Designating a Competent Person

Problem: You Can’t Be Everywhere and Do Everything

Your Problem: Business is booming, and you have too much on your plate. As much as you’d like to personally supervise each and every project, you often get stuck on the phone, behind a desk, or at one of multiple sites. You’re afraid of what could happen if a problem arises while you’re away.

Your Solution: Designate a competent person to take charge of a task or project as needed.

In 29 CFR 1926.32(f), OSHA defines a competent person as “one who is capable of identifying existing and predictable hazards in the surroundings or working conditions which are unsanitary, hazardous, or dangerous to employees, and who has authorization to take prompt corrective measures to eliminate them.” What a mouthful. Let’s break that definition down into two parts.

A competent person can identify existing and predictable hazards in the workplace. Verify that the competent person you designate has the training needed to recognize hazards specific to the work being performed and the industry experience to anticipate potential risks.

A competent person must possess the authority to take prompt corrective action to eliminate hazards in the workplace. You must grant the competent person the necessary power to act without having to seek permission from upper management for corrective measures.

All things considered, designating a competent person with the right training, experience, and authority is one of the most effective defenses a company can have in safeguarding employees against workplace hazards.

Make It Happen: Does any of your workers stand out as particularly competent? Before designating them, it’s important to ensure that the individual has the necessary knowledge and experience to effectively carry out their duties.

Ask the following 10 key questions to assess whether the individual is indeed capable of fulfilling the responsibilities associated with being a “competent person” in your specific context:

1. What relevant training and certifications do you have for this role? How many years of experience do you have in this field?
2. Are you familiar with the specific laws, regulations, and industry standards that apply to this task or project?
3. How do you handle decision-making under pressure or in high-risk situations?
4. How do you identify hazards or risks in your work environment or tasks, and what is your process for mitigating or managing them?
5. How do you communicate safety procedures and updates to your team? Describe how do you ensure that all team members are aware of and understand their responsibilities.
6. Are you comfortable making decisions that impact safety, compliance, or operations without consulting higher management?
7. How would you handle a safety-related incident or emergency?
8. Have you previously supervised or managed teams in similar roles? What challenges did you face, and how did you overcome them?
9. How do you continuously improve your skills and knowledge related to your role and stay up to date with changes in regulations and best practices?
10. Are you familiar with our company’s internal policies and procedures related to safety or operations?

Even workers who have previously been identified as “competent persons” can benefit from answering these questions to identify areas for improvement.

Next Steps: As reflected in question 10, any competent person you designate must know your company’s internal policies and procedures. These should be established in your company’s safety program. Do you have a safety program? Is it up to date? Now would be a great opportunity to check.