Asset 15937

National Occupational Standards for Apparel Manufacturing Technology
Apparel Manufacturing Technology Final version Approved March 2010
p1 of 107
Table of Contents Introduction ......................................................................................................4 Apparel Manufacturing Technology Standards Format ....................................5 Organisation of the Apparel Manufacturing Technology Standards .................6 Complementary Standards...............................................................................6 Apparel Functional Map ...................................................................................7 Uses of Standards............................................................................................8 HS1 Health, safety and security at work .......................................................9 AMTech1 Identify and agree the construction of garments to be produced ...11 AMTech2 Monitor compliance with requirements in garment construction .13 AMTech3 Create and maintain technical documents and records in garment construction....................................................................................................15 AMTech4 Contribute to the production of outsourced apparel products .....18 AMTech5 Assess and develop given apparel designs ................................20 AMTech6 Produce block and graded patterns for apparel products ...........22 AMTech7 Produce prototype / sample patterns for apparel products .........24 AMTech8 Produce lay plans for apparel products.......................................26 AMTech9 Make up apparel products from patterns ....................................28 AMTech10 Assemble garments for fitting....................................................30 AMTech10 Assemble garments for fitting....................................................32 AMTech11 Fit and re-cut garments to customer requirements ...................34 AMTech12 Complete garment to customer specification ............................36 AMTech13 Construct and adapt patterns to customer requirements ..........38 AMTech14 Lay up, mark-in and cut materials .............................................40 AMTech15 Solve quality issues for sample apparel production ..................42 AMTech16 Produce sample garments for manufacture ..............................44 AMTech17 Provide technical feedback on sample garments......................46 AMTech18 Handle and measure garments to ensure compliance with requirements ..................................................................................................48 AMTech19 Investigate markets, materials and styles .................................50 AMTech20 Produce final apparel production schedule ...............................52 AMTech21 Assess customer requirements and take measurements .........54 AMTech22 Plan apparel production schedule.............................................56 AMTech26 Make up and assemble apparel samples..................................58 AMTech27 Illustrate fashion design concept using CAD.............................60 AMTech28 Transfer paper garment patterns into CAD (digitising)..............62 AMTech29 Garment pattern development using a CAD system .................64 AMTech30 Garment pattern grading using a CAD system..........................66 AMTech31 Generate garment cutting lay plans in a CAD/CAM system......68 AMTech32 Create garment specification in product data management (PDM) function in CAD/CAM ..........................................................................70 AMTech33 Utilise garment product lifecycle management (PLM) functions in a CAD/CAM system .......................................................................................72 MSP1 Look after the work area in manufacturing sewn products ...............74 MSP2 Maintain the quality of production working with textiles, leather and materials.........................................................................................................76 A1(SK2) Assess candidates using a range of methods ..............................78 A2(SK1) Manage your own resources and professional development ........81
Apparel Manufacturing Technology Final version Approved March 2010 p2 of 107
A2 Assess candidates performance through observation...........................83 B1 Develop and implement operational plans for your area of responsibility .......................................................................................................................86 B6 Provide leadership in your area of responsibility....................................88 B8 Ensure compliance with legal, regulatory, ethical and social requirements ..................................................................................................90 C4 Maximise product sales in a retail environment .....................................92 D2 Develop productive working relationships with colleagues and stakeholders...................................................................................................94 D3 Recruit, select and keep colleagues ......................................................97 F12- Improve organisational performance....................................................100 F3 Manage business processes................................................................102 L11 Enable learning through demonstrations and instruction....................104 L12 Enable individual learning through coaching ......................................106
p3 of 107
Introduction The apparel sector covers the supply chain for apparel and knitwear plus other sewn products. These activities are united by their use of manufacturing processes related to sewing. The following activities are included in the definition of the sector: Manufacture of soft furnishings Manufacture of knitted and crocheted articles Manufacture of apparel Agents involved in the sale of clothing and soft furnishings Wholesale of clothing and soft furnishings, including import / export activities.
The most recent additions to this suite are Standards Covering Computer Aided Design and Manufacturing practices. In the UK at present there are two major vendors of computer aided design (CAD) and computer aided manufacture (CAM) pattern technology software: Gerber and Lectra, and the majority of students/employees who learn CAD skills learn one of these systems. There are, however, other software packages available and, whilst they may in principle be the same, the differences between the terminology, processes and layout of each system is significantly different, so much so that in order to use a different system, a user must be fully re-trained. Apparel manufacturing employers have, in the recent economic downturn, expressed concern that whilst they are unable to recruit employees with the relevant levels of knowledge and/or competence in their preferred method of computer aided patternmaking software (i.e. the applicant has been trained on a different software system to that which the company uses), they cannot then afford to send new recruits on the required software vendors training courses. In developing generic CAD CAM pattern technology NOS (which are not specific to one type of software) with the input from both the two major vendors and other smaller software vendors, it is envisaged that users of any software system will be able to assess their competency and knowledge against them, and that any qualification outputs might be mapped to the vendors training courses and potentially draw down funding (should it be possible at that time). In the light of this need, these Standards have been written by the apparel manufacturing industry to set out what people need to know and understand to work to the specific requirements of apparel manufacturing. The Standards should provide individuals with an understanding of what is considered best practice.
p4 of 107
Apparel Manufacturing Technology Standards Format The Standards for Apparel Manufacturing Technology are formatted to make it easy for readers to identify what knowledge they need to have and what they need to be able to do carry out such work. Each Standard contains the following information: Title The apparel manufacturing technology function (types of activity) to which the Standard applies. Overview A broad description of the function to which the Standard refers. It places the function and the Standard in context for the reader, and helps the reader see who the Standard might apply to. Performance Statements Performance statements detail what individuals must be able to do in order to be competent in a Standard. Each performance statement specifies the quality of a performance outcome that enables performance to be judged. The function to which a Standard applies is not the same as a job. It usually takes a number of Standards to cover the demands of a job. Knowledge and Understanding This section details the knowledge that is needed in order to fulfill the requirements of the Standard. Some knowledge is very specific to the Standard, whilst other knowledge may be broader and may apply to more than one Standard. The section is entitled knowledge and understanding to highlight the need for individuals to understand concepts and ideas, specific facts and ways of working (know what and know how) in order to complete aspects of their work successfully. Skills and Techniques This section details the specific skills, manual or otherwise, that are required in order to carry out the activities detailed in the performance requirements. Rules, Regulations and Guidelines There are often specific rules, regulation and guidelines, often driven by health and safety requirements, legislation or safe handling of material guidelines that must be followed. Workplace skills This section relates to the generic skills required by all readers in order to work effectively with others or keep accurate records of their work and output.
p5 of 107
Organisation of the Apparel Manufacturing Technology Standards The Standards focus on three facets of apparel manufacturing on which its success depends: 1. Design and development 2. Application of colour to fabric or garments 3. The mass manufacture/production of apparel items
Complementary Standards Generic standards developed by other Standards Setting Bodies which can be read in conjunction with the apparel manufacturing technology suite are included, covering the areas of performance assessment, maximising sales and management practices.
p6 of 107
Apparel Functional Map

To market, develop, manufacture and supply apparel plus allied and ancillary products from a range of materials to meet customer demands
Design & Development Create and apply colour to fibres and finished fabrics Manufacture and finish mass produced apparel products and items Manufacture and finish bespoke apparel products and items
Prepare patterns and materials to create bespoke apparel/items Produce lay plans and cut material Join materials to create bespoke apparel and ancillary products Use alternative methods to create bespoke garments/items Press and finish items Maintain flow of production and ensure quality assurance Ensure garment meets customer specifications
Conduct market research Create story boards/design briefs Design by hand/CAD Create and test samples/prototypes Create final patterns via hand or CAD to produce agreed products Deliver design services
Apply colour to flat fabric Apply colour to sewn products
Create patterns by hand or CAD Produce lay plans and cut material Join materials to create apparel and ancillary products Press and finish items Maintain flow of production and ensure quality assurance Ensure garment meets customer specifications
p7 of 107
Uses of Standards Standards are nothing unless they are put into practice. They offer a framework for good employment practice from induction to job descriptions to managing your own learning and development. The rounded picture of work that the Standards give may help to produce entrants who are attuned to the way the sector operates and the demands they will have to meet, or improve the skill level of existing employees. Standards are a tool to boost the more effective processes of learning and working that the sector has developed and to steer less effective processes in a positive direction.
p8 of 107
National Occupational Standards
Apparel Manufacturing Technology

HS1 Health, safety and security at work
This standard is for those who take responsibility for their own health, safety and security in the workplace, and monitor the workplace for hazards. The job role may involve: 1. Contributing to the safety and security in the workplace 2. Taking action in the event of an incident 3. Raising the alarm 4. Following correct procedures for shut down and evacuation 5. Using emergency equipment correctly and safely 6. Monitoring the workplace for hazards The competent person must: 1. Take action in the event of fire, emergencies or accidents 2. Monitor the workplace for hazards 3. Contribute to maintaining the security of the workplace and its contents The key areas of knowledge and understanding: 1. Where alarms, emergency exits, escape routes, emergency equipment and assembly points are located 2. What the alarm sounds like 3. What hazardous substances are used in the workplace and methods of making safe or reducing their danger in the event of an accident 4. How to handle and store hazardous substances 5. What the most likely accidents and emergencies in the workplace are and how to deal with them 6. Who the nominated first aiders are 7. How to deal with loss of property The skills and techniques: 1. 2. 3. 4. 5. 6. 7. 8. 9. Identifying the location and type of incident Raising alarms Following emergency procedures Using emergency equipment Recognising potential hazards and rectifying them where possible Storing materials and equipment Handling waste and debris and moving them to safe locations Identifying malfunctions in machinery and equipment, correcting if possible, and reporting them Noting service malfunctions and chemical leaks
Regulations, rules and guidelines: 1. 2. 3. 4. 5. The organisations rules, codes, guidelines and standards relating to health, safety and security Equipment operating procedures Handling and lifting techniques Correct use and maintenance of any protective clothing and/or equipment Responsibilities under the Health & Safety at Work Act and COSSH (Control of Substances Hazardous to Health)
Apparel Manufacturing Technology Final version Approved March 2010 p9 of 107
6. Environmental requirements 7. Manufacturers instructions Workplace skills: 1. 2. 3. 4. Communicate effectively with colleagues and customers Comply with written instructions Complete forms, reports and other documentation Keep accurate records
Apparel Manufacturing Technology Final version approved March 2010
p10 of 107

