In the energy sector, competence isn’t optional, it is essential. It protects lives, ensures operational continuity and upholds corporate reputation. But over time, the systems designed to manage competence can become tangled in various levels of complexity.
With multiple spreadsheets, disconnected digital platforms and over-engineered frameworks resulting in more time spent managing paperwork than building real capability. If you’re on the frontline, you’ve likely felt this frustration and if you’re in leadership, you’ve probably seen the consequences.
Competence complexity is costly
Complexity creeps in for various reasons, whether that’s regulatory compliance, over-engineering or risk mitigation for different scenarios. But when systems meant to help people become too complicated or confusing, they stop serving the people who need them most.
Here’s what that complexity really costs:
- Frontline confusion: Workers unsure of what’s expected or how to prove it.
- Leadership blind spots: No real-time visibility into who’s truly competent.
- Audit stress: Scrambling for documentation instead of showing clear assurance.
At its core, a competence system should always answer one simple question: Can the right people do the right jobs, at the right time, safely and confidently?
What does “keeping it simple” really mean?
Simplicity doesn’t mean sacrificing rigor, it’s about being clear, consistent and focused, with the goal of stripping away unnecessary complexity. Here’s a few principles how 3t Workforce Solutions helps organisations cut through the noise and refocus their approach:
Plain language over jargon
Use clear, role-specific language that makes sense to the people doing the job. Saying someone can isolate and verify safe energy states is more practical than referencing operational safety competency per level three of a framework. Plain language also helps clarify broader terms like learning pathways and competence assessment tools, making them easier to understand and apply.
One source of truth
Ditch the silos. Whether it’s offshore operations and maintenance, HSEQ, onshore engineering or site leadership everyone should be working from the same system. You must be operating from one platform, one framework, to provide one real-time view of competence.
Prove it in practice
Competence isn’t about compliant training. It’s about on-the-job capability. You need to build in ways to validate real performance, not just tick boxes.
Focus on what matters most
Start with safety-critical training roles and high-risk tasks. It’s important to focus on quality over quantity as this builds trust and real readiness within teams.
Clarity over complexity
Removing unnecessary layers of complexity makes training more effective and easier to use. When content is clear and straightforward, people are more likely to engage with it. Simpler training feels less like a chore and more like a helpful tool that supports real work.
What good competence looks like
Imagine a world where competence is clear and accessible at every level.
- An OIM sees competence levels across shifts at a glance.
- A Performing Authority knows who’s cleared for high-risk tasks.
- An Asset Manager is confident the asset is protected.
- An employee knows exactly what’s expected and where they stand.
- Audits become opportunities to demonstrate assurance, not scramble for evidence.
This isn’t just possible, it’s essential and it starts by simplifying the approach to your competency programme. That’s exactly what 3t Workforce Solutions can deliver.
Simplicity builds confidence
In this industry, confidence matters. Confidence in your people, in your systems and in your ability to act when it matters most. Overcomplicated competence frameworks create doubt for everyone and clear, simple ones create alignment for operations.
So, if you’re leading operations, HSE or HR, challenge the clutter and ask the challenging questions. Have the confidence to simplify your approach to your competency training. Because when competence is clear, safety follows.