Building standards: professional competency framework for verifiers

Annex A: Interim Competency Assessment Process

1. Introduction and Background

This annex explains the steps involved in the interim competency assessment process for the building standards profession. An interim process is being put into place to support the profession to move towards an independent model of competency assessment by 2027.

The Workforce Strategy for the Building Standards Verification Service introduced the Professional Competency Framework for Verifiers (PCF) and the supporting Competency Assessment System (CAS) from 2021. For the first time, the building standards profession was defined through the definition of job roles to bring consistency to the profession, with specific competencies expected to be achieved by each person in their designated role.

The PCF and CAS strengthened how competency is managed by the profession and this new approach enabled every person to complete a skills gap analysis to understand the extent of their competence and where gaps should be addressed through training and experience acquisition on the job. This was a key development to support the profession to keep pace with wider expectations around competency across the built environment sector in the UK.

The importance of technical competency was raised further by the Grenfell Tower Inquiry’s Phase 2 report which was published in September 2024. The report confirmed that competency of technical professionals was found to be lacking and people were working outside the limits of their competence and understanding. The need for professionals to take responsibility for managing their competency and being accountable for their work is being addressed by all professions working in a construction-related role.

The UK government introduced the Building Safety Regulator (BSR) as part of reforms following the Grenfell Tower fire. In England and Wales, building control professionals are required to register with the BSR to perform the building control function. The building inspector competence framework (BICoF) sets out the competency requirements for the profession as delivered by both the public and private sectors. Registration with the BSR as a registered building inspector is required following an independent assessment of the individual’s competency against four classes of registration.

In Scotland, work is continuing through the Competency Steering Group (CSG) to update the current approach to competency assessment, where the line manager and job holder carry out a skills assessment to identify competencies and skill gaps. The decision, approved by the CSG, is to take a gradual approach with managed steps towards an independent assessment model for the profession.

The PCF and CAS have been revised and this introduces further change affecting the profession. Therefore, an interim assessment model is being introduced to support everyone to be assessed against a new set of five job roles, using a digital CAS with revised competencies and behaviours aligned with requirements for each role.

The interim process takes a step towards independent assessment of competency by introducing a peer review into the process and enabling each person to develop their own bespoke Competency Portfolio on the Skills Builder platform which provides the digital CAS.

Job roles to be assessed

Everyone in a technical professional delivery role as defined by the PCF is required to undergo assessment during the interim process.

Those who have an operational responsibility for decision making leading to the determination of building warrant applications and acceptance of completion certificate submissions must be assessed. Individuals who are in a purely managerial or administrative role with no direct involvement in technical decision-making are not in scope of the assessment process.

2. Interim Assessment Process

The interim assessment process builds on the current process established in 2021 but will require each person to develop a Competency Portfolio. Everyone in the profession will be mapped across to their appropriate job role and will see the competencies and behaviours for the role defined in the digital CAS.

The assessment is carried out by the line manager of the job holder with involvement from a Team Leader or Manager from another local authority to provide an impartial peer review of competency. A Peer Review Group has been established by LABSS which is based on membership of the regional Consortia. Assessor pairings are made on a random basis by drawing members from the Peer Review Group.

The interim assessment process consists of three parts.

Part One: Competency Portfolio

The job holder develops a comprehensive Competency Portfolio consisting of two elements; information recorded on the digital CAS (Skills Builder) and supporting evidence presented using a template.

The digital CAS element of the Competency Portfolio holds information on:

• assessment of competency levels
• professional and academic qualifications
• skills achieved
• training courses completed and planned
• continuing professional development (CPD) sessions

The Competency Portfolio Supporting Evidence template is where the job holder provides detailed evidence to support their assessment against each of the competency themes at the level applicable to their role.

The portfolio can be developed on a continual basis using the individual’s development plan. The Competency Portfolio can evolve over time between competency assessments.

The Competency Portfolio will be reviewed by two assessors. This is a more detailed approach than the skills assessment under the original CAS but it is designed to enable the job holder to produce a much more rounded portfolio to demonstrate their competency.

Part Two: Assessment of Portfolio

Assessor pairings are facilitated by LABSS and each assessor confirms they are content to carry out the assessment.

Any member of the assessor pair is able to raise a conflict of interest should they feel it is inappropriate for them to be involved in any assessment of competency. When this happens, another peer reviewer will be selected to ensure the assessor pairing is appropriate in each case. LABSS will manage the handling of conflict of interest issues raised by assessors and the reallocation of pairings.

To reduce the burden on Building Standards Managers and Team Leaders, the peer review group may include others in a senior role who mentor staff and are able to take part in assessor pairings. In every case, an assessor will be at least one grade higher than the individual being assessed. Assessor pairings can consist of individuals from different local authorities.

