Qualification Matrix

In manufacturing plants, whether in the automotive industry or other fields, compliance with standards is vital, and in order to maintain a high level of performance and quality, and to keep up with increasingly complex technical requirements, the development and evaluation of employee skills is a basic element. The qualification or competency matrix provides a clear situation of personnel training and level, in order to correctly and efficiently plan the resources necessary for employee development.

The automotive sector, which operates under clearly defined standards, such as IATF 16949, recommends rigorous control over competencies, especially for those special processes or operations that have a direct impact on product quality.

The qualification or competency matrix is a document structured by processes, roles, skills and level of training, practically highlighting what each employee can and cannot achieve in a certain manufacturing process, indirect process or procedure.

The structure is clear, simple, easy to follow and update:

Critical production process steps or competencies are listed separately
All colleagues who are part of that team or area are included
The evaluation criteria (scale, percentage or description) are determined.

The classic model includes 4 levels:

Level 1 - Beginner or in training
Level 2 - Has been trained, but can only work under supervision
Level 3 - Qualified, competent and achieves his/her targets
Level 4 - Expert, can also train other employees

Here are some advantages in using the qualification or competency matrix:

Team flexibility, because the area or production manager knows at any time which employee can cover a certain task, equipment or process step
Increasing efficiency by optimally allocating people, depending on their actual level of training
Improving the level of training and systematic planning of trainings
Reducing the risk that work stations, processes, equipment are “discovered”
More prompt reaction to unexpected situations, for example absenteeism or unforeseen staff fluctuation, by replacing or rotating qualified employees
Identifying internal talents and creating a development-oriented culture in the organization personal and continuous learning.

In conclusion, the qualification or competency matrix is more than a requirement or standard to be met, it is the essential tool for developing and maintaining competencies at a high and competitive level.