What Is Competency Based Learning for

Reliability and Asset Management?

Terrence O'Hanlon

Introduction to Competency based learning (Cbl)

According to the Uptime Elements Dictionary for Reliability Leaders and Asset
Managers these definitions may be useful:

Competence (competent): The ability to apply knowledge and skills to achieve intended
results.

Competency: Knowledge, awareness, skills and abilities required to perform a task or job
safely and consistently to a required standard. The ability of the learner to achieve these would
render them Competent.

Competency-Based Learning (CBL): A cluster of related abilities, knowledge and skills that
enable a person or an organization to act effectively in a wide variety of job
situations.Learning techniques focus more on outcomes as observable behaviors. An Uptime
element.

In Uptime Elements Reliability Framework and Asset Management System, competency-

based learning [Cbl] creates a foundation for the reliability journey [RJ] and is designed to
ensure that your investment in people supports the achievement of the aim, organizational
objectives and strategic goals of the enterprise.

Competency based learning is used to:

• Develop reliability leaders at every level of the organization;

• Engage and empower stakeholders across the organization;
• Align behavior with the aim, organizational objectives and strategic goals;
• Maximize the people advantage to leverage technical and business process
advantages of the organization;
• Install a consistent language of reliability and asset management;
• Clarify job and work expectations;
• Hire the best people available;
• Adapt to change.
In the context of the Uptime Elements, competency-based learning is based on a
competency model, using the Uptime Elements Reliability Framework and Asset
Management System as that model

Leadership for Reliability Domain Uptime Elements

The Structure of an Uptime Elements Competency Based Learning System

In his book, The Fifth Discipline, Peter Senge outlines the five disciplines of a learning
organization. When designing your competency based learning system, much can be gained
by ensuring you are addressing all five disciplines in some way that is appropriate for your
organizational context.

1. Systems thinking
2. Mental models
3. Shared vision
4. Personal mastery
5. Team learning

Skills vs. Competencies

Just to be clear, let’s distinguish between skills and competencies. The two terms are
interrelated and are often (unfortunately) used interchangeably.
In its simplest terms, a skill defines a learned activity. Writing an email is a skill. So is flying
a fighter jet. Knowing which skills an employee has helps us understand which workplace
activities he or she is equipped to perform.

Competencies Are Bigger Than Skills

Competencies encompass the skills and proficiencies (knowledge, abilities, expertise) of job
performance. They are the cumulative fundamental knowledge and abilities or expertise
within a specific subject area.

High Reliability Organizations Core Business Practices

High Reliability Organizations Use Competency-Based Learning to

Encourage a Positive Company Culture
A positive company culture is a sign that the organization values and invests in their
employees. Many times, feeling valued as an employee means that the employee’s view of
their competency and performance aligns with the company’s expectations.

When competency gaps exist for certain employees, teams, or entire departments, that
difference in expectation versus reality begins to become clear, putting stress on
employees, managers, and leadership.

A competency model based on the Uptime Elements identifies the skills, knowledge and
characteristics needed to be an effective reliability leader and exercise reliability
leadership as a natural self-expression.
Below is an example of an Uptime Elements Competency Based Learning Roadmap from
Beta Corporations five year Asset Management Strategy and Plan.

Beta Corporations five year Asset Management Strategy and Plan.

Competency Based Learning Examples

Competition, market conditions and an aging workforce have made competency based
learning an imperative for many organizations if they are to survive.As these companies
go lean and take aggressive actions to reduce costs, the need to maintain the same or
higher levels of productivity with fewer people requires those who remain to have the
needed skills, knowledge and reliability leadership traits.

Hand's on digitalization strategy exercise

Why Not Just Train? The iForgetReliability Training Curve

After three days people forget more than 30% of the 'knowledge" they learned in training.

After seven days people forget more than 70% of the 'knowledge" they learned in
training.

Forgetting is not the learner's fault. People often forget because it was never actually
learned in the first place.
To learn, the brain builds on existing knowledge. That is why the practice available in
the Applied Learning Sessions from the Reliability Leadership Institute are critical
success factors in Reliability Leadership Competency Development.