Professional Documents
Culture Documents
19 January 2013
Leslie Scorgie
Like ALL Panel Members I am employed in the profession, I live and work locally in Aberdeen
Brief background to the PRI Purpose of the PRI Panel Routes to the PRI What you receive before the PRI What the Panel receives about you The set up of the Interview room Your presentation Basic dos and donts
Core questions Supplementary questions IOSH Code of Conduct Interview report What happens next
Questions
Background
PRI was introduced in 2005 Criteria; Clear Unequivocal Transparent Objective
Background
PRI was introduced in 2005 Criteria; Clear Unequivocal Transparent Objective
Is the same person who successfully completed the SDP / OB. Has successfully applied their H&S knowledge and skills in the workplace. Understands the value of the IOSH Code of Conduct / CPD
Is the same person who successfully completed the SDP / OB. Has successfully applied their H&S knowledge and skills in the workplace. Understands the value of the IOSH Code of Conduct / CPD
Some Misconceptions!
Panel members are NOT required to judge the candidates acceptability for chartered status, recommend or refer candidates (this is handled by the scoring system). The PRI is NOT the same as a job interview. Candidates are NOT expected to have the same level of experience or knowledge as that of the Panel.
Assessment of Competence
Panel members are instructed the PRI is not an assessment of competence. PRI members are reminded that candidates have already successfully completed a degree level qualification, and either a SDP or an OB. They have already demonstrated their competence.
Assessment of Competence
But I would expect you to be able to demonstrate competence in the soft skills necessary for the profession; clear precise answers, absence of waffle, I would also expect you to be able to discuss examples of where you have applied your knowledge.
The audit will verify evidence you have addressed weaknesses in your SDP / OB.
Process can take up to 8 weeks. You will receive a copy of Your Professional Review interview.
Your chance to show the breadth and depth of your knowledge and experience. The Panel want to hear about you so use I not we. Limits your presentation to 10 minutes. Visual aids should be to a high standard.
Record of Employment IOSH ask for the last 5 years. PLEASE do not just bullet point your CV or job description. This is not like a CV, make the limits of your knowledge / experience clear.
Make sure the information is accurate and that you are happy to be questioned on it.
Covers the 3 areas you will be questioned on. Pick your strong points. Give good examples. Dont give generic career information. Keep slides clear. Use photographs / diagrams and animation with extreme caution.
If you fail to submit suitably complete information your interview WILL be cancelled.
About 4 weeks before the PRI the Panel will receive your;
Record of Employment. Presentation. We will also be advised if you did a SDP or OB. * We then commence our preparation.
All panel members are required to check that they do not have a preexisting connection to any of the candidates as soon as they download the information.
If applicable they have to make a Declaration of a potential Conflict of Interest. This could see their removal from the Panel.
The day of the interview. The Panel will discuss the candidate information.
The Chair will control the interview and the Panel to ensure all areas are covered.
The IOSH Administrator meets and greets and ensures Fair Play.
The Set Up Chair. 2 other Panel Members. There may be an Observer. The IOSH Administrator. You (the candidate).
The Interview
Your Questions.
Closing brief.
THE INTERVIEW
Section A: SDP / OB Section B: Core Skills and Experience Section C: Professional Conduct
Section A
This section is intend to identify what the candidate learnt from their SDP / OB.
Core Question: Tell us what you gained from completing your SDP or OB, identifying any outcomes.
Section B
Section B
Section B
Section B
Section B
Section B
Understanding of legislation and best practice relevant to the candidates field of work.
Core Question 6: Explain what you understand by the term best practice in health and safety?
Section C
Secure / justify public trust and confidence in the profession / institution. Primary loyalty to the workforce. Professional Independence (+ & -). Maintain professional competence. Encourage those under your supervision. Demonstrate impartiality.
Supplementary Questions
Depending on your answers you may be asked supplementary questions.
These are not intended to trip you up, but just clarify your previous answers or gain further information. The Panel have clear guidance on what we are allowed to ask. This must be relevant to both the candidate's ROE and the question area. No matter how many SQ you are asked in each area the maximum marks remain the same.
Do
Candidate Panel
Listen Carefully
Answer the Question Stick to the Question Engage the Panel Explain your input
Dont!
Candidate Panel
Network
Answer if your unsure Waffle Name drop Ask for feedback
Make assumptions
Harass the candidate Ask vague questions Ask irrelevant questions Explore Pet Subjects
You will be given an opportunity to ask any questions or provide additional information. Dont ask about the process from there on, as the Chair will explain this in their closing brief.
If there is significant discrepancies in the scores the Chair must discuss these. If marks are changed these must be justified and explained on the Report Form. Must NOT include unprofessional or insulting comments.
Outcome
If unsuccessful you will receive the Panels reports. These must provide constructive feedback. There is a right of appeal. 5-6 appeals a year. Every referral is audited.
Audit Process
Referrals
Where a re-interview is required, candidates will be expected to demonstrate how they have addressed the feedback from the previous interview.
Referral can be time barred. Wont be interviewed by the same Panel.
I hope you found this presentation helpful in explaining the PRI process.