Overview of the National Occupational Standards for Enterprise
The National Occupational Standards for Enterprise were developed in consultation with the enterprise sector and originally approved by the UK Regulatory bodies (UKCES, QCA, SQA, ACCAC and QCA NI).
They are intended as an overview of the competencies required to fulfil the tasks required when thinking about, starting, running or growing your own business or supporting these aims. The NOS are not designed to describe specific roles; role definitions are normally based on a number of the functions, as defined within a functional map, and therefore a number of the standards. There is no expectation, therefore, that a job role would encompass all the performance requirements across every standard, rather that specific jobs utilise appropriate standards.
The standards do not equate directly to qualifications, but are used to derive relevant competency qualifications in enterprise.
The standards have been devised based on best practice for the definition of NOS. Each comprises a number of performance criteria which an individual should demonstrate to be competent in the sector. Each standard also has underpinning knowledge and understanding, although in the NOS there is not an immediate and direct relationship between an individual performance criterion and a knowledge and/or understanding statement; the latter underpin the whole of the standard.
What are the National Occupational Standards?
National Occupational Standards (NOS) for Enterprise are nationally agreed statements of competence* which describe what an effective and competent worker does and needs to know to deliver quality in their job.
*Competence is defined as “the ability to perform to the standard required in employment across a range of circumstances and to meet changing needs” (QCA).The Standards can bring everyone into the “learning cycle”. Unlike the qualifications which are based on them, the NOS themselves are not set at levels. They define the competence, skills, knowledge and understanding required by those who engage in enterprise and can be used to develop and monitor these requirements in individuals and services.
For example, by using the National Occupational Standards a set of skills and learning objectives can be drawn up, which is agreed between the individual, their adviser/coach/mentor and training specialists as a “prescription” for a development programme.