FABRICATION Small Medium Enterprise (SME) Not Available Not Available MANAGER** (FABRICATION SME) ASSISTANT MANAGER** (FABRICATION SME) QUALITY CONTROLLER (FABRICATION SME) SUPERVISOR (FABRICATION SME) PRESSURISED EQUIPMENT FABRICATION / MANUFACTURING INDUSTRY PRESSURISED EQUIPMENT FABRICATION / MANUFACTURING RESEARCHING PRESSURISED EQUIPMENT FABRICATION / MANUFACTURING STRATEGIZING PRESSURISED EQUIPMENT FABRICATION / MANUFACTURING MANAGING PRESSURISED EQUIPMENT MANUFACTURING MANAGING PRESSURISED EQUIPMENT MANUFACTURING QUALITY CONTROL PRESSURIZED EQUIPMENT FABRICATION SHOP SUPERVISION ADVANCE PRESSURIZED EQUIPMENT FABRICATION

JOB AREA

STRUCTURAL FABRICATION

LEVEL 8 LEVEL 7 LEVEL 6 LEVEL 5

Not Available MANAGER** (STRUCTURAL FABRICATION) ASSISTANT MANAGER** (STRUCTURAL FABRICATION) SUPERINTENDENT (STRUCTURAL FABRICATION) QUALITY CONTROLLER (STRUCTURAL FABRICATION) SUPERVISOR (STRUCTURAL FABRICATION) FABRICATOR (STRUCTURAL FABRICATION) GENERAL FITTER

LEVEL 4

LEVEL 3

LEVEL 2

FABRICATOR (FABRICATION SME)

LEVEL 1

GENERAL FITTER

BASIC FABRICATION

NOSS Documents develop based on this area, Level 4 & 5


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Job Analysis is a structured process to determine the Core and Elective Competency Units (CU), the job scope, levels and responsibilities reflecting a meaningful unit of work which contains several activities in completing the work cycles.

JOB ANALYSIS : METHODS

Questionnaires/surveys Face to face - interview Observation Log book Brainstorming Session


DACUM, DESCUM, CUDBAS, SECUM, CACUM
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JOB ANALYSIS DEVELOPMENT PROSES Session Process


Orientation of panel / committee

Session Process
Confirm the job area, job title and Job Level from OAA Lists the competency area and encapsulate the area of job functions Clustering & Mapping of job activities to competency unit Leveling of competency unit Identification of Core Competency Identification of Elective Competency

Use DACUM card for visualization the job functions

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Brainstorming Philosophy
FORMI NG ADJO URNIN G STOR MING

PERF ORMIN G

Brainstorming NG Session

NORMI

COMPETENCY UNIT (CU)

o Reflect job functions o Written in the form of Qualifier + Object o Must be independent( Stand Alone )
COMPETENCY UNIT Content Title

o Considering the Holistic Aspect o Reflect meaningful unit of work, which


contains several activities in complete a work cycle objectively

o Certification requirements

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CORE & ELEKTIF COMPETENCY UNIT


o Reflect core functions for a particular
CORE COMPETENCY UNIT job area

o To meet full Certification requirements


(SKM/DKM/DLKM)

o Reflect complementary/elective
ELECTIVE COMPETENCY UNIT functions for a particular job area

o To meet competency Certification


requirements

DUTY
MONITOR SPECIFICATION STATUTORY REGULATION VERIFY DESIGN CODE VERIFY HSE COMPLIANCE

ACTIVITY
VERIFY ACCEPTANCE & REJECTION CRITERIA

MANAGE QUALITY CONTROL PROCESS

DEVELOP INSPECTION & TEST PLAN

VERIFY QC TOOLS & RQUIPMENT

WORK PROCEDURES AUDITING

VALIDATE PROJECT NONCONFORMANCE

VERIFY PRODUCT FINISHING

MANAGE STAFF & VENDOR PERFORMANCE

ADMINISTER TECHNICAL TRAINING

EVALUATE SUBORDINATE PERFORMANCE

SUNORDINATE WORK ASSIGNING

VERIFY VENDOR PERFORMANCE

PERFORM RESEARCH DEVELOPMENT ACTIVITIES

TROUNLESHOOT TECHNICAL & NON-TECHNICAL PROBLEM

TECHNICAL REAEARCH

PRODUCT DEVELOPMENT

VERIFY PRODUCT ANALYSIS

Mapping the work activities to the job functions

Grouping and clustering the work activities

Identifying work activities

ADMINISTER POLICIES & PROCEDURES

SOP DEVELOPMENT

WORK STANDARD PROCEDURE

PRODUCT SPECIFICATION REVISION

MONITOR SOP IMPLEMENTATIO N

PLAN DEPARTMENTAL EXPENDITURES MANAGE FACILITIES & EQUIPMENT

BUDGET ALLOCATION

ADMINISTER PROCUREMENT

PROJECT ESTIMATION

RESOURCES COSTING

VERIFY FACILITIES & EQUIPMENT REQUIREMENT

EQUIPMENT MAINTENANCE

FACILITY & EQUIPMENT LICENSING

DEVELOP QC MARKETING PLAN

MARKET SURVEY

PROJECT DELIVERY

SUBORDINATE WORK ASSIGNING

MANAGE TESTING ACTIVITIES

VERIFY TESTING METHOD

VERIFY PROJECT CONFORMANCE

VERIFY TESTING RESOURCES

JPK

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Duty MONITOR SPECIFICATION STATUTORY REGULATION VERIFY DESIGN CODE VERIFY HSE COMPLIANCE

