Competency Based Training

 CUDBAS  an acronym for "Developing A CurriculUM".  In fact, this acronym is slightly misleading.  CUDBAS is not really the process of developing a curriculum.  Instead itisca method of occupational or job analysis, which is only one step in the process of developing a curriculum.

Originally developed in Canada, has been used for over 40 years to conduct occupational or job analysis in every field imaginable all over the world. The process has been further developed and refined over the years by Robert E. Norton from the Ohio State University in Columbus, Ohio, USA.

The CUDBAS  method of occupational or job analysis involves a three - to four -day workshop.

The CUDBAS philosophy is based on three principles:

1. Expert workers can describe and define their occupation more accurately than anyone else. Persons who are working full-time in their positions are the real experts on the job. Even though supervisors and managers usually know a lot about their subordinates work, they usually lack the expertise needed for high quality analysis.
2. An effective way to define an occupation is to precisely describe the duties and tasks that expert workers perform on a regular basis. A successful employee performs a variety of tasks that either the customer or employer wants performed. Hence, finding out what the job practitioners (top performers) do will provide valid data for training other experts.
3. All tasks, in order to be performed correctly, require certain knowledge, skills, tools and worker behaviours. While knowledge, skills and behaviour are not tasks, they are enablers which make it possible for the employee to be successful on the job. Because these enablers are so important, considerable attention is given during the workshop to identifying lists of each.

When can CUDBAS  be used?

CUDBAS  analysis is particularly suited for two purposes:

1. Review of existing curricula: A group of expert employees within the profile in question can be convened to identify the competencies that should be delivered in an existing curriculum, just as it can be convened to identify the competencies for a new curriculum. In this case, once the competencies have been carefully identified by expert employees, the existing curriculum are examined to see if it addresses all required tasks. Modifications of the education or training curriculum are then made, where necessary to ensure current relevance of the curriculum.
2. Development of new curricula: Precondition is that labour market analysis has been carried out to reveal the need for a new curriculum. DACUM can then quickly identify the competencies needed to perform the job for which new training opportunities have to be established.