Certification versus Competency
The question of Certification and Competency.
Certification is often accepted as inferring competence. But is that really true?
Most organizations have a need for some staff certification because they are engaged in operations that have health and safety risks and/or quality risks.
In “High Stakes” or “High Reliability” organizations the nature of their work has direct implications on the public. Obvious examples are Healthcare, Engineering, Air Travel.
Can competency be inferred from certification?
What is certification?
Certification covers a spectrum of education and training from school qualifications to training courses, tertiary and post graduate degrees and diplomas.
Certification versus Competency – We assume that when a certificate is issued the holder is competent in whatever the certificate is about. This may very well not be the case.
Certificates are issued for a number of reasons;
- To mark attendance at a course or event
- To mark completion of a programme
- To mark achievement of specified criteria – such as a pass mark in assessments
Does Certification mean Competence?
Certification versus Competency
Certification means qualification. But, having a qualification, by education or training, does not necessarily indicate that the person is competent. Competence means successful demonstration of all competencies in the qualification topic (s).
Training certifications often cover broad topics such as Change Management. For such certificates there is no guarantee that the participant will;
- have all the relevant knowledge
- be able to demonstrate the whole range of skills involved
- be able to apply this knowledge and skill appropriately in a different context from the training environment.
Educational qualifications are broader still. We can all relate to the many cases where a teaching degree does not mean its holder is competent teaching in the classroom.
Why is this?
The problem of training transfer
Certification is usually provided following a training course. Ideally it is just a certificate of attendance or completion. However this certification is often taken as competency.
Training transfer is the ability to apply learnings from an artificial training situation to practical problems on the job, on an ongoing basis.
Transfer of learning to workplace situations needs to cover cases where
- the tasks are more complex
- creative thinking is needed
- problem solving is needed
- learning must be adapted to changing circumstances.
Essentially it must be applied to tasks that are not identical to those in the learning environment. This requires recognition that there is a difference. Followed by understanding and the application of principles or rules to a new situation.
Aspects of training design that promote transfer3 are
- repeated practice
- avoiding cognitive overload – too much information
- use of multiple examples
- examples of errors
- activity based learning.
Nevertheless research shows that on average as little as 10% of learnings are transferred and used on the job1. Even in those cases where transfer is initially good (around 60%) use of learnings falls off dramatically after 6 months. A year later only half of the learnings are typically in use. 2
So it cannot be assumed that training certifications indicate competency.
For how long is certification valid?
This is a key question. Educational qualifications are assumed to last for many years despite the fact that our knowledge base is rapidly changing. In professional disciplines – especially healthcare – a system of continuing education credits is required for practising certification to be maintained. These credits are for course attendance, often on-line.
The problem is that the course content may not be absorbed well and may not transfer to the work situation. Continuing education does not guarantee competence.
For some activities that involve risk to life – such as CPR (cardio-pulmonary resuscitation) there is a requirement to demonstrate competence is maintained. This is done by knowledge test and skills demonstration. Certifications for such competencies typically last only 24 months, and some must be re-assessed annually.
What is a certificate of competency?
The term is frequently misused. It should denote competence in a particular skill set.
Competency certifications are very specific – for example CPR (cardio-pulmonary resuscitation), this is a competency with just a few specific knowledge points and behaviours/actions required for success. Certification is dependent on demonstration of these.
Certification Tracking
Most organizations have staff with mandatory certification requirements of some sort, even if only driving licenses for various vehicle types. In order to avoid risk and liability there should be a record of such certifications with expiry dates. A central reporting system and coloured heat map reports that show when certifications are current, nearing expiry or expired. Learn More
Managing & Tracking Certification and Competency
When multiple departments and functions are involved a competency management system is essential. Job tasks are analysed to determine the required knowledge and skills, and these are defined as competencies with observable standards. Regular assessment identifies any gaps. Competency information and assessment reports include links for staff to relevant learning resources.
Competence & Competency in Healthcare
Understanding Competence and Competency in Healthcare and Its Impact on Quality Care
Ensuring competence in healthcare is pivotal to ensuring quality care. Competence encompasses the array of skills, knowledge, and professional behaviors clinicians must possess from the onset of their careers and throughout their professional journey. Regulatory bodies play a crucial role in setting benchmarks for these standards, ensuring that clinicians meet the necessary requirements to provide high-quality care.
Clarifying Key Terms
A pressing challenge in healthcare has been the inconsistent use of the terms competency and competence. To address this, health institutions often undertake detailed analyses to establish clear definitions for these concepts. Competence generally refers to the combination of skills, knowledge, and judgment that nurses must demonstrate in their practice. While going further, competency includes the capability to apply these attributes effectively in various situations.
The Relevance to Quality Care
Competency is not just a theoretical construct; it directly influences the quality of patient care. By defining and maintaining high standards of competency, regulatory frameworks ensure that clinicians are not only knowledgeable but also adept at applying their skills in real-world settings. This affects everything from patient safety to improved health outcomes.
Ultimately, having clear and consistent definitions of competence helps regulatory bodies, healthcare institutions, and clinicians themselves focus on continuous development. This continuous improvement cycle ensures that heathcare staff remain capable and effective, thereby safeguarding the quality of care provided to patients.
Defining Competence in Healthcare
Competence and Competency definitions are used by Regulators
For Standardization and Clarity
- Uniform Standards: Establishing clear definitions ensures that all practitioners meet consistent standards, making it easier for regulators to assess qualifications and performance.
- Enhanced Communication: With standardized language, communication between regulatory bodies, educational institutions, and healthcare providers is streamlined, reducing misunderstandings.
Evaluation and Assessment
- Objective Measures: Defined competencies provide specific criteria for evaluating a practitioner’s performance, leading to more objective and fair assessments.
- Tailored Training Programs: Regulators can use these definitions to guide the development of training and professional development programs, ensuring they address the necessary skills and knowledge.
Quality Assurance
- Benchmarking Excellence: With clear definitions, regulators can set benchmarks for excellence in practice, promoting high-quality care across the board.
- Continuous Improvement: Ongoing assessment against these standards allows for continuous improvement in the healthcare system, encouraging practitioners to strive for higher levels of competence.
Legal and Ethical Considerations
- Accountability Frameworks: Clearly defined competencies uphold accountability, enabling regulators to more effectively manage and mitigate legal and ethical challenges.
- Public Trust and Safety: With rigorous definitions and adherence to them, regulators assure the public of the safety and quality of care provided by certified professionals.
In summary, the precise definitions of “competency/competence” equip regulators with the tools needed to maintain high standards, ensure consistent care quality, and support ongoing professional growth.
References
1. Fitzpatrick, R. (2001). The strange case of the transfer of training estimate. Industrial-Organizational Psychologist, 39(2), 18–19.
2. Saks, A.M & Belcourt M. (2006)An Investigation of Training Activities and Transfer of Training in Organizations. HUMAN RESOURCE MANAGEMENT, Winter 2006
3. Hutchins, H.M & Burke, L.A. (2007) Identifying trainers’ knowledge of training transfer research findings – closing the gap between research