ACTIVITY VERIFY ACCEPTANCE & REJECTION CRITERIA L4 WORK PROCEDURES AUDITING L5 VALIDATE PROJECT NONCONFORMANCE L5 VERIFY PRODUCT FINISHING L4

L4 DEVELOP INSPECTION & TEST PLAN L4

L4 VERIFY QC TOOLS & RQUIPMENT L4

MANAGE QUALITY CONTROL PROCESS

MANAGE STAFF & VENDOR PERFORMANCE

ADMINISTER TECHNICAL TRAINING L5

EVALUATE SUBORDINATE PERFORMANCE L5

SUNORDINATE WORK ASSIGNING L5

VERIFY VENDOR PERFORMANCE L5

PERFORM RESEARCH DEVELOPMENT ACTIVITIES

TROUNLESHOOT TECHNICAL & NON-TECHNICAL PROBLEM L4 SOP DEVELOPMENT L5 BUDGET ALLOCATION L5 VERIFY FACILITIES & EQUIPMENT REQUIREMENT L4

TECHNICAL REAEARCH

PRODUCT DEVELOPMENT

VERIFY PRODUCT ANALYSIS

L5 WORK STANDARD PROCEDURE L4 ADMINISTER PROCUREMENT L5 EQUIPMENT MAINTENANCE L4

L5 PRODUCT SPECIFICATION REVISION L5 PROJECT ESTIMATION L5 FACILITY & EQUIPMENT LICENSING L5

L5 MONITOR SOP IMPLEMENTATIO N L4 RESOURCES COSTING L5

Leveling the work activities & determine level of competency

ADMINISTER POLICIES & PROCEDURES

PLAN DEPARTMENTAL EXPENDITURES MANAGE FACILITIES & EQUIPMENT

DEVELOP QC MARKETING PLAN

MARKET SURVEY

PROJECT DELIVERY L5 VERIFY PROJECT CONFORMANCE L5

L5 VERIFY TESTING METHOD L4

SUBORDINATE WORK ASSIGNING L5 VERIFY TESTING RESOURCES L4

MANAGE TESTING ACTIVITIES

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JPK

Duty MONITOR SPECIFICATION STATUTORY REGULATION VERIFY DESIGN CODE VERIFY HSE COMPLIANCE

ACTIVITY VERIFY ACCEPTANCE & REJECTION CRITERIA L4 WORK PROCEDURES AUDITING L5 VALIDATE PROJECT NONCONFORMANCE L5 VERIFY PRODUCT FINISHING L4

L4 DEVELOP INSPECTION & TEST PLAN L4

L4 VERIFY QC TOOLS & RQUIPMENT L4

MANAGE QUALITY CONTROL PROCESS

MANAGE STAFF & VENDOR PERFORMANCE

ADMINISTER TECHNICAL TRAINING L5

EVALUATE SUBORDINATE PERFORMANCE L5

SUNORDINATE WORK ASSIGNING L5

VERIFY VENDOR PERFORMANCE L5

PERFORM RESEARCH DEVELOPMENT ACTIVITIES

TROUNLESHOOT TECHNICAL & NON-TECHNICAL PROBLEM L4 SOP DEVELOPMENT L5 BUDGET ALLOCATION L5 VERIFY FACILITIES & EQUIPMENT REQUIREMENT L4

TECHNICAL REAEARCH

PRODUCT DEVELOPMENT

VERIFY PRODUCT ANALYSIS

Clustering work activities

L5 WORK STANDARD PROCEDURE L4 ADMINISTER PROCUREMENT L5 EQUIPMENT MAINTENANCE L4

L5 PRODUCT SPECIFICATION REVISION L5 PROJECT ESTIMATION L5 FACILITY & EQUIPMENT LICENSING L5

L5 MONITOR SOP IMPLEMENTATIO N L4 RESOURCES COSTING L5

ADMINISTER POLICIES & PROCEDURES

PLAN DEPARTMENTAL EXPENDITURES MANAGE FACILITIES & EQUIPMENT

DEVELOP QC MARKETING PLAN

MARKET SURVEY

PROJECT DELIVERY L5 VERIFY PROJECT CONFORMANCE L5

L5 VERIFY TESTING METHOD L4

SUBORDINATE WORK ASSIGNING L5 VERIFY TESTING RESOURCES L4

MANAGE TESTING ACTIVITIES

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JPK

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Duty MONITOR SPECIFICATION STATUTORY REGULATION VERIFY DESIGN CODE VERIFY HSE COMPLIANCE

