1. PCB new Application and Assessment format for Registration – 2014 +

2. 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

3. 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

4. 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

5. 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

6. Written feedback to candidate
NYC
Application uses a defined skill & knowledge methodology
Application form includes self assessment
Application reviewed as normal by Chief Examiner against set definition of skill & knowledge levels
Mentorship Route to improve skill base 3 1 5
Development of Personal Learning Portfolio - PLP proof of experience and practice.
Oral assessment: and report confirms skill levels
Written assessment 4
Pass/C 2
NYC
Fail/NYC C
Certification & registration

7. Application form – Part 1:
Modified version of present application form -
Personal details, qualifications, employment history

8. Application form – Part 2:
Self assessment against matrix and skill definitions
NEW!

9. Application form – Part 3:
NEW!
Professional reference form template
We ask relevant questions

10. Documentation and Guidance:
2 detailed guides to support the application process
2. Step by step guide to completing the self assessment
1. Skill definitions and matrix

11. Step by step guide – detailed explanations:
The Matrix explained!

12. The Matrix explained:

13. Skill definitions – example:
Defined skills for each grade listed

14. Knowledge per grade explained:
Skill level expectancy at assessment graded!

15. Understanding the definition sets:
The guide explains in detail how you use the skill definitions

16. Calculating your knowledge level:
The guide explains how you calculate your skill level per category
Simple percentage calculation

17. Increasing knowledge and Proficiency:
OHTA training Modules (
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)

18. 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

19. Mentorship Model:
Mentorship scheme proposal under review

20. 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

21. 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.

22. 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

23. 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

24. 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

25. 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.