Positively Changing the Perception of Competence and Personal Development in the Offshore Industry
Many people ask, “How can we change how competence and personal development are viewed in our industry?”
Competence has long been a major topic across the offshore energy and maritime sectors. The main questions often asked are: How do we know if someone is competent? and Who decides?
To answer these questions, we must look at several key factors that influence this decision.
The Process: How Competence Is Judged
Determining whether someone is competent relies on a robust and structured process with clear guidelines and standards. This process is built on independent verification of evidence submitted by an individual. The result is a clear decision on whether they are competent or not yet competent.
In the UK, and in many regions worldwide, learning and development standards exist to support assessment practice in vocational environments. Most offshore competence schemes are built on these long-established frameworks.
Working towards a Certificate of Competence is similar to working towards an accreditation such as a National Vocational Qualification (NVQ). It also forms a vital part of an individual’s continuing professional development (CPD).
Who Decides Competence?
There are clearly defined roles within the learning and development framework. These roles are supported by formal qualifications and ensure fair, consistent, and accurate assessment decisions.
The Qualified Assessor
The Qualified Assessor usually works in a supervisory role and plays one of the most important parts in any competence programme.
They must be occupationally competent, meaning they are qualified and experienced in the activities being assessed. The Assessor works directly with the candidate at the worksite, observing and questioning them on tasks that relate to defined standards of competence.
Many accredited training programmes exist to help organisations develop qualified Assessors on-site.
In some cases, there may not be a qualified Assessor present. In such instances, activities can be witnessed by another occupationally competent person in a senior or supervisory position related to the candidate’s role.
The Verifier
Verification is the quality check within the assessment process. It ensures that assessment decisions are fair, consistent, and supported by evidence.
Although not the focus of this article, verification follows established national standards and formal qualifications regulated by recognised awarding bodies.
Verifiers are usually shore-based and familiar with the assessed work. They may also form part of the organisation’s HR or learning and development team.
Many international operators choose to outsource verification to independent organisations specialising in competence certification. MTCS is one such organisation.
External Verification
When verifiers are internal to a company, an independent quality check adds value. It ensures that decisions are made impartially and in line with good assessment practice.
While external verification is widely accepted, it is important to recognise that many verification companies work across multiple industries. Offshore and maritime operations are highly specialised, so a one-size-fits-all approach is rarely suitable.
This is why many organisations choose to work with MTCS and similar companies that specialise in awarding Certificates of Competence for offshore personnel.
These organisations typically hold multiple accreditations in learning and development and often operate as satellite centres for major awarding bodies.
Positively Changing Perceptions
At MTCS, we often refer to a Competence Programme, but it can also be viewed as a vocational learning or continuing professional development (CPD) programme.
CPD is a familiar concept across many professions and provides reassurance that MTCS’s approach to competence within the maritime and offshore industries is built on recognised learning principles.
The ‘Who, What, Where, and How’ of Competence
While the industry follows well-established international standards, challenges still exist — particularly around who signs off competence documents, where, and how.
There is a perception that some candidates may get documents signed by anyone willing. While this can happen, robust verification and assessment practices include systems to check and validate signatories.
MTCS maintains a database of approved professionals qualified to sign candidate documentation. Ideally, these individuals are trained Assessors or approved technical authorities acting as reliable witnesses.
Understanding the Scope of Competence
A Certificate of Competence does not mean a person is skilled in every possible task within their role.
For example, the offshore ROV industry is vast and constantly evolving. It would be impossible for one person to be fully competent in all aspects, such as launch and recovery, maintenance, and repair.
The certificate confirms that assessment and verification have been completed against minimum industry standards. It does not replace the need for site-specific training when joining a new company or operating unfamiliar equipment.
When hiring, especially from the freelance market, employers should review both the certificate and the individual’s work history and experience.
Freelancers and Competence
Freelancers, individuals contracted for specific projects, are sometimes viewed as secondary to full-time staff. In reality, freelancers often bring a broad range of experience across equipment and operations, even if not always in one specific field.
While they may not have the same long-term exposure to a single role, freelancers can still meet required competence standards.
Unfortunately, freelancers are sometimes excluded from workplace learning programmes simply because assessors or supervisors are less familiar with them. However, good assessment practice is based on objective evidence, not employment status.
If a Supervisor observes competent performance from any individual, they can formally record it. They may not be able to make the final competence decision if they haven’t observed a full range of activities, but they can still provide valuable supporting evidence.
Many freelance professionals hold Grade Assessment and Individual Competence Assessment (ICA) certificates awarded by MTCS. These qualifications show their commitment to maintaining recognised professional standards.
Conclusion
The framework for continuing professional development and competence is well established across the offshore industry.
Its success relies on strong leadership, clear guidance, and a commitment from employers and agencies to promote competence throughout the workplace.
By following recognised standards and supporting the people responsible for assessment and verification, the industry can continue to build a safe, skilled, and competent workforce.