ACTIVITY VERIFY ACCEPTANCE & REJECTION CRITERIA L4 WORK PROCEDURES AUDITING L5 VALIDATE PROJECT NONCONFORMANCE L5 VERIFY PRODUCT FINISHING L4

L4 DEVELOP INSPECTION & TEST PLAN L4

L4 VERIFY QC TOOLS & RQUIPMENT L4

MANAGE QUALITY CONTROL PROCESS

MANAGE STAFF & VENDOR PERFORMANCE

ADMINISTER TECHNICAL TRAINING L5

EVALUATE SUBORDINATE PERFORMANCE L5

SUNORDINATE WORK ASSIGNING L5

VERIFY VENDOR PERFORMANCE L5

PERFORM RESEARCH DEVELOPMENT ACTIVITIES

TROUNLESHOOT TECHNICAL & NON-TECHNICAL PROBLEM L4 SOP DEVELOPMENT L5 BUDGET ALLOCATION L5 VERIFY FACILITIES & EQUIPMENT REQUIREMENT L4

TECHNICAL REAEARCH

PRODUCT DEVELOPMENT

VERIFY PRODUCT ANALYSIS

L5 WORK STANDARD PROCEDURE L4 ADMINISTER PROCUREMENT L5 EQUIPMENT MAINTENANCE L4

L5 PRODUCT SPECIFICATION REVISION L5 PROJECT ESTIMATION L5 FACILITY & EQUIPMENT LICENSING L5

L5 MONITOR SOP IMPLEMENTATIO N L4 RESOURCES COSTING L5

R&R and Clustering work activity to develop Competency Unit(CU)

ADMINISTER POLICIES & PROCEDURES

PLAN DEPARTMENTAL EXPENDITURES MANAGE FACILITIES & EQUIPMENT

DEVELOP QC MARKETING PLAN

MARKET SURVEY

PROJECT DELIVERY L5 VERIFY PROJECT CONFORMANCE L5

L5 VERIFY TESTING METHOD L4

SUBORDINATE WORK ASSIGNING L5 VERIFY TESTING RESOURCES L4

MANAGE TESTING ACTIVITIES

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JPK

EXAMPLE OF R&R AND CLUSTERING WORK ACTIVITY TO DEVELOP CU

POLICIES & PROCEDURES ADMINISTRATION SOP DEVELOPMENT PPRODUCT SPECIFICATION REVISION WORK PROCEDURES AUDITING

MANUFACTURING SPECIFICATION VALIDATION VALIDATE PROJECT NON PERFORMANCE VERIFY ACCEPTANCE & REJECTION CRITERIA

CU Title

WORK ACTIVITY

WORK ACTIVITY

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POLICIES & PROCEDURES ADMINISTRATION SOP DEVELOPMENT

MANUFACTURING SPECIFICATION VALIDATION VALIDATE PROJECT NON PERFORMANCE

MANUFACTURING MARKETING DEVELOPMENT FACILITY & EQUIPMENT LICENSING MARKET SURVEY

MANUFACTURING COSTING ADMINISTRATION BUDGET ALLOCATION

STAFF & VENDOR PERFORMANCE MANAGEMENT EVALUATE SUBORDINATE PERFORMANCE VERIFY VENDOR PERFORMANCE

MANUFACTURING RESEARCH & DEVELOPMENT TECHNOLOGY RESEARCH

PPRODUCT SPECIFICATION REVISION WORK PROCEDURES AUDITING

ADMNISTER PROCUREMENT PROJECT ESTIMATION

PPRODUCT DEVELOPMENT

PROJECT DELIVERY

ADMN ISTER TECHNICAL TRAINING SUBORDINATE WORK ASSIGNING

VERIFY PRODUCT ANALYSIS

RESOURCES COSTING

The example of clustering/mapping the competency unit to determine the desired level of competency units Pressurized Equipment Manufacturing Level 5
Group list Approach use this approach to show groups and sub-groups of information, or related area or sub area of job functions in a Main Function, encapsulate the process, workflow, corresponds to vertical job area where emphasizing hierarchical & multiple list of information

verify design code

monitor sop implementati on

Codes & Standard verification

verify hse compliance

Example of Job Analysis the process to determine or Identify competency Unit Pressurized Equipment Manufacturing Level 4

troubleshoot technical & non-technical problem work standard procedure

The example of clustering/mapping the competency unit to determine the desired level of competency units Pressurized Equipment Manufacturing Level 4
Redial Venn Approach Use this approach to show overlapping relationships and relationship to a central idea in a cycle, Encapsulate process, workflow & corresponds to central job area where work well for emphasizing Main Job Area function