AMTech1 Identify and agree the construction of garments to be produced
This standard is for those who evaluate the construction requirements of different garments that vary in style, fabric and make up. The job role may involve: 1. Evaluating requirements for garments 2. Selecting garments to be produced 3. Assessing designs and recommending production methods The competent person must: 1. Check organisational and production needs for the suggested designs 2. Choose the type of construction methods and make sure that they meet what is needed and can be produced within the cost parameters 3. Use procedures and practices to select the designs to be produced 4. Identify the resources needed, and check their availability The key areas of knowledge and understanding: 1. Extent and content of company product range and production locations 2. What the principles and methods are of: Design in terms of the function, fit, shape and pattern Garment construction Costing Manufacturing and machine capability and capacity Production 3. What influences production methods and make-up sequences has on the design and production of garments 4. Which materials and components are suitable for the proposed production methods 5. Which equipment and work aids are necessary and why The skills and techniques: 1. Identifying needs and constraints for: Garment design Possible constraints to the design features and fit Supporting documentation Quality assurance and control Health and safety requirements 2. Agreeing the designs to be presented to customers 3. Presenting garments to meet requirements 4. Assessing possible production methods to ensure viability of design 5. Reviewing existing and potential production systems against requirements 6. Identifying and agreeing any amendments to the designs to meet: Production needs Organisational and other requirements Costing and other constraints
Apparel Manufacturing Technology Final version approved March 2010 p11 of 107
7.
Recommending construction methods and sequencing for make-up within cost and production parameters
Regulations, rules and guidelines: 1. 2. 3. 4. 5. 6. The organisations rules, codes, guidelines and standards Quality systems and procedures Limits of personal responsibility Reporting procedures Equipment operating procedures Responsibilities under the Health & Safety at Work Act
Workplace skills: 1. 2. 3. 4. 5. 6. 7. Work to be produced in line with critical paths Types of records to be kept and where they are stored Deal with problems within the work area, and within limits of personal responsibility Report problems outside area of responsibility to the appropriate person Communicate effectively with colleagues and customers Comply with written instructions Complete forms, reports and other documentation
p12 of 107

AMTech2 Monitor compliance with requirements in garment construction
This standard is for those who evaluate garment construction throughout pre-production processes for different garments that vary in style, fabric and make up. The job role may involve: 1. Evaluating garment construction throughout pre-production processes 2. Monitoring and amending resources and working methods to meet requirements 3. Consulting with others to ensure requirements are met The competent person must: Evaluate what is needed and identify when garments should be compared with these requirements Check pre-production to make sure that organisational and customer requirements will be met Check that the finished products meet requirements Get patterns and garments modified to make sure that changes are feasible Liaise with quality control to make sure that technical quality standards can be maintained Discuss problems and clarify points and issues that might impact on the final production of the garment Communicate information on: The processes and outcomes Any problems and constraints identified and how these have been overcome 8. Negotiate and agree any changes to the requirements The key areas of knowledge and understanding: 1. What the principles and methods are of: Production Garment construction Costing 2. What the construction and properties are of materials and components 3. How to choose appropriate construction methods to achieve design within given resource constraints 4. What the feasible alternative garment assembly and production methods are 5. The suitability of materials and components characteristics to proposed production methods 6. What the manufacturing and machine capability and work aids methods are of production and remedying faults 7. What the specifications, quality standards and finishing requirements 8. What the requirements and sequences are for pre-production and production The skills and techniques: 1. 2. 3. 4. 5. Analysing and collating reports, testing and other information from the pre-production process(es) Critically evaluating garments against requirements at the end of each pre-production process Assessing current machinery capacity and capability for the production of agreed garments Diagnosing faults and taking appropriate corrective action Identifying adaptations required for machinery, resources and working methods to ensure that requirements can be met and problems overcome
1. 2. 3. 4. 5. 6. 7.
6. Running amendments to production, costing and methods Regulations, rules and guidelines: 1. 2. 3. 4. 5. 6. 7. The organisations rules, codes, guidelines and standards Quality systems and procedures Limits of personal responsibility Reporting procedures Equipment operating procedures Responsibilities under the Health & Safety at Work Act Manufacturers instructions
Workplace skills: 1. 2. 3. 4. 5. 6. 7. Work to be produced in line with critical paths Deal with problems within the work area, and within limits of personal responsibility Report problems outside area of responsibility to the appropriate person Communicate effectively with colleagues and customers Comply with written instructions Complete forms, reports and other documentation Complete records accurately and store in the agreed place
p14 of 107

AMTech3 Create and maintain technical documents and records in garment construction
This standard is for those who create and maintain technical records for different garments that vary in style, fabric and make up. The job role may involve: 1. Creating and maintaining technical records 2. Completing documents to meet requirements 3. Providing final specifications and supporting documents The competent person must: 1. Identify what to record and how to do it 2. Set up records for proposed designs 3. Identify existing recording documents and create new ones 4. Comply with security and confidentiality agreements 5. Identify what the documentary requirements are 6. Identify existing documents and suggest new documents to meet requirements 7. Complete final working documents with all necessary information to produce the design and the garment 8. Identify requirements for final specifications and supporting documents 9. Evaluate all pre-production and manufacturing data to develop the final product specification 10. Define all style features and production requirements on the working documents 11. Provide all relevant personnel with final working documents and draft final specifications 12. Amend final specifications in response to feedback received 13. Collate and agree final working documents 14. Pass all relevant information on to next stage of production The key areas of knowledge and understanding: 1. What the recording systems and requirements are 2. What the sources of working and recording documents are 3. What type and content of materials and working documents are to be included in records 4. How to use garment technical terminology 5. How to present graphic and written information 6. What the documentation requirements are 7. What the production, quality assurance and safety requirements are, and control checks 8. Why security and confidentiality of information is important 9. What the impact of legislative requirements is on design and technical specification 10. What import and export legislation requirements are for part and finished goods 11. How to interpret test reports and pre-production documents 12. What specifications, quality standards and finishing requirements are needed 13. How to identify the pattern pieces appropriate to the product 14. Material specification, handling, care and labelling 15. What the construction and properties of materials and components are 16. What the principles and methods are of: Production Garment construction Costing 17. What the suitability of materials and components characteristics are to proposed production methods
18. What the requirements and sequences are for pre-production and production 19. Manufacturing and machine capability The skills and techniques: 1. Collecting, documenting, collating and recording all relevant information relating to: Problems, issues and deviations to the proposed design and apparel products Quality assurance and control Amendments to the proposed design and production processes 2. Maintaining records that are: Accurate Up-to-date Easily accessible by those approved for access Stored according to customer and organisational requirements 3. Completing documents within timescales that: Comply with security, confidentiality and requirements Provide quality assurance and control information that is sufficient for each operation and matches the agreed designs Clearly indicate any deviations to requirements and any amendments agreed Provide comprehensive information about the running of the pre-production processes Are legible Are accurate Provide up-to-date information and data Are written in terminology which is understandable by those who need to access the documents 4. Obtaining any necessary signatures on documents to indicate: Initial agreements about garments to be produced Agreed garments to be produced Agreed changes to the specifications prior to the main production run 5. Producing a final specification that clearly defines: The product parts The assembly sequence The production methods Which will achieve design and cost criteria Regulations, rules and guidelines: 1. 2. 3. 4. 5. 6. 7. The organisations rules, codes, guidelines and standards Quality systems and procedures Limits of personal responsibility Reporting procedures Equipment operating procedures Responsibilities under the Health & Safety at Work Act Manufacturers instructions
Workplace skills: 1. 2. 3. 4. 5. 6. 7. 8. Work to be produced in line with critical paths Deal with problems within the work area, and within limits of personal responsibility Demonstrate own ability to adapt to change in the organisation positively and constructively Report problems outside area of responsibility to the appropriate person Build good working relationships with colleagues Communicate effectively with colleagues and customers Deal diplomatically with disagreements in the workplace Present any ideas for improvement to line manager
9. Take part in team meetings 10. Comply with written instructions 11. Complete forms, reports and other documentation
p17 of 107

AMTech4 Contribute to the production of outsourced apparel products
This standard is for those who examine the production needs for outsourced apparel products for different garments that vary in style, fabric and make up. The job role may involve: 1. Examining the production needs for outsourced apparel products. 2. Providing resources to meet the production needs. 3. Supporting the production process The competent person must: 1. 2. 3. 4. Identify and examine the products that are to be outsourced and those that will be produced on-site. Discuss the production needs of the products to be outsourced with the appropriate people. Identify your own role in the outsourcing of products. Evaluate resources needed at the outsourced locations.
The key areas of knowledge and understanding: 1. 2. 3. 4. Outsourcing. Differing requirements and production needs for and at the differing locations. Different equipment and resource requirements at production locations. Differing and relevant: Legislative procedures and practices at the differing locations. Cultural needs and diversity at the differing locations. 5. Rationale for outsourcing. 6. Cost effectiveness in the production process. 7. Difficulties that could emerge at the outsourcing locations.
The skills and techniques: 1. Identify: The differing production requirements and documentation for outsourced products. Equipment and resources that are available to produce at the differing locations. Different legislative and other codes of practice operating at outsourcing locations. 2. Examine the differing resources required and the most cost effective way of meeting them. 3. Locate and document the resource requirements and supply chain. 4. Discuss and agree the resources and procedures for procuring the resources required for production. 5. Identify the support requirement at the outsourcing locations. 6. Document quality and other requirements for the production at the outsourcing location in a format that can be understood and implemented. 7. Contribute to the monitoring of the production process at the outsourcing location. 8. Identify problems and resolve issues raised by staff at the outsourcing locations. 9. Complete documents accurately for outsourced production. Regulations, rules and guidelines: 1. The organisations rules, codes, guideline and standards.
2. 3. 4. 5. 6. 7.
Quality systems and procedures. Limits of personal responsibility. Reporting procedures. Equipment operating procedures. Responsibilities under the Health & Safety at Work Act. Manufacturers instructions.
Workplace skills: 1. 2. 3. 4. 5. 6. 7. Deal with problems within the work area, and within limits of personal responsibility. Report problems with packing products to the appropriate person. Report problems outside area of responsibility to the appropriate person. Communicate effectively with colleagues and customers. Comply with written instructions. Complete forms, reports and other documentation. Complete records accurately and store in the agreed place.
p19 of 107

