If you are evaluating our company through a PQQ (Pre-Qualification Questionnaire) or platforms like Constructionline and CQMS, you likely require evidence of our alignment with BS 8670-1:2021.

Following the introduction of the Building Safety Act 2022, the construction industry has shifted. It is no longer enough for a contractor to hold a valid CSCS card. True competence now requires a holistic combination of Skills, Knowledge, Experience, and Behaviours (SKEB), specifically regarding fire safety and structural integrity.

At CTC South West Ltd, we have moved beyond “compliance by certificate.” We have implemented a robust Competence Management System designed to meet the rigorous core criteria set out in BS 8670.

How we ensure safety on every project

To provide full transparency to our clients, Principal Contractors, and Building Control, we have published our internal framework below. Our system is built on three pillars:

A Rigorous Procedure: Our formal Competence Management and Training Needs Analysis Procedure defines how we identify and mitigate risks.
Role-Based TNA: A detailed Training Needs Analysis that defines exactly what “good” looks like for every role, from the Managing Director to our site operatives.
Live Competence Tracking: A Competence Register that ensures every individual on your site is not only qualified but is working within their proven limit of competence.

Transparent Compliance Documentation

We believe that safety is a collective responsibility. By sharing our procedures, we aim to provide our partners with the confidence that our team is trained to identify risks, follow specifications to the letter, and escalate concerns through the correct channels.

Explore our framework below:

Competence Management and Training Needs Analysis Procedure

(Generic construction company – aligned with BS 8670 and relevant UK building safety / building control expectations)

1. Purpose

This procedure defines how the company identifies, manages, records and reviews competence for employees and sub-contractors. It sets out how we ensure persons are competent for their role and the work they undertake, including where works may affect building compliance, fire safety interfaces, Higher-Risk Buildings (HRBs), and safety-critical elements (where applicable).

Competence is managed in accordance with the principles of BS 8670, recognising competence as a combination of Skills, Knowledge, Experience and Behaviours, and not determined by qualifications alone.

2. Scope

This procedure applies to:

All employees (including directors/senior management, managers, supervisors, operatives and labour)
Labour-only personnel (where engaged)
Sub-contractors and suppliers undertaking work under the company’s control
All projects and activities, including routine and non-routine work

It applies to:

Standard works and higher-risk activities
Projects involving HRBs (where applicable)
Work that may affect fire safety and/or safety-critical elements (scope dependent)

3. Definitions

Competence
The ability to perform work safely and effectively, demonstrated through a suitable combination of:

Knowledge (e.g., hazards, legal duties, standards, product/system information)
Skills (e.g., safe methods of work, use of equipment)
Experience (e.g., relevant exposure to similar tasks and environments)
Behaviours (e.g., compliance, communication, challenge, escalation)

Training Needs Analysis (TNA)
A role-based statement of competence requirements and how competence will be assured, evidenced and reviewed.

Competence Register
A live record confirming each person’s overall competence status for their role(s), including controls (if any), review dates, and the reviewer.

Higher-Risk Building (HRB)
A building falling within the HRB regime (where applicable). Additional controls and escalation routes apply.

Safety-critical elements
Elements or activities where failure to follow specification/instructions or failure in control could reasonably lead to serious harm or significant non-compliance (scope dependent). Where applicable, additional controls are applied.

4. Roles and responsibilities

Roles and responsibilities are defined within the Training Needs Analysis (TNA).
This procedure relies on the role definitions and accountabilities set out in the TNA and does not duplicate them here.

5. Competence management model

Competence is managed using two linked working documents:

Role-based Training Needs Analysis (TNA)
The TNA defines, for each role identified in the TNA:
- Competence areas required
- Requirement statements (what “good” looks like)
- Methods of competence assurance
- Typical evidence sources
- Review frequency / triggers
Competence Register (person-based)
The Competence Register records, for each person and each role they undertake:
- Overall competence status
- Controls/notes (where required)
- Last review date and next review date
- Reviewer (role/title)

This approach ensures competence is controlled by management decision supported by evidence, rather than relying solely on course completion.

6. Training Needs Analysis (TNA)

6.1 Establishing competence requirements

The TNA is the company’s primary reference for:

Role definitions and responsibilities (see Section 4)
Role-based competence requirements
How competence will be assured and evidenced
How frequently competence is reviewed, and what triggers earlier review

The TNA is developed using a risk-based approach and takes account of:

The company’s scope of work and typical hazards
Project/client requirements
Legal and regulatory expectations (including building safety / building control)
Interfaces between trades and contractors
The need for supervision and escalation routes

6.2 TNA review

The TNA is reviewed:

At least annually, and
On change, including where:
- Work scope changes (new trades, methods, or risk profile)
- HRB work is introduced or becomes likely
- Building control / client requirements change
- Significant incidents/near misses occur
- New plant, equipment, substances, or access systems are introduced

7. Competence assessment and confirmation

7.1 Evidence considered

Competence decisions are based on evidence appropriate to the role and risk, which may include:

Qualifications/training certificates (where relevant)
Induction records and task briefings / RAMS sign-offs
Supervision records and competence sign-offs (on-the-job training confirmation)
Toolbox talk / briefing records (including behavioural reinforcement and relevant building/fire safety awareness)
Observation notes and performance feedback
Quality checks, inspections, and records of working to specification (where applicable)
Incident/near miss records and learning actions
Project records (e.g., instructions, changes, communications, handover information) where used
Sub-contractor competence checks and monitoring records

Not all competence elements require formal training; supervision, experience and observation are valid means of assurance where appropriate.