Manufacturing Technical support

technical support

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POLICIES & PROCEDURES ADMINISTRATION SOP DEVELOPMENT

MANUFACTURING SPECIFICATION VALIDATION VALIDATE PROJECT NON PERFORMANCE VERIFY ACCEPTANCE & REJECTION CRITERIA

MANUFACTURING MARKETING DEVELOPMENT FACILITY & EQUIPMENT LICENSING MARKET SURVEY

MANUFACTURING COSTING ADMINISTRATION BUDGET ALLOCATION

STAFF & VENDOR PERFORMANCE MANAGEMENT EVALUATE SUBORDINATE PERFORMANCE VERIFY VENDOR PERFORMANCE

MANUFACTURING RESEARCH & DEVELOPMENT TECHNOLOGY RESEARCH

PPRODUCT SPECIFICATION REVISION WORK PROCEDURES AUDITING

ADMNISTER PROCUREMENT

PPRODUCT DEVELOPMENT

PROJECT DELIVERY

PROJECT ESTIMATION

ADMN ISTER TECHNICAL TRAINING SUBORDINATE WORK ASSIGNING

VERIFY PRODUCT ANALYSIS

RESOURCES COSTING

The example of clustering/mapping the competency unit to determine the desired level of competency units Pressurized Equipment Manufacturing Level 5
Group list Approach use this approach to show groups and sub-groups of information, or related area or sub area of job functions in a Main Function, encapsulate the process, workflow, corresponds to vertical job area where emphasizing hierarchical & multiple list of information

JOB PROFILE CHART (JPC)


SECTOR SUB SECTOR JOB AREA JOB LEVEL
competency
CORES & STANDARDS VERIFICATION

MACHINERY & EQUIPMENT PRESSURISED EQUIPMENT FABRICATION, PIPING & PIPELINE FABRICATION & MANUFACTURING WELDING INDUSTRY

PRESSURIZED EQUIPMENT MANUFACTURING FOUR (4) JOB AREA CODE


Competency unit
MANUFACTURING TECHNICAL SUPPORT FACILITIES & EQUIPMENT MAINTENANCE MANUFACTURING QUALITY CONTROL

ME-210-4

CORE
SLR-XXX-01 SLR-XXX-02 SLR-XXX-03 SLR-XXX-04

TESTING VERIFICATION

MANUFACTURING DATA REPORT(MDR) DOCUMENTATION SLR-XXX-06

SLR-XXX-05

ELECTIVE
The Example of Job Profile Chart for Pressurized Equipment Manufacturing Level 4 Panels concluded that no elective competency unit for this level of job area

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JOB PROFILE CHART (JPC)


SECTOR SUB SECTOR JOB AREA JOB LEVEL
MACHINERY & EQUIPMENT PRESSURISED EQUIPMENT FABRICATION, PIPING & PIPELINE FABRICATION & MANUFACTURING WELDING INDUSTRY PRESSURIZED EQUIPMENT FABRICATION/MANUFACTURING FIVE (5) JOB AREA CODE ME-210-5 COMPETENCY UNIT
POLICIES & PROCEDURES ADMINISTRATION
SLR-XXX-01

COMPETENCY

CORE

MANUFACTURING SPECIFICATION VALIDATION


SLR-XXX-02

MANUFACTURING MARKETING DEVELOPMENT


SLR-XXX-03

MANUFACTURING COSTING ADMINISTRATION


SLR-XXX-04

STAFF & VENDOR PERFORMANCE MANAGEMENT


SLR-XXX-05

ELECTIVE

MANUFACTURING RESEARCH & DEVELOPMENT


SLR-XXX-07

The example of Job Profile Chart for Pressurized Equipment Manufacturing Level 5 Panels concluded that there are core and elective competency unit for this level of job area

Level of Competency

Sector of Job Area JOB PROFILE CHART (JPC)


SECTOR SUB SECTOR JOB AREA JOB LEVEL
COMPETENCY

GREEN TECHNOLOGY

Sub Sector of Job Area Job Area describes Job Function Unique ID for Job Area
COMPETENCY UNIT

ENERGY- SOLAR PHOTOVOLTAIC SOLAR INTSTALLATINS & MAINTENANCE


TWO (2) JOB AREA CODE EE-210-2

SITE SURVEYING

CORE
SLR-XXX-01
Sector of Job Area
PV PANEL SYSTEM CABLING

CONTROLLER INSTALLATIONS

DISTRUBUTION BOX MOUNTING

INVERTER INSTALLATIONS

SLR-XXX-02
STRUCTURAL INTEGRITY TESTING

SLR-XXX-03

SLR-XXX-04

Competency Unit

SLR-XXX-05
SINGLE PHASE ELECTRICAL WIRING

SLR-XXX-05

ELECTIVE

Competency Unit Type

SLR-XXX-07

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Competency Profile Analysis


The competency profile analysis is a process to determine the Work Activities and Performance Criteria involved in each Competency Unit. The scope, coverage and the delimitations of the competency will be summarized by the CU descriptor. This analysis will be compiled into a Competency Profile.

