PCB new Application
and Assessment format
for Registration – 2014 +
Introduction:
• Modified registration system proposed
by SAIOH KZN PCB Assessors in 2011
• Weaknesses identified in the current
system
• Additional support guidance for
applicants
• Full backing and involvement by the
full PCB
Weaknesses identified in the present system:
• No defined requirements
• High registration failure rates
• No mentorship programme
• Present application form - summary of
educational qualification and employment
history
• Assessors lack full understanding of
candidate level of competency
The Model (1):
• Registration model based on competency levels
• Bench mark proposed skill requirements
against international standards
• Consider best practice models from industry
• Meet IOHA NAR registration requirements
• Develop a skills matrix
• Develop detailed skill definitions per grade
• Applicants perform a self assessment as part of
the application process
The Model (2):
• Knowledge or skill gaps identified
• Applicant sources additional learning and
practice prior to registration.
• Mentorship programme will support
development of practical skills
• Promote use of Personal Learning Portfolio as
part of assessment process
• Model promotes easier recording of oral
examination outcomes
NYC
Application uses a
defined skill &
knowledge
methodology
1
Application form
includes self
assessment
Development of
Personal Learning
Portfolio - PLP proof
of experience and
2
practice.
Written feedback to
candidate
Application
reviewed as
normal by Chief
Examiner against
set definition of
skill & knowledge
levels
Written
4
assessment
Mentorship
Route to
3 improve skill
base
5
Oral assessment:
and report
confirms skill
levels
Pass/
C
C
Fail/
NYC Certification & registration
NYC
Application form – Part 1:
Modified version of present application form -
Personal details,
qualifications,
employment history
Application form – Part 2:
Self assessment against matrix and skill definitions
Application form – Part 3:
• Professional
reference form
template
• We ask relevant
questions
Documentation and Guidance:
• 2 detailed guides to support the application process
1. Skill definitions and matrix
2. Step by step guide to
completing the self
assessment
Step by step guide – detailed
explanations:
The Matrix explained!
The Matrix explained:
Skill definitions – example:
Defined skills for each grade listed
Knowledge per grade explained:
Skill level expectancy at assessment graded!
Understanding the definition sets:
The guide explains in detail how
you use the skill definitions
Calculating your knowledge level:
• The guide explains how you
calculate your skill level per
category
• Simple percentage calculation
Increasing knowledge and Proficiency:
• OHTA training Modules (www.OHLearning.com)
• 4 SA based ATP’s registered
• SAIOH have adopted the OHTA qualification an
acceptable entrance requirement
• New Mentorship scheme based on BOHS concept
will be launched in conjunction with the new
assessment model (2014+)
• Increased meetings and workshops in all
provinces planned (this is the 1st one)
Mentorship Model:
• Draft proposal under consideration (developed)
• Simple - (based on similar model recently
implemented by BOHS)
• Natural occurrence where OH team operates
• Formalised records for internal system.
• Provide developing Occupational Hygiene
Practitioners with no access to skilled OH’s with
mentors
• Mentors will provide advice and support
development of practical competence
Mentorship Model:
Mentorship scheme proposal under review
Completing the self assessment form:
Result per category inserted
Motivation and
evidence listed to
support your rating
List of examples of evidence is provided in the
application form – self assessment appendix
Challenges of the new system:
• Application process more detailed
• Candidates populate the self
assessment questionnaire – longer
process
• System requires integrity and
honesty
• PCB Lead Assessors – increased time
needed to review application.
Advantages of the new system (1):
• Defined Skill sets
• Candidates know exactly what is expected of
them at all levels
• Definitions become guidance - a syllabus for
planned learning and development
• System is gap analysis tool – what are my
weaknesses?
• Candidates develop new skills where need is
identified
Advantages of the new system (2):
• Mentorship scheme promotes increased
competence
• Assessments become purpose built per grade
and candidate
• Measure by defined requirements
• Assessors gain deeper knowledge of
candidates and oral assessments can be
streamlined
The main outcome!
• Knowledgeable and competent
Occupational Hygiene Practitioners in SA
• Increase in successful registration at all
levels
• A level playing field with regard delivery
of skills
• Uniformity with International
practitioners
Next steps:
• Agreed trail period before full implementation –
starting November 2013 until November 2014
• Use trial period to elicit constructive feedback
from applicants, PCB and other involved parties
• Utilise trial period to finalise mentorship
programme and PLP documentation. Agreed
model implemented by December 2014.
• Modification of the Oral assessment system is
on-going as part of this process.