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In contrast with a traditional training system, the
main objective of a job skills management system or
program is to certify individuals in knowledge,
skills, expertise, abilities, and attitudes appropriate
for specific enterprise productive functions
independent of how they acquired them. This means
that a labor competencies program may or may not
be supported by a training system.
The ways and means that a person uses to
acquire his skills is not the concern of a labor
competency program, however, this program has to
have evaluation tools and systems to make sure that
a candidate for certification has or not the
knowledge, abilities and attitudes required for
performing a position for a particular productive
function.
The Job Skills Technical Standard (JSTS)
management module of the system includes the
productive functions map for the electric sector, the
collaboration mechanisms for the JSTS
development, printing and publishing, and the
content structures to manage their storage.
A Job Skill Technical Standard (JSTS) is defined
and developed by a Job Skill Standard Committee
(compose of methodologists, technicians and
specialists, among other) authorized by CFE, and
approved by the National Council for Job Skills
Standardization and Certification (CONOCER,
Spanish initials) and sanctioned by the Public
Education and the Work and Social Affairs
Secretaries of State. A JSTS establishes, for
repeated and common use in the whole Mexican
States territory, the characteristics and the guidelines
for the evaluation of capacity or labor competence.
In Figure 4, a semantic model is shown for the
normalization management that has been
implemented with a relational database management
system.
The methodologists generate the knowledge
included in a JSTS; they are the experts in a
productive function contained in the company’s
functional map. Roughly, the functional map of the
CFE is a functions hierarchy or tree where the
functions corresponding to the highest level are four:
1. To operate the equipment for electric power
generation, transmission, transformation and
distribution.
2. To maintain the equipment for electric power
generation, transmission, transformation and
distribution under operating conditions.
3. To manage the operation and energy transactions
of the Power Electrical System.
4. To provide the electric power utility service.
Figure 4: Semantic Model for job skills normalization.
It is not the intention of this paper to show the
complete functional map for each one of the four
mentioned highest level functions, it would be very
extensive. All functions are composed of sub-
functions; a short fraction of the tree for the function
2 is as follows:
2.1 To plan the maintenance of the equipment for
electric power generation, transmission,
transformation and distribution.
2.2 To carry out the maintenance of the equipment
for electric power generation, transmission,
transformation and distribution.
2.3 To determine the maintenance effectiveness of
the equipment for electric power generation,
transmission, transformation and distribution.
Breaking down function 2.2 we reach (sub)
function 2.2.1.4.2 “To carry out the mechanical
maintenance of steam turbines” where several
standards is at hand, one of those is the norm:
CCFE0628.01 Mechanical maintenance of steam
turbines with high and low pressure cylinder.
In this way, CFE had to elaborate a JSTS for
each one of the lowest level productive functions of
the company (approximately two hundred norms). In
turn, the elements of a norm include evaluation
instruments that are the performance criteria related
with categories, in such a way that for an element
different skills evidences can be assessed, either for
abilities, for knowledge or for attitudes. One can
observe that to work in a company position, a person
will have to be certified in several labor
competences.
Each standardized competence or labor skill has
assigned a performance level according to the
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