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Competency Profile (CP)


Sub Sector Job Area Level

HEALTH AND WELLNESS SERVICES/COMPLEMENTARY THERAPY FOOT, HAND AND EARS REFLEXOLOGY THREE(3)
CU Code
SLR- XXX-01

Abstract from Occupational Area Analysis


Performance Criteria
1.1 Basic Health Information is ascertain in accordance to guidelines. 1.2 Indication and contraindication of foot reflexology distinguished 1.3 Type of foot reflexology services in accordance to premise policies 1.4 Good cliental communication is applied 2.1 Foot reflexology work area determine in accordance to authority body in regard of emergency procedures 2.2 Workplace environment and safety, personal protective equipment for work activities appropriately selected. 3.1 Safe keeping of client belongings is addressed in accordance to premises policies 3.2 Tools and materials selected in accordance to client requirements 3.3 Good cliental communication is applied 4.1 Foot reflexology is carried out safely in accordance with foot reflexology procedure, anatomical location ,using suitable techniques and medium which is applicable 4.2 Housekeeping up kept in accordance with premise policies 5.1 Foot reflexology conducted according to time/ duration allocated 5.2 Supervision of client is carried out 5.3 Client confidentiality maintained 5.4 Changes in sensory parameters detected 6.1 Effectiveness of foot reflexology in accordance to clients requirements 6.2 Client home care guidelines and practices are advised in accordance with clients needs 7.1 Responsive feedback from client recorded 7.2 Clients record updated

CU Title
1. Foot reflexology

CU Descriptor
This competency unit describes the skills, knowledge and attitude requirements in foot reflexology. Its work in promote relaxation, improve blood circulation, relieve stress and tension. The reflexology treats the whole person by focusing on areas of the feet up to ankle which correspond to different organs and systems on the body. The person who is competent in foot reflexology shall be able to assess client foot reflexology requirements, prepare foot reflexology work area, prepare clients foot reflexology, perform foot reflexology, monitor foot reflexology procedure, evaluate foot reflexology services and record treatment details in accordance with foot reflexology procedure.

CU Work Activities
1 Assess client foot reflexology requirements

Abstract from Job Profile Chart

2 Prepare foot reflexology work area

3 Prepare Client foot reflexology

Perform foot reflexology

5. Monitor foot reflexology procedure

6. Evaluate foot reflexology services

7. Record treatment details

LWA work cycle concept

Cont

67

Explanation of CU descriptor
CU Descriptor
It clarifies the title by describing the workplace function. The descriptor provides more information on the content of the unit and the skill areas it addresses, including any pre-requisite skills and licensing requirements.

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Develop CU Descriptor
Clarify the title by describing the scope, coverage and delimitation of competency. The intent of the competency unit outline what is to be done in the workplace functions( holistic aspect ) The descriptor provides more information on the content of the unit and the skill areas it addresses, including ant pre-requisite skills and licensing requirements

Cont

Develop CU Descriptor
Start each unit descriptor with consistent wording This competency unit describes the skills, knowledge and attitude in UNIT TITLE describes the outcome required to/may indicate various environments, complexities and situations in which the skills and knowledge may applied, follow by a brief statement defining focus on the competency unit The second paragraph describe the relationship of the unit with any others units of competency include pre-requisite and performance standard requirements. The person who competent in . UNIT TITLE .. shall be able to working activities/element of competency in accordance with .pre-requisite and performance standard requirements.

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Example Of Descriptor for Competency Unit Title of Policies and Procedures Administration
This competency unit describes skills, knowledge and attitude in policies and procedures administration in developing Standard Operating Procedure, product specifications and work procedures. The policies on work place safety practice with compliance to OSHA regulation and organizational standard practice. The person who is competent in policies and procedures administration shall be able to identify standard policies and administration procedure, plan its implementation, develop SOP, review product specifications, audit work implementation procedure, evaluate its implementation and produce control record in accordance with statutory regulation requirements.

Example Of Descriptor for Competency Unit Title Of Foot Reflexology

Consistent wording of CU descriptor

Summary of performance criteria

This competency unit describes skills, knowledge and attitude in foot reflexology. Its work in promote relaxation, improve blood circulation, relieve stress and tension. The reflexology treats the whole person by focusing on areas of the feet up to ankle which correspond to different organs and systems on the body. The person who is competent in foot reflexology shall be able to assess client foot reflexology requirements, prepare foot reflexology work area, prepare client foot reflexology, perform foot reflexology, monitor foot reflexology procedure, evaluate foot reflexology services and record treatment details in accordance with foot reflexology procedure.
Consistent wording of CU descriptor Summary of work activities

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Explanation of work activities


Work Activities Work activity is part of work cycle which should be categorised into setting goals, planning, execution & monitoring, evaluation and feedback

Develop Work Activities


Every CU must complete all 5 Cycles work activities The 5 Cycles of competency work activities are 1) Setting Goals; 2) Planning; 3) Execution & Monitoring; 4) Evaluation and 5) Feedback CUs work activity statement is developed using Verb + Object + Qualifier format. Verb used must be in line with Blooms taxonomy, in order to avoid difficulty in developing CoCU (applied skills). Each work activity shall result in one or more Performance Criteria The work activities will result in product(s), service(s)

or decision(s)

