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seminar theme and covered the Committees role and an overview of its work program. Ken Wells of Safe Gulf then gave a SEMS/SEMS II overview, highlighting key differen- tials, including an update on Safe Gulf safety orientation training requirements; while Charlie Williams of the Cen- ter for Offshore Safety looked at Impacts of SEMS/SEMS II on competence assurance. The session also included a facilitated discussion session entitled, One year on -SEMS/ SEMS II led by Phil Miller, Subsea & and Chairman, IMCA CNA Safety Environment & Legislation Subgroup. Additional presentations included Using IMCAs frame- work to demonstrate competence of employees and con- tract workers, given by David Moxey, ACE Winches and Vice Chairman, IMCA Competence & Training Core Committee; and the second, on Positive impacts of career development and competence assessment on personnel shortages, which saw Neil Evans of IMCA in the spotlight. A FRAMEWORK , NOT RULES IMCA ? rst developed a competence framework in 1999. It was, and remains, very de? nitely a framework, not a set of rules or standards. Since then we have seen acceptance and understanding of competence assessment grow globally. No longer do we have to spell out what it means in detail ? although having said that, earlier this year we produced a DVD available in English, Arabic, French, Indonesia, Ital- ian, Malay, Brazilian Portuguese, Russian, Latin Spanish and Tagalog, that looks at the Why?, What?, When?, How?, Where? and Who? aspects of competence (and we have also produced a poster echoing these six key points). As the DVD explains Competence assurance is a con- tinual process, it starts when you begin your career and continues until your retirement, it includes your training, your day to day work and may involve formal assessment in the workplace. Knowing your competence levels at any one time means you can demonstrate, maintain and fur- ther develop your pro? ciency through targeted training and on-going education.? IMCA has produced guidance documents for the as- sessment of over 50 positions, with additional guidance on assessor training. Freelance and agency personnel form an important part of the offshore workforce. IMCA helps OFFSHORE OPERATIONS 42 MNSeptember 2013MN Sept2013 Layout 32-49.indd 428/30/2013 9:29:31 AM