The job holder’s line manager agrees a date and time for a discussion with the peer assessor to review findings from the job holder’s Competency Portfolio. The line manager also sets the date and time for the Competency Interview with the job holder to ensure that the interview follows quickly afterwards and the process for the job holder is completed as efficiently as possible. The line manager is then able to proceed with other competency assessments for their team.

Prior to that meeting, the assessors review the Competency Portfolio presented by the job holder. Assessors review qualifications, training, experience and development of the individual in their role. A review of the portfolio is carried out individually by each assessor prior to the meeting of assessors to review findings.

Assessors use a template to record their observations and questions prior to the Competency Interview with the job holder. The questions relating to evidence in the portfolio are agreed to provide a basis for the Competency Interview. Before confirming arrangements for an interview, the Assessors may decide to ask for further information to be submitted. This step provides additional time for the job holder to gather sufficient information before attending the Competency Interview. This extra time is intended to ensure the job holder provides a fully detailed picture of how they have met the behaviours and competencies required for their role.

Part Three: Competency Interview

A professional discussion is held in an interview with the job holder and this is conducted by the assessors following the assessment of the job holder’s portfolio. The interview is held on MS Teams. Findings and recommendations are documented as evidence of the discussion to support the outcome decision by the assessors. Reasonable adjustments to the support an effective competency interview may be requested by the job holder to suit their requirements. The option of an in-person interview is available if this is preferred.

The interview lasts for around 45 minutes and is based on the findings from the initial review of the portfolio and seeks to confirm competency of the job holder with reference to the evidence provided. Both assessors must agree the outcome decision following the interview and have recorded their reasons for that decision.

The findings from the interview are recorded in writing in the outcome report which may be referred to by the job holder should there be a complaint about the process or an appeal about the outcome decision.

Scheduling

Assessors can review multiple Competency Portfolios in advance of assessment interviews, and similarly, multiple assessment interviews can be held on the same day to maximise the time available to the assessors and to complete the process as efficiently as possible.

Reporting

There are three outcome decisions available to assessors. These are:

• Competency Validated
• Competency Validated with conditions
• Defer Decision

The outcome decision is documented using a standard reporting template which is shared with the job holder. The job holder’s line manager completes the report and this is passed to the peer assessor for agreement and countersignature.

The outcome decision is recorded in the job holder’s development plan on the digital CAS. The date when competency is validated is also recorded. A decision to validate competency with conditions is appropriate when continuing mentoring or supervision is necessary to support the job holder. The level of mentoring or supervision may continue at the same level or the assessment outcome can be for this to be reduced or increased. If the outcome is to Defer Decision then the job holder must review their evidence based on feedback in the assessors’ report, update their Competency Portfolio and agree a re-assessment within three months of the date of decision from the interview.

If the job holder is not validated as competent in their job role then they are unable to carry out their duties without increased mentoring and supervision of their projects until competency is validated. The local authority, as the employer, should review performance in the role and put in place supportive measures to address the individual’s continuing employment.

Appeals

The interim competency assessment process is dependent on integrity and fairness to ensure there is trust in the process being delivered. The main parties involved, job holder and the two assessors, must avoid conflicts of interest to uphold trust in the process and the reputation of the Building Standards Profession.

A job holder who wishes to appeal the outcome decision following the Competency Interview should ensure that their appeal is submitted to LABSS within 21 working days of the date of the interview. The grounds for appeal are that due process was not followed correctly. Reasons explaining why the process was incorrect should be set out clearly by the job holder with reference to documentation as necessary.

LABSS will convene a panel consisting of three members of the Management Executive to consider the grounds for appeal and provide a determination within 10 working days.

3. Future Validation and Revalidation of Competency

The interim competency assessment process will ensure that everyone in the profession is supported to develop their Competency Portfolio and attend a Competency Interview by mid to late 2026. This process will validate the competency of individuals against the revised PCF and skills/competencies for their role as set out in the digital CAS.

This approach provides a step forward in competency assessment that offers a valuable review and feedback mechanism to support individuals to continue developing their knowledge, skills, experience and behaviours in advance of an independent assessment model from 2027.

A review of the interim assessment process will be carried out by BSD with involvement from SBSH and LABSS to understand the impact on individuals as well as the lessons learned from their experience. The review will mark the end of the interim process and will be designed to inform next steps.

Future competency management arrangements will build on the foundations of the interim assessment process using the PCF and CAS. Everyone will use the digital CAS to update their Competency Portfolio which will remain the cornerstone of the assessment.

The longer term arrangements for competency assessment will include an independent element and it is expected that the early assessments will be taken forward as a pilot to test the process and make refinements before a full rollout.

Assessment will validate competency for individuals in their role and set a timeframe for revalidation in five years (to be confirmed). This timeline would ensure everyone is assessed during the “standard” six year appointment period for a verifier.