13/02/2019
06 October 2014
Dear Dr Raymond Patel – merSETA CEO
RE: Competence v Proficiency Proposal
I trust that you are well.
I am not sure how familiar you are with Proficiency Training, but it seems like it is more known oversees.
This Concept definitely has merit and if understood and implemented correctly, will most definitely give a new dimension to standards and approaches to training and also the answer to upgrading the industry to an agreeable, relevant and acceptable baseline standard in training from where Proficiency can be launched.
This will ensure that peoples knowledge and skills can only improve that will make them more Proficient.
I implemented this concept at some mines in Northwest Province during the month of May 2014. This entailed alignment of material with Proficiency as well as Trainers with the PROFICIENCY methodology.
merSETA can become the leaders in this as well as the custodians of this concept.
Trust me there is nobody out there with my knowledge on Proficiency as I used it with great success that can be proofed from 2007 – 2010 on 258 Apprentices that were Proficient, Employable and Productive.
Kind Regards
Thank you so much.
Adam Loubser
[email protected]
TRAINING SUBJECT - PROPOSAL
COMPETENCE v PROFICIENCY
The quest for proficiency training/education to deliver proficient people is becoming a requirement as competence training failed miserably over the past 20+ years. Proficiency training is the only answer to existing incompetence that can delivers proficient people for the future. Proficient workers are motivated and driven because they will be managed by proficient management. (Artisans, Instructors, Lectures, Teachers, Managers, FET Colleges)
1. The level of competence is dependent on the standard and comprehensiveness of:
- Comprehensiveness and standard of Curricula
- Field of experience and ability of tutor to teach both the theoretical and the practical aspects at the required level
- The level of consistency, timeframe, difficulty and comprehensiveness of final assessment that must declare a person competent or not.
- There are many levels of competence, Because of the above mentioned variables that are not controllable and therefore make the process inconsistent and not measurable.
2. The acceptable and therefore required level of knowledge and skills are known and can be taught threw PROFICIENCY TRAINING that will make a person PROFICIENT for a specific OCCUPATION.
3. Such a person will become more PROFICIENT by Becoming EXPERIENCIER.
4. The level of PROFICIENCY will never drop but rather improve threw experience.
5. With Proficiency Training one acquires profound knowledge and skills that makes one a professional.
6. Proficiency = Sufficient (Knowledge), Efficient (Application)
7. Proficiency is a package which delivers PROFICIENT people Consistently that is Prepared, Equipped and developed to APPLY INTELLIGENT THINKING that will contribute by being more Loyal & Productive after basic training.
NOTE: The failure of Competence training to produce the required standard of artisans is evident when one looks at the stats which reflect the shortcomings in the Industry.
Diversity
The only way to achieve diversity is through PROFICIENCY. Proficiency works from the top downwards. Proficiency is a lead by example principle where everybody is equally responsible and committed to the same goal. Proficiency brings about:
- Unity, Harmony, Togetherness, Opportunities, Standardized Philosophy in Policies and Procedures, Transparent, Communication, Innovative Thinking Through Loyalty and Intelligent Thinking, Common Organisational Values
- The only way we can create a harmonious work environment is through PROFICIENCY
PROFICIENCY STAGES
1. Proficiency Flow – diagram.
2. What is Proficient?
3. What is Proficiency?
4. Why Proficiency?
5. Proficiency Curricula
6. Proficiency Tuition
7. Proficiency Training
8. Proficiency Presentation
9. Proficiency Material Development
10. Proficiency Application
11. Proficiency Assessment
12. Proficiency Accreditation/Recognition
CURRENT DILEMMA
1. The current dilemma IS AS A RESULT OF;
- Input and advice from so called Experts, Advisors, Specialists and Professionals with no or very little Hands-on experience and Knowledge because they are just copping or try to improve on what we are doing wrong for the past 50+ Years.
- Proficiency training/education and development should start with Basic Education.
