The buzzword " competency-based training" has therefore become an integral part of our mindsets in recent years. But what does this term really mean?

The main problem with any training situation is, that competence is not visible. Simply counting the number of times an activity has been carried out or stating the number of semesters completed does not make the actual competence of an employee any more tangible. We are all too individual.

In order not to jeopardize patient safety, the nursing professions are very reluctant to assign independent tasks if they are not sure whether the student can actually do them. As a result, the training is not as efficient as one would hope. At the end of the training, when the student starts as a qualified nursing expert, the actual knowledge is below the level that could actually be achieved. This is also referred to as a skills gap.

This is precisely where workplace-based assessments with prepared come in. Through numerous feedback documentations integrated into the daily routine, usually in combination with the documentation of a learning objective, the actual competence (or the gaps therein) of each employee is clearly documented. Students can use the recorded learning objectives to fill existing gaps and thus successfully complete their skills catalog over time.

The current status of trainee can be exported each semester with the competence report or semester report. This contains self-assessments, supervised assessments and the learning objectives. The scope and format can be individually adapted for your department.

As a result, we have better trained nursing staff at the end of the training and the employer can save valuable time, as unproductive teaching, based on the "watering can principle" is a thing of the past.