Cont

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Develop Work Activities


Setting Goals : Initial activities must fulfill the objectives of the first cycle that determine the desired and required outcome of the work process or competency Planning: this stage fosters the development of organization and conceptual skills such as methodologies, schedule, cost estimation, tools & materials, resources and manpower to be used for work activity Execution & Monitoring: the actual execution of the job is done and continuous monitoring of work progress is carried out. In work competency concept, this area of activities shall include Task Skills, Task Management Skills, Contingency Skills, Transfer Skills and Environmental Skills

Cont

Develop Work Activities


Evaluation : work activities outcome is achieve the desired standard and requirements, the work activities and product must be evaluated in compliance with specification or manual Feedback: this important cycle is where the feedback will determine whether the outcome is sufficient and according to standard. The cycle can be defined as to measure the standardized operation; gauge measurements against requirements and innovate to meet requirements and increase productivity

Cont

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Example Of CU work activities


Work Activities for CU title of Foot Reflexology 1. 2. 3. 4. 5. 6. 7. Access client foot reflexology requirements. Prepare foot reflexology work area Prepare Client foot reflexology Perform foot reflexology Monitor foot reflexology procedure. Evaluate foot reflexology services Record treatment details

Explanation of performance criteria


Performance Criteria Performance Criteria is a criterion to specify the outcomes with regards to the accomplishment of the job function that meets the standard. Each work activity may comprise more than one performance criteria.

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Definition Of Performance Criteria


Performance Criteria is a criterion to specify how to ensure the outcomes of the competency unit have been achieved with regards to the accomplishment of the job function that meets the standard

Develop Performance Criteria


The statement of performance criteria is usually written in passive voice Performance criteria are evaluative statement which specify what to be assessed and required levels of performance It is the specification of the outcome of the activities, skills, knowledge, attitude, safety and environmental requirements reflecting evidence of competence performance The statement of performance criteria maybe highlighted with the critical terms and phrases or range to reflect the boundaries or explanation of required competent performance The statement should comprise of object and criteria. In case of the criteria is not clear enough, the condition must be spell out.

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Example Of CU performance criteria


Performance Criteria for CU Title of Foot Reflexology, work activity of
1. Assess client foot reflexology requirements 1.1 Basic Health Information is ascertain in accordance to guidelines. 1.2 Indication and contraindication of foot reflexology distinguished in accordance with code of practice 1.3 Type of foot reflexology services determined in accordance with regulatory requirements.

object
1.4 Good cliental communication is applied 2. Prepare foot reflexology work area 2.1 Foot reflexology work area determined in accordance with regulatory requirement in regardof emergency procedures 2.2 Workplace environment and safety, personal protective equipment for work activities appropriately selected.

criteria

condition

range

81

EXERCISE :
cont Example Of CU performance criteria
Performance Criteria for CU Title of Foot Reflexology, work activity of
3. Prepare client foot reflexology 3.1 Safe keeping of client belongings is addressed in accordance to premises policies 3.2 Tools and materials selected in accordance to client requirements. 3.3 Good cliental communication is applied 4.1 Foot reflexology is carried out safely in accordance with foot reflexology procedure, anatomical location, using suitable techniques and medium which is applicable. 4.2 Housekeeping up kept in accordance with premise policies

4. Perform foot reflexology

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EXERCISE :
cont Example Of CU performance criteria
Performance Criteria for CU Title of Foot Reflexology, work activity of
5. Monitor foot reflexology procedures 5.1 Foot reflexology conducted according to time/ duration allocated 5.2 Supervision of client is carried out 5.3 Client confidentiality maintained 5.4 Changes in sensory parameters detected 6.1 Effectiveness of foot reflexology in accordance to clients requirements 6.2 Client home care guidelines and practices are advised in accordance with clients needs 7.1 Responsive feedback from client recorded 7.2 Clients record updated

6. Perform foot reflexology

7. Record treatment details

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Standard Practice
The Standard Practice Introduction should include LITERATURE REVIEW and JUSTIFICATION OF THE NOSS Others elements of the Standard Practice can be abstract from the Occupational Structure, Occupational Area Analysis, Job Analysis, Competency Profile Analysis It is to be reviewed and refined during validation of contents

Standard Practice Development


The Standard Practice (SP) is a section of the NOSS document that indicates a career path guideline for a particular profession. The content covers: 1. Introduction * Literature Review * Justification of the NOSS Occupational Structure Description of Competency Levels Malaysian Skills Certification Occupational Definition Job Competencies Working Condition Employment Prospect Training, Industrial/Professional Recognition, Other Qualifications & Advancement 10. 11. 12. 13. Sources Of Additional Information Endorsement Acknowledgement NOSS Development Committee for Job Analysis Session 14. NOSS Development Committee for Competency Profile Analysis Session 15. NOSS Development Committee for Competency Unit Curriculum Analysis Session

2. 3. 4. 5. 6. 7. 8. 9.

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CoCU is part of NOSS document which describe the curriculum details and how the competencies must be delivered and assessed. The development of the CoCU is a further breakdown of Competency Profiles. The CoCU shall be prepared in the standard format and layout specified.

