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Technical Competency Assessment

The Centurion Systems Technical Competency Framework is based on the skill and competency exhibited by qualified individuals in the engineering field. CSL, being a leading technology transfer firm in Kenya, has the capability to offer customized technical competency assessment on a practical level.
Experience with a range of organizations shows that, when combined with an assessment of knowledge and experience, using competencies based on skill improves accuracy in assessing people’s suitability or potential for different jobs.  They help prevent interviewers and selectors from making hasty decisions or from assessing interviewees on the basis of characteristics that are not relevant to the job. They can be used to help structure the selection and recruitment process – interviews and tests.
Assessing a candidate against specific competencies clarifies their strengths and weaknesses; making it easier to target any professional development that may be needed should they be appointed.
Having the latest technology at our facility, our kits provide an environment similar to the industrial working conditions without the risk of damage to equipment and instruments. With Programmable Logic Controllers (PLCs), Variable Speed Drives, Pneumatics, Hydraulics, SCADA systems and Instrumentation training kits, Centurion Systems is well-equipped to provide the best skills and competency tests.

What is tested?
1.Knowledge.This is necessary to do the job and tends to be job related.  It includes professional knowledge and institutional knowledge.
2. Skills needed to perform functional roles. These include technical skills, management skills i.e. to manage resources and people (e.g. Lean production and value stream mapping, Total productive Maintenance, Reliability Centered Maintenance & Risk Based Maintenance).
3. Competenciesinfluence how well people apply their knowledge, technical and management skills.  CSL’s competency framework reflects the culture and values expected of staff to demonstrate in their roles.

How Centurion Systems uses Competencies in the Selection Process
1.    Job Description for the role and the Person Specification are provided by the organization.
These should already be available from the selection process. Developing a Job Description involves gathering information about the nature of the job, thinking not only about the content (i.e. tasks) making up the job, but also the job’s purpose, and how the position fits into the organization’s structure. It is also important to consider the skills and competencies needed to perform the role effectively. Based on these specifications, the relevant tests may be developed.
2.    Panel Interview
Knowledge on basic automation and motion control systems, strategic maintenance activities & condition monitoring practices, where applicable, is tested by a panel of qualified trainers at Centurion Systems.
3.    Assessment Exercises
Assessments can involve the use of a number of exercises and tests in order to build a more comprehensive picture of the candidate. As an engineering training centre, we have the highest predictive validity of all selection techniques.  Typically the practical assessment will last a day – some may be longer. Some are group exercises; others are completed on an individual basis.

The assessment involves:
•    Fact Find Exercise – Troubleshooting techniques
•    Analysis/Scheduling Exercise
•    Oral Presentation of work done-Communicating and Influencing
•    Creativity and Innovation in problem solving
•    Adaptability and Making Informed Decisions
•    Creativity and Innovation in coming up with solutions
Group Exercise – this will evaluate ability to work with a team on site.

1.    Determining whether the candidate can troubleshoot production machinery faults by going online – Siemens PLC S7-300 or other versions specific to the organization.
2.    Determining whether the candidate can add additional functions or modify the program to enable a production equipment to continue with production as a permanent solution to a problem is sort without compromising safety of personnel and the equipment.
3.    Determining whether the candidate can incorporate additional simple systems in a program; say add a measuring device, additional sensing devices etc. to work with an existing programmed machine.
4.    Determining whether the candidate can install, trouble shoot DC and A.C drives and configure to meet operational and technical requirements.
5.    Determining whether the candidate has a deep understanding of both relay logic circuits and PLC’S
6.    Determine whether the candidate can design simple ladder diagrams from scratch for controlling simple machines and incorporate safety interlocks.
7.    Determining whether the candidate is familiar with communication systems of various electric and electronic devices, how to store and utilize data generated including inputting formulas to generate some outputs (e.g. graphs, production output, machine utilization etc.)
8.    Determine whether is familiar with servo motors and drives and their operation (setting parameters) and maintenance.

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