Introduction

Competence is the foundation of effective security operations. ISO 18788 requires organizations to ensure that personnel are competent on the basis of education, training, skills, and experience. Competence must be identified, developed, assessed, and maintained to achieve the organization's strategic, tactical, and operational objectives.

A structured competence identification process aligns organizational goals with human resources, ensuring that the right people are selected, developed, and continuously improved.

Linking Competence to Objectives

1. Strategic Objectives

• Focused on long-term value and credibility: international certification, market leadership, and compliance with human rights and international law.
• Competence required: Leadership, governance, compliance, stakeholder engagement.

2. Tactical Objectives

• Translate strategy into departmental goals: training roll-outs, audit schedules, provincial deployment planning.
• Competence required: Divisional managers with skills in risk management, project execution, compliance oversight, and operational planning.

3. Operational Objectives

• The day-to-day activities that protect people, assets, and infrastructure.
• Competence required: Security guards, supervisors, and control room operators with technical skills, awareness of rules of engagement, incident reporting, and customer service.

The golden thread is clear: each objective requires defined competencies, flowing from boardroom strategy to frontline execution.

Competence Identification Process

Step 1: Job Description Development

Each role must have a Job Description (JD) aligned with international job grading methodologies such as:

• Paterson Job Grading (South Africa) - grading roles by complexity and decision-making.
• Hay Group Methodology - evaluating jobs by know-how, problem-solving, and accountability.

The JD defines:

• Responsibilities.
• Required knowledge, skills, and abilities (KSAs).
• Minimum qualifications and experience.
• Performance standards.

Step 2: Application Process & Candidate Screening

• Applicants are evaluated against the JD.
• Selection tools: CV screening, structured interviews, background checks, psychometric tests, and situational exercises.
• Only candidates who demonstrate alignment with job requirements progress.

Step 3: Skills Grid Analysis

• Candidates are mapped against a Skills Grid (competency matrix).
• Categories may include: Technical Skills, Compliance Knowledge, Leadership, Communication, Human Rights Awareness, Incident Management.
• Levels are scored (e.g., Novice, Intermediate, Competent, Expert).
• The best-fit candidate emerges not just from qualifications, but from alignment with role-specific competencies.

Step 4: Skills Audit of the Incumbent

• Once selected, the incumbent undergoes a skills audit (gap analysis).
• Tools: Training records, performance appraisals, on-the-job observation, self-assessments.
• Gaps are identified against the JD and skills grid.

Step 5: Gap Treatment - Training, Awareness, Communication

• Training: Formal courses (e.g., ISO 18788 awareness, human rights, incident reporting).
• Awareness: Regular communication on policies, SOP updates, security alerts.
• Coaching & Mentoring: Hands-on guidance from experienced supervisors.
• Certification: Accredited programs (ISO standards, security management certifications).

This ensures that employees not only meet initial requirements but also develop over time, supporting continual improvement of the SOMS.

Why Competence Identification Matters

1. Alignment with Objectives - Ensures staff capability matches organizational goals.
2. Transparency in Selection - Decisions are evidence-based, reducing bias.
3. Auditability - Documented JD, skills grid, and audit trail meet ISO 18788 requirements.
4. Gap Closure - Training plans directly address identified weaknesses.
5. Continual Improvement - Competence evolves as risks, technologies, and client expectations change.

Example Flow (End-to-End Competence Management)

1. Strategic Objective: Achieve ISO 18788 certification.
2. Tactical Objective: Build a compliance monitoring team.
3. Operational Objective: Train guards in incident reporting.
4. JD Development: Compliance Officer JD created using Hay Group evaluation.
5. Candidate Selection: Applicants screened against JD, mapped on Skills Grid.
6. Best Candidate Selected: Based on highest competence alignment.
7. Skills Audit Conducted: Identifies gaps in ISO knowledge and risk analysis.
8. Treatment Plan: Candidate enrolled in ISO 18788 awareness training and ongoing compliance mentoring.

Conclusion

Competence identification under Clause 7.2 of ISO 18788 is a structured, auditable process that ensures the right people are in the right roles, with the right skills, at the right time. By linking strategic, tactical, and operational objectives to job descriptions, job grading methodologies, skills grid analysis, and skills audits, organizations establish a transparent pipeline of competence development.

This approach transforms recruitment and training from a reactive HR exercise into a strategic enabler of risk management, compliance, and operational excellence.