AMTech5 Assess and develop given apparel designs
This standard is for those who assess the features of given designs for different designs that vary in style, fabric and make up. The job role may involve: 1. Assessing features of given designs. 2. Modifying given designs to meet requirements. The competent person must: 1. Evaluate customer design, cost and production requirements. 2. Evaluate designs to ensure they: Conform to customer specifications and requirements Are able to be manufactured within your factory or as outsourced goods Meet required costings 3. Identify, discuss and action amendments to designs to meet required costings and other requirements. The key areas of knowledge and understanding: 1. Extent and content of company product range and production locations. 2. Principles of: Design, in terms of the function, fit, shape and form. Pattern technology. 3. Construction, properties and suitability of materials, fabrics and components to differing designs. 4. Manufacturing and machinery capacity and capabilities. 5. Principles and methods of: Production. Garment construction. Costing. The skills and techniques: 1. Identification of: Key product design features. Possible constraints to the design features. 2. Evaluating fabric characteristics for the given design. 3. Clarifying issues arising from the investigations about the required design features with appropriate personnel. 4. Agreeing any changes relating to design features with appropriate personnel. 5. Identifying any amendments that are necessary or desirable and which will meet customer, design, cost and production requirements. 6. Producing samples necessary to illustrate viability and cost effectiveness of proposed amendments. Regulations, rules and guidelines: 1. 2. 3. 4. 5. The organisations rules, codes, guidelines and standards. Quality systems and procedures. Limits of personal responsibility. Reporting procedures. Equipment operating procedures.
p20 of 107
6. Responsibilities under the Health & Safety at Work Act. 7. Manufacturers instructions. Workplace skills: 1. 2. 3. 4. 5. 6. 7. Deal with problems within the work area, and within limits of personal responsibility. Report problems with packing products to the appropriate person. Report problems outside area of responsibility to the appropriate person. Communicate effectively with colleagues and customers. Comply with written instructions. Complete forms, reports and other documentation. Complete records accurately and store in the agreed place.
p21 of 107

AMTech6 Produce block and graded patterns for apparel products
This standard is for those who construct a set of block patterns, sized for different garments that vary in style, fabric and make up. The job role may involve: 1. Constructing a block pattern The competent person must: 1. Choose size standards that: Are appropriate for country, market and customer Match the gender and age profile of the end customer 2. Produce block patterns 3. Store block patterns where they are easily accessible The key areas of knowledge and understanding: 1. What international sizing standards are and their application 2. What the significance is of: Gender, age and body shape (anthropometrics) differences on block development Critical body measurement points 3. What the methods are of interpreting sizing surveys and information 4. What the types, placement and meaning of pattern markings are 5. What the techniques are of block pattern construction 6. How to apply incremental grade rules 7. What the effect is of garment silhouette requirements on block development 8. What the criteria is for the selection of fit standards 9. Which information technology applications are relevant to block pattern construction The skills and techniques: 1. 2. 3. 4. 5. Identifying key body landmark measurements for specified product types from within the standard range Producing graded size charts for appropriate blocks Selecting appropriate methods for creating the block patterns Integrating sizing and materials characteristics into block patterns Creating a master block that: Contains all relevant markings and sizing Is suitable for fabric and product
Regulations, rules and guidelines: 1. 2. 3. 4. 5. 6. The organisations rules, codes, guidelines and standards Limits of personal responsibility Reporting procedures Equipment operating procedures Responsibilities under the Health & Safety at Work Act Manufacturers instructions
Workplace skills: 1. Work to be produced in line with critical paths 2. Deal with problems within the work area, and within limits of personal responsibility
3. 4. 5. 6. 7. 8. 9. 10. 11.
Demonstrate own ability to adapt to change in the organisation positively and constructively Report problems outside area of responsibility to the appropriate person Build good working relationships with colleagues Communicate effectively with colleagues and customers Deal diplomatically with disagreements in the workplace Present any ideas for improvement to line manager Take part in team meetings Comply with written instructions Complete forms, reports and other documentation
p23 of 107

AMTech7 Produce prototype / sample patterns for apparel products
This standard is for those who produce sample patterns for different garments that vary in size, style, fabric, and make up. The job role may involve: 1. Producing pattern shapes to create garments 2. Monitoring and evaluating first samples 3. Producing production patterns 4. Conduct customer fitting The competent person must: 1. 2. 3. 4. 5. 6. 7. 8. Produce final working drawings that contain all necessary information to create first patterns Supply the sampling department with appropriate information and materials Monitor sample production and get feedback from sample makers Provide information when re-costing is required Identify and record quality control information as required Send production patterns to appropriate people Provide critical quality control and risk assessment information Assist with customer fitting
The key areas of knowledge and understanding: 1. What the principles and methods are of: Interpreting working drawings Selecting block patterns Pattern construction Garment construction Costing Production 2. What the techniques are of pattern adapting and manipulating patterns to include the accommodation of special requirements 3. What pattern modelling techniques are 4. How to interpret body proportion 5. How fit and proportion in relate to function 6. What the relationship and suitability is of materials and components characteristic to proposed designs 7. What the principles are of systems for pattern making 8. How to maximise the use of fabrics 9. What the manufacturing and machine capability and capacity is 10. What the quality assurance and control procedures are 11. What the communication practices and procedures are for sample production and feedback 12. What the quality specifications are 13. What the types, placement and meanings are of pattern markings 14. What the customer and organisational sampling requirements are 15. How to apply systems to production sampling The skills and techniques: 1. Selecting block patterns as a working base to meet the specific design, and which are consistent with the characteristics of the material
2. Selecting and adapting block patterns to create first patterns 3. Testing the pattern to evaluate the design interpretation 4. Completing master patterns clearly and presenting them in a form that is appropriate to all relevant personnel 5. Assessing the first sample for fit and adherence to quality specification 6. Identifying the production implications of sample evaluations 7. Implementing modifications agreed by relevant personnel 8. Making adjustments to patterns in the light of comments 9. Producing: Patterns which are compatible with the intended production process Templates for style features and component parts that are accurate and easily identified Patterns using appropriate symbols and markings Regulations, rules and guidelines: 1. 2. 3. 4. 5. The organisations rules, codes, guidelines and standards Limits of personal responsibility Reporting procedures Equipment operating procedures Responsibilities under the Health & Safety at Work Act
Workplace skills: 1. Work to be produced in line with critical paths 2. Deal with problems within the work area, and within limits of personal responsibility 3. Demonstrate your ability to adapt to change in your organisation positively and constructively 4. Report problems outside area of responsibility to the appropriate person 5. Build good working relationships with colleagues 6. Communicate effectively with colleagues and customers 7. Deal diplomatically with disagreements in the workplace 8. Present any ideas for improvement to line manager 9. Take part in team meetings 10. Comply with written instructions 11. Complete forms, reports and other documentation
p25 of 107

AMTech8 Produce lay plans for apparel products
This standard is for those who develop pattern layouts for different garments that vary in style, fabric and make up, including those requiring special attention (e.g. stretch, matching checks and patterns). The job role may involve: 1. Developing pattern layouts. 2. Producing final cutting order The competent person must: Evaluate fabric characteristics against design and order requirements. Produce pattern layouts to meet production schedule requirements. Produce and agree initial lay costings with appropriate personnel. Develop a final lay plan which maximises materials utilisation within constraints. Communicate all information necessary to achieve customer requirements in the correct form to appropriate personnel. 6. Label and archive lay plans to permit easy retrieval. 7. Use methods of duplicating masters which are appropriate to the location of processing and level of information required. 8. Supply accurate cutting order information to the appropriate personnel. The key areas of knowledge and understanding: 1. Laying-up techniques. 2. Influence of fabric characteristics, materials and equipment on choice of laying-up techniques. 3. Selection of appropriate laying-up techniques to achieve size, quality and quantity requirements. 4. Pattern piece manipulation techniques to achieve maximum fabric utilisation and cost effectiveness. 5. Internal pattern reference systems and instruction requirements. 6. Implications of fabric utilisation on overall costs. 7. Methods of lay-planning including CAD (Computer Aided Design). 8. Influence of cutting equipment and techniques on the choice of laying-up method and ply depth. 9. Content and significance of specification on development of pattern layouts. 10. Influence of production schedules on development of pattern layouts. 11. Lay plan storage and archive procedures. 12. Influence of fabric characteristics, production flow and special design requirements on the cutting order specification. 13. Content and significance of specification on development of cutting order. 14. Influence of production schedule on development of cutting order. 15. Capabilities and limitations of manual and computerised cutting equipment. 16. Methods of representing cutting orders. 17. Customer specifications and interpretation. The skills and techniques: 1. Fabric spreading and lay specifications are appropriate to fabric and will meet customer and organisational requirements. 2. Identify the appropriate type of lay to arrive at optimum plan for materials and equipment. 3. Lay out the pattern: To include all garments parts and sizes.
1. 2. 3. 4. 5.
Ensuring that it is compatible with intended fabric spreading pattern. To take into account fabric direction. 4. Accommodate: Machinery and production processes in the final lay plan. Changes in customer specifications and materials in the lay plan. 5. Identify all information necessary to achieve customer requirements in the cutting order. Regulations, rules and guidelines: 1. 2. 3. 4. 5. 6. The organisations rules, codes, guidelines and standards. Limits of personal responsibility. Reporting procedures. Equipment operating procedures. Responsibilities under the Health & Safety at Work Act. Manufacturers instructions.
Workplace skills: 1. 2. 3. 4. 5. 6. 7. 8. Receive work instructions and specifications and interpret them accurately. How to make use of the information detailed in specifications and instructions. Ways of planning work activities to maintain continuity of operations. Deal with problems within the work area, and within limits of personal responsibility. Report problems outside area of responsibility to the appropriate person. Communicate effectively with colleagues and customers. Comply with written instructions. Complete forms, reports and other documentation.
p27 of 107