Cont

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Develop Curriculum of Competency Unit ( CoCU )


The CoCU will be done based on the information of the Competency Profile. Its enable standardized curriculum to be applied throughout the accredited training centres The CoCU component includes Related Knowledges, Applied Skills, Delivery Mode, Training Duration (total training hours), Credit Hours, Assessment Criteria, TEM, Attitude, Safety and Environmental Requirement, Employability Skills and references will be developed.

CoCU Components
1. 2. 3. 4. Sub Sector Job Area Competency Unit Title Competency Unit Identification 5. Competency Unit Descriptor 6. Work Activities 7. Training Duration 8. Credit Hours 9. Applied Skills 10. Related knowledge 11. 12. 13. 14. 15. 16. 17. 18. 19. Attitude Safety Environmental Training Hours Delivery Mode Assessment Criteria Core Abilities Social Skills Tools, Equipments & Materials 20. References

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Abstract performance criteria from CP and insert into column of applied skills

Analyze performance criteria to determine Applied Skills for the work activity

Develop applied skills follow Active Statement format( add verb in front of the applied skills )

Applied Skills development process

Analyze applied skills statement to determine related knowledge

Abstract applied skills statement from column of applied skill into the column of related knowledge

Listing the APPLIED SKILLS statements

Obsolete the action verb and review the applied skills to develop related knowledge statement

Analyze applied skills statement to determine assessment criteria

Listing he RELATED KNOWLEDGE statement

Related Knowledge development process

Assessment Criteria developmen t process


Listing the ASSESSMENT CRITERIA statement
91

Develop assessment criteria statements mapping the work activity

Example Of CoCU related knowledge & applied skills


Work Activity 1.1 Identify aromatherapy massage requirements i. ii. iii. Related Knowledge New or regular clients with routine or special needs Female or male clients People from a range of social, cultural and ethnic background and with varying physical and mental abilities Required massage style Determine new or regular clients with routine or special needs ii. Determine female or male clients Iii Determine people from a range of social, cultural and ethnic background and with varying physical and mental abilities iv. Determine the client massage style i. Applied Skills

iv.

92

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Applied Skills
Skills which include the ability to perform work activities

Related Knowledge
Knowledge required to perform in an informed and effective manner

Attitude
Statement that can be observable and measurable which related to the work activities and environmental aspect

EXAMPLE :
- Keep the documents neat and tidy - Ensure components specification is according to required specification - Meticulous in preparing inverter installation planning - Wear appropriate PPE - Handle equipment with car

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Safety
Required aspects and measures to accomplish each work activity and according to relevant statutory body(where applicable), its should be observable and measurable related to the work activities

EXAMPLE :
- Prevent from electrical shock during testing - Check testing equipment in good condition - Follow Standard Operating procedure to acquire manuals and specifications - Avoid wrong selection of tools and equipment to carry out mounting and cabling activities

Environmental
Environmental and protection aspect must be considered in the development of competency unit Abstract from NCS Green Technology profile

EXAMPLE :
- comply to health and safety standards - manage waste - energy saving - healthy lifestyle

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Example Of CoCU Attitude, Safety & Environmental requirements


Work Activity 1.1 Identify aromatherapy massage requirements i. Related Knowledge New or regular clients with routine or special needs ii. Female or male clients iii. People from a range of social, cultural and ethnic background and with varying physical and mental abilities iv. Required massage style Determine new or regular clients with routine or special needs ii. Determine female or male clients Iii Determine people from a range of social, cultural and ethnic background and with varying physical and mental abilities iv. Determine the client massage style i. Applied Skills Attitude / Safety / Environmental

Attitude: i. Keep clients massage profile privacy ii. Client range of social, cultural and ethnic background demined correctly Safety: i. Responsible identifying clients sexual to determine necessary aromatherapy massage treatment plan ii. Avoid wrong selection or determine wrong treatment specifications

97

Assessment Criteria
All the related knowledge, applied skills, attitude, safety and environmental requirements of the expectation should be assessed; List of critical elements to be assessed to achieve work activities The statement should comprise of object outcome and criteria. In case of the criteria is not clear enough, the condition must be spell out. Object + Qualifier + Past tense verb Can use preposition is, are, of

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Example Of CoCU Attitude, Safety & Environmental requirements


Work Activity 1.1 Identify aromatherap y massage requirements i. ii. iii. vi. i. ii. iii. vi. Attitude i. ii. Safety i. ii. i. Clients treatment plan and adapting to accommodate changes in clients condition Clients medical history and medication record Clients sexual Social cultural and ethic of client background Clients desired massage style Client massage profile safely kept Related Knowledge Applied Skills Attitude / Safety / Environmental Assessment Criteria

ii. iii. iv. v. vi.