7.2 Competence decision

For each person (and each role they undertake), an overall competence status is assigned:

Competent
Competent with controls (e.g., increased supervision, restricted tasks, mentoring, additional briefings)
Not competent (not permitted to undertake the role/task until controls close the gap)

Competence decisions are made by the responsible persons identified in the TNA (see Section 4).

7.3 Validity period and trigger events

A competence decision remains valid until the next planned review date recorded in the Competence Register, or until a trigger event requires earlier review (Section 9). This ensures competence is actively managed rather than assumed.

8. Competence Register

8.1 Purpose

The Competence Register is the primary working record demonstrating competence management and review. It provides an audit trail showing:

Who has been assessed
Which role(s) they undertake
Their current competence status
Any controls in place
Review dates and reviewer accountability

8.2 Register content

As a minimum, the Register records:

Name/identifier
Role(s) undertaken
Overall competence status
Controls/notes (if any)
Last review date
Next review date
Reviewed by (role/title)

Where an individual undertakes multiple roles, the Register records those roles and any controls relevant to those roles.

8.3 Management and access

The Register is controlled and kept current by the responsible persons identified in the TNA.
Records are retained in line with company document control arrangements and client/project requirements.

9. Review frequencies and triggers

9.1 Planned review intervals

Planned competence review intervals are set proportionately and recorded in the Competence Register, reflecting:

The level of risk associated with the role and tasks
The complexity of work and interfaces
The degree of supervision required
The stability of the role and work type

9.2 Trigger events requiring earlier review

Competence is reviewed earlier where any of the following occur:

Change in role or responsibilities
New work types, new systems, or new methods
HRB work introduced or likely (where applicable)
Work affecting fire safety and/or safety-critical elements (scope dependent)
New plant, equipment, substances, or access systems introduced
Incident, near miss, non-conformance, client concern, or enforcement activity
Evidence of poor performance, unsafe behaviours, or repeated non-compliance

Where a trigger event occurs, the Register is updated to reflect the review outcome and any additional controls.

10. Building safety, building control and work affecting fire safety

Where project scope or client requirements indicate additional building safety/building control expectations, competence management includes proportionate controls such as:

Confirmation that relevant persons understand escalation routes and information requirements
Clear limits of role scope and decision-making authority
Enhanced supervision and monitoring for higher-risk work
Ensuring works are carried out to specification, standards and manufacturer instructions
Identification, communication and control of changes that may affect compliance
Recording and escalation of deviations, uncertainties and non-conformances
Appropriate evidence capture via briefings, observations, quality checks and project records (where used)

This is applied proportionately and does not imply design competence unless explicitly required for the role.

11. Sub-contractor competence management

11.1 Pre-engagement checks

Sub-contractors are assessed prior to engagement for:

Relevant experience
Appropriate training/qualifications (where applicable)
Adequate supervision arrangements
Understanding and acceptance of RAMS, site rules, behavioural expectations and escalation routes
Ability to meet project/client requirements for information, quality and compliance (where applicable)

11.2 Project controls and monitoring

Sub-contractors are controlled through:

Site induction and task briefings / RAMS sign-offs
Monitoring and supervision proportionate to risk
Performance review and corrective actions for non-conformances
Removal from task/role where competence is not adequate

Sub-contractor competence is reviewed per project and ongoing where monitoring indicates concerns.

12. Records and document control

The following controlled records support this procedure:

Training Needs Analysis (TNA) (role-based requirements and responsibilities)
Competence Register (person-based competence confirmation record)
Induction and task briefing / RAMS sign-off records
Toolbox talk / briefing records
Supervision sign-offs / observation notes
Training/qualification records (where applicable)
Quality/inspection records (where applicable)
Incident/near miss records and learning actions
Sub-contractor competence checks and monitoring records

Records are retained in accordance with company document control arrangements and any client/project requirements.

13. Monitoring and continual improvement

This procedure and the competence system are reviewed:

At least annually
Following significant change, incidents, client feedback, or lessons learned
When new building safety/building control expectations apply to our scope of work

Improvements may include updates to the TNA, review intervals, evidence expectations, competence controls and oversight arrangements.

Training Needs Analysis

(Role-based competence requirements aligned with BS 8670 and relevant UK building safety / building control requirements)