AMTech9 Make up apparel products from patterns
This standard is for those who prepare to make up different garments that vary in style, fabric and make up, and also use fabric that requires matching. The job role may involve: 1. Preparing to make up garments. 2. Making up garments. The competent person must: Examine design and pattern requirements. Select the appropriate materials, tools and equipment to make up the garment. Examine and assemble the pattern pieces to ensure they are correct and complete. Draft any pieces that are omitted and that are required to complete the design. Arrange the pattern pieces on the material to minimise wastage and ensure appropriate cutting for style and design. 6. Cut and prepare any interfacings and other components required to make up the garments. 7. Cut the materials to meet matching, grain, pile and other requirements for material and pattern. 8. Mark materials pieces in the appropriate way to ensure that all design features are met and the material pieces are ready for sewing. 9. Assemble garments pieces and identify and select appropriate sewing techniques. 10. Order and prioritise the way the garments will be made up. 11. Complete: Hand sewing procedures at appropriate times within the make up process. Machine sewing processes efficiently and effectively. Finishing procedures. 12. Adopt suitable handling techniques and work methods to achieve required outcomes. 13. Critically examine garments and compare with design requirements throughout the production process. 14. Diagnose faults correctly and take appropriate corrective action. 15. Use working practices that are safe and conform to current legislative requirements and codes of practice. The key areas of knowledge and understanding: 1. 2. 3. 4. Designs and patterns. Materials. Sewing techniques. Fault diagnosis and correction. 1. 2. 3. 4. 5.
The skills and techniques: 1. 2. 3. 4. 5. 6. 7. 8. 9. Pattern drafting and making requirements. Laying requirements for patterns. Minimisation of wastage of fabrics. Fabric types and requirements. Machine types including guides and aids. Trims. Assembly and garment construction methods. Interlinings. Pressing equipment and methods.
10. Thread types. 11. Design requirements. 12. Cutting techniques. 13. Diagnostic and corrective methods and techniques. Regulations, rules and guidelines: 1. 2. 3. 4. 5. 6. The organisations rules, codes, guidelines and standards. Limits of personal responsibility. Reporting procedures. Equipment operating procedures. Responsibilities under the Health & Safety at Work Act. Manufacturers instructions.
Workplace skills: 1. 2. 3. 4. 5. 6. 7. 8. Receive work instructions and specifications and interpret them accurately. How to make use of the information detailed in specifications and instructions. Ways of planning work activities to maintain continuity of operations. Deal with problems within the work area, and within limits of personal responsibility. Report problems outside area of responsibility to the appropriate person. Communicate effectively with colleagues and customers. Comply with written instructions. Complete forms, reports and other documentation.
p29 of 107

AMTech10 Assemble garments for fitting
This standard is for those who prepare for initial assembly of different garments of varying styles which require the use of different fabric types, including fabrics which require matching. The job role may involve: 1. Preparing garments for initial assembly. 2. Performing assembly operations for fitting. The competent person must: Interpret instructions from the garment specification correctly. Select materials to match work instructions in terms of quantity, type and quality. Identify, mark and divide components accurately. Inform the appropriate people of any deviations from requirements and the corrective action(s) taken. Sub-assembly component parts meet production specification and operational requirements for fitting in terms of quality and quantity. 6. Adapt techniques and work methods to achieve specification, within agreed schedules. 7. Forward output using appropriate procedures which maintain sequence and product quality. 8. Complete documents accurately. 9. Assemble appropriate component parts to allow customer fittings. 10. Produce garment fittings within agreed schedules and to meet customer requirements. The key areas of knowledge and understanding: 1. Principles and methods of: Garment assembly. Garment and material handling. Garment and component cutting. Fitting. 2. Methods and types of marking. 3. Functions and use of equipment. 4. Working practices including the use of equipment, personal conduct and arrangement of work station. The skills and techniques: 1. Garment assembly. 2. Garment and material handling. 3. Garment and component cutting. 4. Fitting. 5. Interpreting instructions from garment specifications. 6. Sewing and pressing characteristics of fabrics. 7. Type and number of components required. 8. Matching requirements and tolerances. 9. Types, usage and qualities of trimmings and threads. 10. Functions and use of sewing equipment (mechanical and hand). 11. Interlining garments. 12. Shrinking techniques. 13. Moulding techniques. Regulations, rules and guidelines: 1. 2. 3. 4. 5.
p30 of 107
1. 2. 3. 4. 5. 6.
The organisations rules, codes, guidelines and standards. Limits of personal responsibility. Reporting procedures. Equipment operating procedures. Responsibilities under the Health & Safety at Work Act. Manufacturers instructions.
Workplace skills: 1. 2. 3. 4. 5. 6. 7. Receive work instructions and specifications and interpret them accurately. Deal with problems within the work area, and within limits of personal responsibility. Report problems outside area of responsibility to the appropriate person. Communicate effectively with colleagues and customers. Comply with written instructions. Complete forms, reports and other documentation. How to complete records accurately, their importance and the need to keep them safe.
p31 of 107

AMTech10 Assemble garments for fitting
This standard is for those who prepare for initial assembly of different garments of varying styles which require the use of different fabric types, including fabrics which require matching. The job role may involve: 1. Preparing garments for initial assembly. 2. Performing assembly operations for fitting. The competent person must: Interpret instructions from the garment specification correctly. Select materials to match work instructions in terms of quantity, type and quality. Identify, mark and divide components accurately. Inform the appropriate people of any deviations from requirements and the corrective action(s) taken. Sub-assembly component parts meet production specification and operational requirements for fitting in terms of quality and quantity. 6. Adapt techniques and work methods to achieve specification, within agreed schedules. 7. Forward output using appropriate procedures which maintain sequence and product quality. 8. Complete documents accurately. 9. Assemble appropriate component parts to allow customer fittings. 10. Produce garment fittings within agreed schedules and to meet customer requirements. The key areas of knowledge and understanding: 1. Principles and methods of: Garment assembly. Garment and material handling. Garment and component cutting. Fitting. 2. Methods and types of marking. 3. Functions and use of equipment. 4. Working practices including the use of equipment, personal conduct and arrangement of work station. The skills and techniques: 1. Garment assembly. 2. Garment and material handling. 3. Garment and component cutting. 4. Fitting. 5. Interpreting instructions from garment specifications. 6. Sewing and pressing characteristics of fabrics. 7. Type and number of components required. 8. Matching requirements and tolerances. 9. Types, usage and qualities of trimmings and threads. 10. Functions and use of sewing equipment (mechanical and hand). 11. Interlining garments. 12. Shrinking techniques. 13. Moulding techniques. Regulations, rules and guidelines: 1. 2. 3. 4. 5.
p32 of 107
1. 2. 3. 4. 5. 6.
Workplace skills: 1. 2. 3. 4. 5. 6. 7. Receive work instructions and specifications and interpret them accurately. Deal with problems within the work area, and within limits of personal responsibility. Report problems outside area of responsibility to the appropriate person. Communicate effectively with colleagues and customers. Comply with written instructions. Complete forms, reports and other documentation. How to complete records accurately, their importance and the need to keep them safe.
p33 of 107

AMTech11 Fit and re-cut garments to customer requirements
This standard is for those who conduct customer fitting requiring garments that vary in style, fabric types, including those that require matching. The job role may involve: 1. Conducting customer fittings 2. Re-cutting garments to final specifications The competent person must: 1. Arrange fitting times that are convenient to the customer 2. Schedule fittings at the appropriate stages of garment assembly 3. Identify customer and garment 4. Assemble equipment to conduct the fitting 5. Place fittings on the customer 6. Identify, mark and note alterations 7. Accurately note further instructions from the customer 8. Interpret alteration marks 9. Note required alterations 10. Re-mark garments in accordance with the alterations identified, marked and noted 11. Mark on the patterns these deviations/alterations for future use 12. Correct garments accurately and according to requirements 13. Manage customer expectations 14. Complete the relevant documents for the next major stage The key areas of knowledge and understanding: 1. Principles and methods of: Garment assembly Garment and material handling Garment and component cutting Fitting 2. Fitting garments, including the identification and amendment of patterns to solving fitting problems involving balance, girth and lengths 3. Customer care, including the psychological aspects associated with fitting garments 4. Recording and marking procedures and practices 5. Effective communication skills 6. Effects of fabric design 7. The implications of amendments The skills and techniques: 1. 2. 3. 4. 5. 6. 7. Make adjustments to patterns in light of comment Garment assembly Garment and material handling Garment and component cutting Fitting Customer care Re-cutting garments
p34 of 107
8. Recording and marking Regulations, rules and guidelines: 1. 2. 3. 4. 5. 6. The organisations rules, codes, guidelines and standards Limits of personal responsibility Reporting procedures Equipment operating procedures Responsibilities under the Health & Safety at Work Act Customer instructions
Workplace skills: 1. 2. 3. 4. 5. 6. 7. 8. 9. Work to be produced in line with critical paths Receive work instructions and specifications and interpret them accurately How to make use of the information detailed in specifications and instructions Deal with problems within the work area, and within limits of personal responsibility Report problems outside area of responsibility to the appropriate person Communicate effectively Comply with written instructions Complete forms, reports and other documentation How to complete records accurately, their importance and the need to keep them safely
p35 of 107

