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In order to implement a structured process for assuring competency across an industrial company or vocational institution, Competency Development Frameworks have to be established, related to real activities conducted in the work place and designed to meet the Required Minimum Competency Standards (Levels).
Competency Development Frameworks can be understood to represent the language of performance in an organization, articulating both the expected outcomes of an individual’s efforts and the manner in which these activities are carried out.
The individual could be a company employee or apprentice / trainee within a TVET Centre.
In designing a framework, care should be taken that only measurable components are included. It is important to restrict the number of competencies required to be acquired for any particular role and arranging them into Modules/Units of Competency containing like (similar) topics to make the framework more flexible and accessible to the users (Modular arrangement). The framework should contain definitions and / or examples of each competency.