99

Training Hours
Time taken to perform activities Clustered all assessment criteria to determine the required training hours and delivery mode of the unit of competency Its ratio should be a breakdown of 30~50 (T) : 50~70 (P)
LEVEL 1 LEVEL 2 LEVEL 3 LEVEL 4 LEVEL 5 600 ~ 720 600 ~ 720 1220 ~ 1440 1220 + 3 months OJT 1220 + 3 months OJT

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Training Hours

1220 = 200 hours 6 CU 70 : 30 200 X 30 200


100 X 70 100

(P)140 : 60 (T)

Training Duration
Minimum training period Sum of training hours in 1 CU

Credit Hours
1 credit hour = 40 hours training duration (Theory + Practical)

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Delivery Mode
The selected mode to delivery training Related knowledge such as :Lecture, discussion, shop talk, question & answer, seminar and case study Applied skills such as :Demonstration, observation, simulation, role play and project

Core Abilities
Common abilities that trainees must possess to be prepared for the working environment Obtain core abilities profile from NCS Core Abilities state the required core abilities to perform each CoCU and remain the existing code numbers.

EXAMPLE :
01.01 Identify and gather information 02.01 Interpret and follow manuals, instructions and SOPs 03.05 Demonstrate safety skills Level 1 ~ Level 4 only

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Social Skills
Any skills facilitating interaction and communication with others Obtain social skills profile from DSD and determine the required social rules and relations are created, communicated, and changed in verbal and nonverbal ways

EXAMPLE : Ex:
Communication skills Interpersonal skills Teamwork

Tools, Equipment and Materials (TEM)


List of major and compulsory tools, equipments and materials required to complete a particular competency unit successfully NOT reflect to any brand/vendor in particular State the required ratio (Items : Trainees)

EXAMPLE Ex: :
Computer Printer 1:1 1:20

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References
List of references are such as:i) Books;
ii) iii) iv) v) vi) vii) Manuals; Journal; Standard Operating Procedures Web site Audio Visual Materials Acts, and Statutory Regulations

JPK

References writing format..


Use APA Format: Authors last name, first initial, (Publication date), Book title, Additional information. City of Publication and Publishing Company EXAMPLE : Ex:
Martin A. Green, Springer ( December 21, 2005 ), Third Generation. Photovoltaics: Advanced Solar Energy Convention ( Springer Series in Photonics ), ISBN: 13-978-3540265627

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References writing format ..


Internet: web address, title, date, access time Ex: http://www.pts.com.my, Time Management, 12 May 2011, 14:23 Journal: Ex: Yayasan Warisan Johor 1999. Jilid 111. Jurnal Warisan Johor, dalam.JSEAH. Vol. 10.April 1989

Curriculum of Competency Unit (COCU)


1
Sub Sector Job Area Competency Unit Title Competency Unit Descriptor Competency Unit ID Work Activities 1. i. ii. i. ii. Attitude : Safety : Environmental : Related Knowledge

Abstract from JPC Abstract from CP 2


Level Applied Skills

Training Duration Training Hours

Credit Hours Delivery Mode Assessment Criteria

Attitude / Safety / Environmental

3 Abstract from DSD Tools, Equipment and Materials(TEM)


Employability Skills Core Ability Items 1. 2.
JPK

Social Skills

Ratio( item trainees)

References 1.

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Curriculum of Competency Unit (COCU)


Sub Sector Job Area Competency Unit Title Competency Unit Descriptor Competency Unit ID Work Activities 1. Related Knowledge i. ii. Applied Skills Level Training Duration Attitude / Safety / Environmental Training Hours Credit Hours Delivery Mode Assessment Criteria

2
i. ii.

1. 2. 3.

Copy applied skills Paste onto related knowledge Delete verb 1. 2.

5 1
Copy PC from CP List down skill required
Attitude : Safety : Environmental : -

6
1. 2. Copy applied skills Past tense verb

Employability Skills Core Ability Tools, Equipment and Materials(TEM) Items 1. 2. References 1. Ratio( item trainees) Social Skills

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Click to add Text

NOSS Development

Compilation

Validation

Summit

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Ensure contents of NOSS document proofread and get consent of the Committee Members Ensure all element, amendment and contents recorded Apply facilitation skills

Validation and Proof Read


Proofreading process - check use of verbs - check spelling - check duplication of verbs - check consistency of terminology - check proper nouns (ex: Standard Operating Procedure) - any terminology not understood or commonly used - tasks statements that are too global in nature or too specific - tasks statements which do not start with measurable, transitive verbs - new tasks that were missed in the original session - consistency of font type, style and size according to format

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Ensure formatting of the NOSS documents compilation procedure followed Check service agreement or contract of NOSS development to ensure terms and condition adhered Use proper resources and appropriately compiled all documents Apply facilitation skills

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Ensure service agreement or engagement of Panel members for presentation provided Prepare all relevant presentation resources Apply facilitation skills Use the required presentation kit Endorsement procedures followed

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Circular the proofread copy to industry to get acknowledgement Compile all necessary acknowledgement or comments from the industry Use proper dissemination medium to get external validation and acknowledgement Apply facilitation skills

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Example Of NOSS Development


Job Area : ELECTRIC TRAIN MAINTENANCE Level : 4

Job Area : GARDEN MAINTENANCE Level : 3

Example Documents

Job Profile Chart

Standard Practice

Competency Profile

Curriculum of Competency Unit

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