AMTech12 Complete garment to customer specification
This standard is for those who prepare different garments of varying styles which require the use of different fabric types, including fabrics which require matching. The job role may involve: 1. Preparing garments for final assembly. 2. Performing assembly operations to customer satisfaction. 3. Completing garments to specification. The competent person must: 1. 2. 3. 4. 5. 6. 7. Interpret instructions from the garment specification and notes from customer fitting correctly. Select materials to match work instructions in terms of quantity, type and quality. Identify, mark and divide components accurately. Dismantle garments without damage or loss of markings. Carry out alterations to meet customer requirements. Inform the appropriate people of any deviations from requirements and the corrective action(s) taken. Sub-assembly component parts meet production specification and operational requirements for final assembly in terms of quality and quantity. 8. Adapt techniques and work methods to achieve specifications, within the agreed schedules. 9. Forward output using appropriate procedures which maintain sequence and product quality. 10. Complete relevant documents accurately. 11. Produce garments: Within agreed schedules. To meet customer requirements and satisfaction. 12. Finishing operations meet specification and quality requirements. 13. Form garments to meet specification requirements avoiding damage and contamination. 14. Recognise forming faults and correct them using appropriate methods. 15. Finish the garment to customer requirements and satisfaction. 16. Obtain the customers approval of the finished garment.
The key areas of knowledge and understanding: 1. Principles and methods of: Garment assembly. Garment and material handling. Garment and component cutting. Fitting. 2. Sewing and pressing characteristics of fabrics. 3. Type and number of components required. 4. Methods and types of marking. 5. Types, usage and qualities of trimmings and thread. 6. Types of hand sewing techniques and their usage. 7. Functions and use of sewing equipment (mechanical and hand). 8. Fabric pressing requirements. 9. Working practices including the use of equipment, personal conduct and arrangement of work station. The skills and techniques: 1. Garment assembly.
2. Garment and material handling. 3. Garment and component cutting. 4. Fitting. 5. Interpreting instructions from garment specifications and work instructions. 6. Sewing and pressing. 7. Marking. 8. Matching requirements and tolerances. 9. Trimmings and threads. 10. Hand sewing. 11. Fabric pressing. 12. Interlining garments. 13. Shrinking techniques. 14. Moulding techniques. Regulations, rules and guidelines: 1. 2. 3. 4. 5. 6. The organisations rules, codes, guidelines and standards. Limits of personal responsibility. Reporting procedures. Equipment operating procedures. Responsibilities under the Health & Safety at Work Act. Manufacturers instructions.
Workplace skills: 1. 2. 3. 4. 5. 6. 7. 8. Receive work instructions and specifications and interpret them accurately. Ways of planning work activities to maintain continuity of operations. Deal with problems within the work area, and within limits of personal responsibility. Report problems outside area of responsibility to the appropriate person. Communicate effectively. Comply with written instructions. Complete forms, reports and other documentation. How to complete records accurately, their importance and the need to keep them safe.
p37 of 107

AMTech13 Construct and adapt patterns to customer requirements
This standard is for those who produce standard sized patterns for different sizes and garments. The job role may involve: 1. Producing standard sized patterns. 2. Adapting standard sized patterns to customer style, fit and figuration. The competent person must: 1. 2. 3. 4. 5. 6. Use appropriate methods for creating blocks. Match blocks to specified size requirements and charts. Block proportion and style to meet specified requirements. Show all recognised construction lines on blocks. Accurately position the markings, sizing and construction information on your blocks. Within agreed schedules: Produce blocks in the required medium. Present blocks to meet requirements. Produce initial patterns in the required medium. Present initial plans to meet requirements. 7. Fit together all components of block patterns accurately. 8. Store the patterns in the specified manner, to ensure that the quality is preserved. 9. Make adaptations to match customer figuration and style requirements. 10. Position all specified construction lines and markings on your final pattern accurately.
The key areas of knowledge and understanding: 1. Principles and methods of: Creating blocks. Pattern construction and drafting. Sizing patterns. Pattern production including the positioning of construction lines and markings. Adaptation of figure variations. Adaptation of style variations in range. Changing figure proportions and implications for figuration. 2. Medium with which blocks are created. 3. Methods of pattern storage. 4. Types of marking for patterns. 5. Use and types of drawing equipment and materials. 6. Standard body proportions (ladies or gents). 7. Rules of compression and suppression. The skills and techniques: 1. 2. 3. 4. 5. 6. 7. Creating blocks. Pattern construction and drafting. Sizing patterns. Assembly of components of block patterns. Store patterns. Pattern production including the positioning of construction lines and markings. Adaptation of figure variations.
8. Adaptation of style variations in range. 9. Changing figure proportions and implications for figuration. Regulations, rules and guidelines: 1. 2. 3. 4. 5. 6. The organisations rules, codes, guidelines and standards. Limits of personal responsibility. Reporting procedures. Equipment operating procedures. Responsibilities under the Health & Safety at Work Act. Manufacturers instructions.
Workplace skills: 1. 2. 3. 4. 5. 6. 7. 8. Receive work instructions and specifications and interpret them accurately. Ways of planning work activities to maintain continuity of operations. Deal with problems within the work are, and within limits of personal responsibility. Report problems outside area of responsibility to the appropriate person. Communicate effectively. Comply with written instructions. How to complete records accurately, their importance and the need to keep them safe. Complete accurate reports and inform appropriate people of results.
p39 of 107

AMTech14 Lay up, mark-in and cut materials
This standard is for those who lay up materials for different garments that vary in style fabric and make up. The job role may involve: 1. Laying up materials and marking in the lay. 2. Identifying deviations and rectifying faults and flaws. 3. Cutting materials. The competent person must: 1. 2. 3. 4. 5. 6. 7. 8. Select materials to match quality and customer requirements. Plan lays to meet specification requirements. Transfer pattern shapes and markings to all relevant fabrics accurately. Maintain quality requirements at all times. Mark additional allowances on fabric accurately and to meet specified requirements. Complete documents accurately. Work safely and conform to current legislative requirements and codes of practice. Accurately identify deviations in: Fabric. Fitting. Cutting. Assembly. Pressing. 9. Identify appropriate corrective actions to remedy faults and flaws. 10. Use correct techniques and work methods to remedy faults and flaws, and to achieve the specification within agreed schedules. 11. Identify cutting requirements and parts to meet specification. 12. Cut identified parts to meet quality and quantity requirements. 13. Identify and store cut parts to preserve quality.
The key areas of knowledge and understanding: 1. Principles and methods of: Laying up appropriate to fabrics, including those that have a design content. Lay planning and fabric utilisation, including those that require matching. Garment assembly and material handling. Garment and component cutting. Fitting. Evaluating fabric quality. 2. Sewing and pressing characteristics of fabrics. 3. Working practices, including the use of equipment, personal conduct and arrangement of work station. 4. Fault identification, diagnosis and rectification methods (cutting faults, fabric faults, sewing faults, operator faults, lay plan, pressing and assembly faults). 5. Work methods appropriate to fabrics and lays. 6. Cut parts storage and handling requirements and arrangements. The skills and techniques: 1. Laying up appropriate to fabrics, including those that have a design content.
2. Lay planning and fabric utilisation, including those that require matching. 3. Garment assembly and material handling. 4. Garment and component cutting. 5. Interpreting instruction from garment specifications. 6. Type and number of components required. 7. Methods and types of marking. 8. Types, usage and qualities of trimmings and threads. 9. Allowance tolerances. 10. Interlining garments. 11. Fitting. 12. Evaluating fabric quality. 13. Fault identification, diagnosis and rectification. Regulations, rules and guidelines: 1. 2. 3. 4. 5. 6. The organisations rules, codes, guidelines and standards. Limits of personal responsibility. Reporting procedures. Equipment operating procedures. Responsibilities under the Health & Safety at Work Act. Manufacturers instructions.
Workplace skills: 1. 2. 3. 4. 5. 6. 7. 8. 9. Receive work instructions and specifications and interpret them accurately. How to make use of the information detailed in specifications and instructions. Ways of planning work activities to maintain continuity of operations. Deal with problems within the work area, and within limits of personal responsibility. Report problems outside area of responsibility to the appropriate person. Communicate effectively. Comply with written instructions. Complete forms, reports and other documentation following organisational guidelines. Complete records of maintenance and corrective procedures according to organisational procedures.
p41 of 107

AMTech15 Solve quality issues for sample apparel production
This standard is for those who monitor quality compliance for sample production for different garments that vary in style, fabric and make up. The job role may involve: 1. Monitoring quality compliance within sample production 2. Solving quality issues and problems The competent person must: Check and make sure that quality monitoring requirements are met for sample production Clarify any issues Liaise with quality control personnel to maintain ongoing technical quality standards Document any deviations Check corrective actions for the deviation encountered and the quality issues raised Inform the appropriate people of any modifications that have been made to the sample production and any effect this has had on the quality of the sample garment 7. Agree changes and indicate how these may effect future processes and practices The key areas of knowledge and understanding: 1. Which quality assurance procedures and practices that must be adhered to for the development of samples and production runs for apparel products 2. What the diagnostic techniques and corrective methods are 3. What the customer quality standards and finishing requirements are The skills and techniques: 1. Monitoring sample garment production at the appropriate times against quality standards and specifications at each point in the sample production process 2. Maintaining accurate and up-to-date technical information on the sample production process 3. Identifying any deviations from the specification requirements and their effect on the quality of the sample garment 4. Identifying the most appropriate action to resolve problems Regulations, rules and guidelines: 1. The organisations rules, quality assurance and quality control procedures and practices, codes, guidelines and standards 2. Limits of personal responsibility 3. Reporting procedures 4. Equipment operating procedures 5. Responsibilities under the Health & Safety at Work Act 6. Manufacturers instructions Workplace skills: 1. 2. 3. 4. 5. Work to be produced in line with critical paths Receive work instructions and specifications and interpret them accurately How to make use of the information detailed in specifications and instructions Report problems outside area of responsibility to the appropriate person Communicate effectively
1. 2. 3. 4. 5. 6.
6. Comply with written instructions 7. Complete forms, reports and other documentation following organisational guidelines 8. Complete records of maintenance and corrective procedures according to organisational procedures
p43 of 107

AMTech16 Produce sample garments for manufacture
This standard is for those who read and interpret specifications for sample garments for different garments that vary in style, fabric and make up. The job role may involve: 1. Reading and interpreting specifications. 2. Preparing sample garments for making. 3. Producing sample garments. The competent person must: Acquire relevant documents and information. Examine the specifications to ensure understanding and ability to complete the sample garment. Liaise and consult with others regarding the specifications for sample garments. Clarify points and issues arising about the specifications and the resultant sample garments. If necessary, identify other machines that could be more effective when completing the sample garment. Inform appropriate personnel of any necessary changes. Use suitable handling techniques and work methods to achieve specifications. Use working practices that are safe and conform to current legislative requirements and codes of practice. 9. Diagnose equipment faults correctly and take appropriate corrective action. 10. Complete the garment within the timescales specified. The key areas of knowledge and understanding: 1. Principles and methods of garment construction. 2. Specifications. 3. Fabric types. 4. Machine preparation and types including guides and aids. 5. Trims. 6. Assembly methods. 7. Interlinings. 8. Pressing equipment and methods. 9. Thread types. 10. Fusing. 11. Handling technique and work methods. 12. Seams and stitches. The skills and techniques: 1. 2. 3. 4. 5. 6. Analyse materials and equipment specified to ensure that they are available. Prepare machinery as documented in the specifications. Identify, mark, divide and position components accurately. Identify and select appropriate sewing techniques. Assemble the samples using appropriate procedures which maintain sequence and product quality. Critically examine sample garments throughout the sample production process. 1. 2. 3. 4. 5. 6. 7. 8.
Regulations, rules and guidelines: 1. The organisations rules, codes, guidelines and standards. 2. Limits of personal responsibility.
3. 4. 5. 6.
Reporting procedures. Equipment operating procedures. Responsibilities under the Health & Safety at Work Act. Manufacturers instructions.
Workplace skills: 1. 2. 3. 4. 5. 6. 7. 8. Receive work instructions and specifications and interpret them accurately. Comply with written instructions. How to make use of the information detailed in specifications and instructions. Report any problems in the production process and in the quality of the product to appropriate people. Limits of personal responsibility and lines of communication. Communicate effectively. Receive and process all relevant information promptly. Complete appropriate records accurately and keep them in the agreed place.
p45 of 107

AMTech17 Provide technical feedback on sample garments
This standard is for those who evaluate sample production and outcomes with full production needs for different garments that vary in style, fabric and make up. The job role may involve: 1. Comparing sample production and outcomes with full production needs. 2. Providing feedback to inform the production process. The competent person must: 1. Evaluate products, reports and other information from the sample production. 2. Discuss and clarify issues that have arisen from the sample production with the appropriate people. 3. Compare production needs with the processes, outcomes and issues that have arisen from the sample production. 4. Document accurately issues arising from the comparison of the sample garment to production needs. 5. Provide information to appropriate personnel from the evaluation of the sample production within required time limits. 6. Pass recommendations for amendments to appropriate personnel. 7. Modify samples to ensure production feasibility of adaptations. 8. Provide information from sample analysis to inform decisions about final production processes. The key areas of knowledge and understanding: 1. Principles and methods of: Production. Garment construction. 2. Selection of appropriate construction methods to achieve design within given resource constraints. 3. Construction and properties of materials and components. 4. Manufacturing and machine capability and capacity. 5. Quality and documentary standards and requirements. 6. The suitability of materials and components to proposed production methods. 7. Feasible alternative garment assembly and production methods. 8. Work aids. The skills and techniques: 1. 2. 3. 4. Production. Garment construction. A range of construction methods to achieve design. Construction of materials and components.
Regulations, rules and guidelines: 1. 2. 3. 4. 5. 6. The organisations rules, codes, guidelines and standards. Limits of personal responsibility. Reporting procedures. Equipment operating procedures. Responsibilities under the Health & Safety at Work Act. Manufacturers instructions.
Workplace skills:
p46 of 107
1. 2. 3. 4. 5. 6.
Receive work instructions and specifications and interpret them accurately. How to make use of the information detailed in specifications and instructions. Report problems outside area of responsibility to the appropriate person. Limits of personal responsibility and lines of communication. Communicate effectively. Comply with written instructions.
p47 of 107

AMTech18 Handle and measure garments to ensure compliance with requirements
This standard is for those who identify handling and measuring requirements for different garments that vary in style, fabric and make up, including specialist handling and measuring. The job role may involve: 1. Identifying handling and measuring requirements 2. Measuring and handling garments
The competent person must: 1. 2. 3. 4. 5. 6. 7. Check the specifications with others to identify handling and measuring requirements Establish when measuring needs to be carried out and how this should be completed Identify and find any special equipment needed to handle the material Check any points and issues arising about the handling and measuring requirements Handle garments as in the specifications Identify any problems handling the fabric when producing the garment Measure garments and relevant parts which may include: Before production During production After production Finished product Samples As documented in the specification 8. Check garments and compare measurements throughout the process 9. Make a note of any measures that deviate from the specification 10. Tell appropriate people of any problems, deviations and necessary changes that come from handling and measuring of the garment
The key areas of knowledge and understanding: 1. 2. 3. 4. 5. What the principles and methods of garment construction are What specifications are and how to use them What the customer and organisational requirements are How measuring and handling equipment should be chosen and used What the effects of washing and pressing are on fabrics and garments
The skills and techniques: 1. 2. 3. 4. Taking correct measures Making calculations required to take correct measure to meet specifications Deciding on tolerances Handling requirements for a range of fabric types
Regulations, rules and guidelines: 1. The organisations rules, codes, guidelines and standards 2. Limits of personal responsibility 3. Reporting procedures
p48 of 107
4. Equipment operating procedures 5. Responsibilities under the Health & Safety at Work Act Workplace skills: 1. Work to be produced in line with critical paths 2. Receive work instructions and specifications and interpret them accurately 3. How to make use of information detailed in specifications and instructions 4. Report problems outside area of responsibility to the appropriate person 5. Complete relevant documentation accurately and promptly and keep records in the agreed place 6. Limits of personal responsibility and lines of communication 7. Communicate effectively 8. Comply with written instructions 9. Record information accurately and pass it on to the appropriate people 10. Complete forms, reports and other documentation following organisational guidelines
p49 of 107

AMTech19 Investigate markets, materials and styles
This standard is for those who identify and review existing and new markets, materials and styles relating to different garments that vary in style, fabric and make up. The job role may involve: 1. Identifying and reviewing markets, materials and styles. 2. Evaluating and feeding back information on markets, materials and styles. The competent person must: 1. Review up-to-date documents relating to current markets, materials and styles. 2. Visit appropriate outlets to examine and evaluate features of current and emerging materials and styles. 3. Continually observe the public to identify emerging markets, styles and materials appropriate to your organisations products and services, including the potential for new markets. 4. Examine and assess the styles being presented by designers for current and future seasons. 5. Identify national and international competitors that are likely to impact on your organisations markets. 6. Evaluate the markets for your apparel products. 7. Identify new markets that might enhance your organisations product base. 8. Develop and document ideas for new, and appropriate adaptations to your organisations own styles, materials and markets. 9. Communicate your ideas and make recommendations about changes and expansions to the appropriate personnel. The key areas of knowledge and understanding: 1. Markets, materials and styles and their analysis. 2. Principles of: Design, in terms of function, fit, shape and form. Garment construction. 3. Extent and content of company product range. 4. Construction and properties of materials and components. 5. Manufacturing and machine capability and work aids. 6. Customer quality standards and finishing requirements. The skills and techniques: 1. Identify appropriate styles that: Could be developed within your organisation. Are appropriate to your customer base. 2. Design, in terms of function, fit, shape and form. 3. Garment construction. 4. Construction of materials and components. 5. Suitability of styles, materials and components characteristics to proposed production methods. Regulations, rules and guidelines: 1. 2. 3. 4. 5. The organisations rules, codes, guidelines and standards. Limits of personal responsibility. Reporting procedures. Equipment operating procedures. Responsibilities under the Health & Safety at Work Act.
6. Manufacturers instructions. Workplace skills: 1. 2. 3. 4. 5. 6. 7. Receive work instructions and specifications and interpret them accurately. How to make use of the information detailed in specifications and instructions. Report problems outside area of responsibility to the appropriate person. Limits of personal responsibility and lines of communication. Communicate effectively. Comply with written instructions. Complete forms, reports and other documentation following organisational guidelines.
p51 of 107

AMTech20 Produce final apparel production schedule
This standard is for those who compile design and pattern requirements for garments that vary in style, fabric and make up. The job role may involve: 1. Compiling design and pattern requirements. 2. Contributing to product costing. 3. Finalising assembly sequence and quality assurance criteria. The competent person must: 1. 2. 3. 4. Agree quality, quantity and types of materials and components with appropriate personnel. Source and include fabric testing reports in product specifications. Give clear and accurate instructions for handling materials. Verify product size charts and measurement instructions with customers and include them in final specifications according to organisational and customer requirements. 5. Identify product labelling and packing instructions which comply with legislative and customer requirements. 6. Obtain material and component costs from suppliers and produce accurate costings. 7. Supply relevant make-up costings within given costing systems. 8. Produce make-up costings that meet required contribution to direct costs. 9. Agree the costing breakdown reproduced in the specification with appropriate personnel. 10. Identify the product parts, the assembly sequence and the production methods which will achieve design and cost criteria. 11. Clearly: Describe and illustrate any special features or treatments. Identify and describe finishing requirements. 12. Supply quality control information for each operation which matches agreed design and customer requirements. 13. Agree each production operation with appropriate personnel. 14. Check the supply of materials with appropriate personnel.
The key areas of knowledge and understanding: 1. The impact of legislative requirements on design and technical specification. 2. Import and export legislation requirements for part and finished goods. 3. Interpretation of test reports and pre-production documents. 4. Customer specifications, quality standards and finishing requirements. 5. Principles of garment costing. 6. Methods of garment costing manual and IT (Information Technology). 7. Definition and components of direct and indirect costs. 8. Influence of customer pricing policies and requirements on sample production costings. 9. Attribution of cost to appropriate headings. 10. Company costing policies. 11. Sources and delivery lead times for machinery, equipment and materials. The skills and techniques: 1. Pattern piece identification appropriate to the product. 2. Material specification, handling, care and labelling.
3. Construction and properties of materials and components. 4. Methods of garment assembly. 5. Suitability of materials and components characteristics to proposed production methods. 6. Organisational requirements for production. 7. Manufacturing and machine capability and work aids. 8. Logical sequences and methods of production. 9. Selection of appropriate construction methods to achieve design within given resource constraints. 10. Quality requirements and control checks. Regulations, rules and guidelines: 1. 2. 3. 4. 5. 6. The organisations rules, codes, guidelines and standards. Limits of personal responsibility. Reporting procedures. Equipment operating procedures. Responsibilities under the Health & Safety at Work Act. Manufacturers instructions.
Workplace skills: 1. 2. 3. 4. 5. 6. 7. Receive work instructions and specifications and interpret them accurately. How to make use of the information detailed in specifications and instructions. Report problems outside area of responsibility to the appropriate person. Limits of personal responsibility and lines of communication. Communicate effectively. Comply with written instructions. Complete forms, reports and other documentation following organisational guidelines.
p53 of 107

AMTech21 Assess customer requirements and take measurements
This standard is for those who take customer measures and assess figuration for different types of figures, sets of basic measure, and sets of figuration. The job role may involve: 1. Taking customer measures and assessing figuration The competent person must: 1. Identify the correct set of measure for the garments to be made. 2. Take a complete set of measures: In the correct sequence. In a manner which maintains customer relationships. 3. Accurately assess and record customers figuration. 4. Document the measurements accurately and completely. The key areas of knowledge and understanding: 1. Basic measures and where to place the tape when measuring. 2. How to take measures and why they are taken in the way they are. 3. The sequencing required for taking measures and why the measures are sequenced in a particular order. The skills and techniques: 1. Taking measures, including: Natural waist. Full length. Half back. Sleeve length. Chest and/or bust. Waist. Hip and/or seat. Trouser waist. Trouser hip and/or seat. Outside leg. Inside leg and/or body rise. Knee width. Bottom width. 2. Figuration requirements, including: Shoulder variations. Stance. Balance. Chest. Waist proportion. Hip variation. Leg shape. Regulations, rules and guidelines:
p54 of 107
1. 2. 3. 4. 5. 6.
Workplace skills: 1. 2. 3. 4. 5. 6. 7. 8. Receive work instructions and specifications and interpret them accurately. How to make use of the information detailed in specifications and instructions. Report problems outside area of responsibility to the appropriate person. Complete relevant documentation accurately and promptly and keep records in the agreed place and/or pass it on to the appropriate people. Limits of personal responsibility and lines of communication. Communicate effectively. Comply with written instructions. Complete forms, reports and other documentation following organisational guidelines.
p55 of 107

AMTech22 Plan apparel production schedule
This standard is for those who identify the requirements and constraints for the production of different garments that vary in style, fabric and make up. The job role may involve: 1. Identifying requirements and constraints for production. 2. Specifying and assessing material and machine settings. 3. Developing plans to ensure production schedules meet requirements. The competent person must: 1. Acquire all relevant documents to enable you to identify specification, production requirements and constraints. 2. Read and interpret evaluation information from all sources and at all points in the development stages. 3. Liaise, consult and discuss with all those involved in the design, sampling and pilot production processes to establish requirements and possible constraints. 4. Identify and document requirements for the production schedule. 5. Identify and highlight possible constraints to the production and how these may be overcome. 6. Identify components of the plan. 7. Check that the components and the plan will meet the production schedule requirements. 8. Develop outline plans for discussion and agreement. 9. Liaise, consult and discuss your outline plans with the appropriate people. 10. Develop final plans which ensure that the production schedule meets the quality, time and other requirements. 11. Agree the plan with the appropriate people. 12. Seek and obtain required written approvals. The key areas of knowledge and understanding: 1. Principles and methods of: Production. Garment construction. 2. Construction and properties of materials and components. 3. Methods of remedying faults. 4. Manufacturing and machine capability and work aids. 5. Quality and documentary standards and requirements. 6. Suitability of materials and components characteristics to proposed production methods. 7. Customer specifications. The skills and techniques: Carry out machine adjustments and settings to achieve quality standards. Identify appropriate machinery for processes. Specify working practices appropriate to machine settings. Accurately record machine settings. Select suitable and compatible fabric. Use interlinings and trims that are appropriate to customer specifications, the design specification and are compatible with the fabric. 7. Check fabric trim against specification. 8. Test fabric trim to establish performance.
1. 2. 3. 4. 5. 6.
9. Production. 10. Garment construction. 11. Selection of appropriate construction methods to achieve designs within given resource constraints. 12. Construction of materials and components. 13. Remedying faults. 14. Feasible alternative garment assembly and production methods. Regulations, rules and guidelines: 1. 2. 3. 4. 5. 6. The organisations rules, codes, guidelines and standards. Limits of personal responsibility. Reporting procedures. Equipment operating procedures. Responsibilities under the Health & Safety at Work Act. Manufacturers instructions.
Workplace skills: 1. 2. 3. 4. 5. 6. 7. 8. Receive work instructions and specifications and interpret them accurately. How to make use of the information detailed in specifications and instructions. Report problems outside area of responsibility to the appropriate person. Complete relevant documentation accurately and promptly, and keep records in the agreed place and/or pass it on to the appropriate people. Limits of personal responsibility and lines of communication. Communicate effectively. Comply with written instructions. Complete forms, reports and other documentation following organisational guidelines.
p57 of 107

AMTech26 Make up and assemble apparel samples
This standard is for those who prepare to make up sample garments that vary in style, fabric and make up, and also use fabric that requires matching. The job role may involve: 1. Preparing to make up sample garments 2. Making up samples The competent person must: Interpret instructions from the garment specification correctly Select the appropriate materials, tools and equipment to make up the garment Examine and assemble the pattern pieces to ensure they are correct and complete Inform the appropriate people of any deviations from requirements and the corrective action(s) taken Arrange the pattern pieces on the material to minimise wastage and ensure appropriate cutting for style and design 6. Cut and prepare any interfacings and other components required to make up the garments 7. Cut the materials to meet matching, grain, pile and other requirements for material and pattern 8. Mark materials pieces in the appropriate way to ensure that all design features are met and the material pieces are ready for sewing 9. Assemble garment pieces and identify and select appropriate sewing techniques to achieve specification 10. Order and prioritise the way the garments will be made up 11. Complete: Hand sewing procedures at appropriate times within the make up process Machine sewing processes efficiently and effectively completed Finishing procedures 12. Adopt suitable handling techniques and work methods to achieve required outcomes 13. Critically examine garments and compare with design requirements throughout the sampling process 14. Diagnose faults correctly and take appropriate corrective action 15. Produce sample within agreed schedules and to meet customer requirements 16. Use working practices that are safe and conform to current legislative requirements and codes of practice The key areas of knowledge and understanding: 1. Principles and methods of: Garment and pattern assembly Garment and material handling Garment and component cutting Sewing techniques Fault diagnosis and correction Fitting 2. Methods and types of marking 3. Functions and use of equipment 4. Working practices including the use of equipment, personal conduct and arrangement of work station The skills and techniques: 1. Garment assembly 2. Garment and material handling
1. 2. 3. 4. 5.
3. Garment and component cutting 4. Fitting 5. Interpreting instructions from garment specifications 6. Sewing and pressing characteristics of fabrics 7. Type and number of components required 8. Matching requirements and tolerances 9. Types, usage and qualities of trimmings and threads 10. Functions and use of sewing equipment (mechanical and hand) 11. Interlining garments; shrinking techniques; moulding techniques Regulations, rules and guidelines: 1. 2. 3. 4. 5. The organisations rules, codes, guidelines and standards Limits of personal responsibility Reporting procedures Equipment operating procedures Responsibilities under the Health & Safety at Work Act
Workplace skills: 1. 2. 3. 4. 5. 6. 7. 8. 9. Work to be produced in line with critical paths Receive work instructions and specifications and interpret them accurately How to make use of the information detailed in specifications and instructions Ways of planning work activities to maintain continuity of operations Deal with problems within the work area, and within limits of personal responsibility Report problems outside area of responsibility to the appropriate person Communicate effectively with colleagues and customers Comply with written instructions Complete forms, reports and other documentation
p59 of 107

AMTech27 Illustrate fashion design concept using CAD
This standard is for those who create CAD fashion illustrations of new garment/item designs presenting concepts that will record the style and features of the item. The job role may involve: 1. Utilising vector based drawing programs or CAD/CAM system functions to create design sketches in the virtual domain 2. Producing new design concepts fitting in with the design brief, as individual fashion/garment or items, or as part of a range 3. Demonstrate a detailed knowledge and understanding of garment construction and pattern design and development techniques and processes 4. Including descriptions of design features, such as colour options, style details, fabric grain line, nap, stitching or embellishment 5. Ensuring notation relevant to all features is present 6. Detailing fabric and trim selections 7. Labelling design correctly and saving 8. Demonstrating a strong attention to detail The competent person must: 1. 2. 3. 4. 5. 6. 7. 8. Work from design brief to create garment/item concept Present an accurate representation of the fashion design sketch/concept including technical details Indicate features that are present within the design Outline necessary fabric and trim details Present the design concept in line with company/customer approach Utilise advanced functions of the chosen software as required Create advanced fashion presentation images where software functionality available Effectively communicate with colleagues in issues relating to job role within the workplace and remotely
The key areas of knowledge and understanding: 1. 2. 3. 4. How to utilise the functionality of the design package to enhance the design concept Understand appropriate technical language How each garment fits into a seasonal range or theme Construction of garments/items being designed and presented electronically
The skills and techniques:

1. Present fashion illustrations electronically, either by: Generate diagram within vector based illustration package Importing hand-drawn fashion illustrations 2. Apply concepts undertaken during the fashion design process: Work from the design brief to create a garment style Generate newness to an existing style or concept, which could involve accessing and editing existing
files
Present working sketches of various styles prior to the selection process 3. Present a working document that can be interpreted at subsequent stages of the garment development,
through to production and quality control stages

4. Input relevant details about garment styling and features: Notations relevant to style features, such as stitching detail at collar and pocket
p60 of 107
State fabric choice and colour options, including digital swatches or colouration of the garment as
required
Detail any trims required on the garment, such as choice of fastening describing any buttons, zips or
other fastenings
Include notations of specific measurements 5. Adapt approach to work in accordance with client/customer specification 6. Save any inputted data into appropriate bitmap format
Regulations, rules and guidelines: Follow organisations rules, codes, guidelines and standards Ensure quality systems and procedures Awareness of limits of personal responsibility Reporting procedures Equipment operating procedures Responsibilities under the Health & Safety at Work Act 1974 etc, with particular focus on appropriate posture when working at a visual display unit 7. Refer to manufacturers instructions for software and hardware functionality Workplace skills: 1. Communicate effectively with colleagues in both design and production roles, also with factories and customers to enhance understanding and cooperation 2. Build good working relationships with colleagues 3. Comply with written instructions 4. Accurately complete forms, reports and other documentation in accordance with agreed procedures 5. Deal with problems within the work area, within limits of personal responsibility 6. Report problems outside area of responsibility to the appropriate person 1. 2. 3. 4. 5. 6.
p61 of 107

AMTech28 Transfer paper garment patterns into CAD (digitising)
This standard is for those who generate electronic versions of paper garment patterns by digitising pattern piece information from paper/card patterns using a digitising tablet and stylus. The job role may involve: 1. Inputting all garment pattern piece dimensions and features into CAD/CAM system 2. Demonstrate a competent understanding of garment construction and pattern design and development techniques and processes 3. Including all relevant notation on the pattern pieces 4. Indicating direction of fabric grain line, nap and pattern 5. Labelling the digitised pattern piece correctly 6. Saving individual pattern pieces using unique identifiers to indicate garment, style, component The competent person must: Select the required patterns for digitising, review pattern piece, identify any key design features Position individual pattern pieces onto digitising board, input using the approved organisational method Create or utilise an existing sizing rule table Input industry standard pattern notations including drill holes and notches Assess pattern on system against existing pattern Evaluate patterns to ensure that the shapes are correct, all notches are present and grain lines, nap and pattern are applied correctly 7. Use basic pattern modification techniques 8. Label pieces to ensure that they are correctly aligned or place them according to standard procedure 9. Output an industry standard garment pattern using chosen software 10. Save pattern according to organisational protocols The key areas of knowledge and understanding: 1. 2. 3. 4. 5. 6. 7. 8. How to recognise relevant pattern pieces, and understand any information/notation they display Practical experience of the pattern cutting process How to differentiate between notches, drill holes, grain lines and darts etc. Different pattern pieces used within the product type Recognise if elements are missing i.e. notches Product assembly process Familiarity with basic computer navigation Data conversion procedures 1. 2. 3. 4. 5. 6.
The skills and techniques: 1. Accurate and efficient digitalising to required standard, using appropriate plotting parameters 2. Visual assessment and evaluation of patterns on screen and on digitising table, ensuring all pattern information present 3. Where required, set parameters for plotting (e.g. quarter / fifth / full) 4. Approach to data storage: File structuring Identifying correct folders Naming protocols (creating or continuation of organisational numbering system) Access paths for file retrieval
5. Keeping accurate records for data management 6. Generate output in relevant format: For printing hard copies Subsequent stages in CAD/CAM process 7. Implement data backup techniques Regulations, rules and guidelines: Follow organisations rules, codes, guidelines and standards Ensure quality systems and procedures Awareness of limits of personal responsibility Reporting procedures Equipment operating procedures Responsibilities under the Health & Safety at Work Act 1974 etc, with particular focus on appropriate posture when working at a visual display unit 7. Refer to manufacturers instructions for software and hardware functionality Workplace skills: 1. Communicate effectively with colleagues in both design and production roles, also with factories and customers to enhance understanding and cooperation 2. Comply with written instructions 3. Accurately complete forms, reports and other documentation in accordance with agreed procedures 4. Deal with problems within the work area, within limits of personal responsibility 5. Report problems outside area of responsibility to the appropriate person 1. 2. 3. 4. 5. 6.
p63 of 107

AMTech29 Garment pattern development using a CAD system
This standard is for those who alter and amend existing garment blocks, or pattern pieces stored within a CAD/CAM system to create new concepts, or variations of a style. The job role may involve: 1. Retrieving appropriate pattern block or piece to amend, from CAD/CAM system file 2. Demonstrate a competent understanding of garment construction and pattern design and development techniques and processes 3. Modifying the pattern to suit the required shape 4. Accounting for fabric properties such as inherent stretch, pile, nap, drape and shrinkage 5. Ensuring all pattern pieces to be altered are amended 6. Labelling and saving the new pattern appropriately The competent person must: 1. Select the most appropriate block from those saved on the system 2. Analyse design illustration to determine any changes i.e. adding pleats or darts to modify fullness 3. Modify the pattern as required i.e. alter, add or remove straight edges, curves, vents, pockets, notches etc. 4. Differentiate between single or mirrored piece to inform the lay plan process 5. Print completed patterns for sample/toile making 6. Where necessary modify pattern based on resultant sample/toile The key areas of knowledge and understanding: 1. How to recognise the key components of garment patterns and the principles of pattern cutting 2. Practical experience of the pattern cutting process in order to modify pattern pieces using manual pattern cutting techniques 3. Apparel manufacturing processes 4. How pattern components fit together 5. How to take accurate measurements 6. Size specifications 7. The effect of fabric drape, stretch and shrinkage 8. Data back-up and file storage 9. Data conversion packages The skills and techniques:
1. Use available software to undertake pattern alteration and modification, applying knowledge on manual
techniques into the virtual domain

2. Assemble individual pattern pieces into cohesive garment model 3. Check pattern measurements and fit appropriate edges using suitable functions 4. Systematically work through required amendments and pattern manipulation on aspect such as: Address pattern piece points, lines and panels to add fullness Consider the hem area of the pattern/garment Add or remove straight edges Consider pocket size/position Inherent features of fabric, such as drape, stretch, pattern, print and shrinkage 5. Generate different patterns with the use of appropriate software package functions: Generating lay plans
p64 of 107
Creating specification sheets Importing into advanced pattern development programmes, such as 3D virtual modelling 6. File and data management: Implement naming protocols and version control Setup or identify storage areas for individual patterns pieces/output model 7. Data backup techniques
p65 of 107

AMTech30 Garment pattern grading using a CAD system
This standard is for those that retrieve finalised pattern pieces to be graded in size across the required sizing chart. The job role may involve: 1. Retrieving appropriate standard size pattern block or piece from CAD/CAM system file to be graded up and down according to size chart 2. Demonstrate a competent understanding of garment construction and pattern design and development techniques and processes 3. Applying relevant size chart/rule table to all garment pattern pieces 4. Modifying the proportions of pattern appropriate to newly sized piece, especially for focal point features such as pockets or collars 5. Ensuring all pattern pieces to be altered are amended 6. Checking measurements of pattern pieces against size specification 7. Label as required and save the newly graded pattern appropriately The competent person must: 1. 2. 3. 4. Prepare to use the pattern grading functions of chosen software Select the suitable base pattern Create or access existing size chart or rule table, accounting for all size ranges as appropriate Increase the size/shape of a pattern piece in the correct manner in accordance with size chart or necessary fit 5. Work to customer specifications 6. Apply industry standard garment pattern grading techniques using chosen software 7. Produce industry standard graded patterns
The key areas of knowledge and understanding: Information required on industry standard graded garment patterns The fundamental principles of pattern grading and the importance of sizing charts and ratios The difference between mens, ladies and childrens grading requirements Product manufacturing techniques and limitations The effect of fabric properties, such as drape and inherent stretch, embellishments, component parts, styling features and reaction of fabrics to production processes 6. Why different areas of the pattern may be graded to different proportions / individually 7. Data conversion packages The skills and techniques:
1. Retrieve finalised standard sized pattern pieces to utilise CAD/CAM technology and knowledge of
1. 2. 3. 4. 5.
manual pattern grading techniques to generate a graded style

2. Identify the significance of critical body measurement points for grading
Input initial size information where applicable Analyse size specification Produce graded patterns to size chart measurements 3. File and data management 4. Apply competent grading techniques by selecting and using the pattern grading functions of chosen software: Interpret size charts to create grades using a rule table
Select grading methods appropriate to product type, size, fit and proportion Describe and apply the incremental (x and y coordinates) values required in the pattern grading process 5. Modifying patterns whilst grading to fit size specifications i.e. adding extra darts 6. Checking accuracy of graded patterns: Where available, ensure accuracy of fit and balance of garment using chosen software Print patterns to make sample/toile, to check for accuracy and fit Modify patterns where appropriate Regulations, rules and guidelines: Follow organisations rules, codes, guidelines and standards Ensure quality systems and procedures Awareness of limits of personal responsibility Reporting procedures Equipment operating procedures Responsibilities under the Health & Safety at Work Act 1974 etc, with particular focus on appropriate posture when working at a visual display unit 7. Refer to manufacturers instructions for software and hardware functionality Workplace skills: 1. Communicate effectively with colleagues in both design and production roles, also with factories and customers to enhance understanding and cooperation 2. Build good working relationships with colleagues 3. Comply with written instructions 4. Accurately complete forms, reports and other documentation in accordance with agreed procedures 5. Deal with problems within the work area, within limits of personal responsibility 6. Report problems outside area of responsibility to the appropriate person 1. 2. 3. 4. 5. 6.
p67 of 107

AMTech31 Generate garment cutting lay plans in a CAD/CAM system
This standard is for those who generate cutting lay plans onto a virtual equivalent of the fabric cutting length, by arranging pattern pieces manually or using automatic lay planning software. This process takes into account any lay constraints, and endeavours to maximise utilisation of the fabric. The job role may involve: 1. Retrieving graded garment pattern pieces using appropriate CAD/CAM interface to generate virtual cutting lay 2. Demonstrate a competent understanding of garment construction and pattern design and development techniques and processes, to ensure that all pattern pieces are present 3. Ensuring that all sizes, according to relevant contract sizing ratio are available to include in the lay 4. Positioning all pattern pieces onto the virtual lay, either manually or utilising CAD/CAM functionality 5. Having an awareness to accommodate features of different fabric types, where properties may affect ability to cut, such as: patterns; checks; surface interest; nap of fabrics such as velvet or corduroy 6. Demonstrating an awareness for cost effectiveness by maximising fabric utilisation The competent person must: 1. Where available use the marker making functions of chosen software to automatically or manually arrange pattern pieces on the fabric template 2. Define the lay limits for pattern piece placement i.e. limits or allowances to flip and rotate 3. Define the rules for fabric patterns, nap and grain 4. Ensure all components of graded pattern pieces are incorporated into the lay 5. Apply customer requirements into the lay planning rules, for aspects such as contractual sizing ratios 6. Where necessary incorporate allowances for buffering between pattern blocks 7. Produce costing markers for information purposes 8. Be aware of material types with high proportions of inherent flaws that may require lays to be re-planned The key areas of knowledge and understanding: 1. 2. 3. 4. 5. 6. 7. 8. Industry standard marker making Competent principles of lay planning Why lay planning rules need to be in place, and what constraints and limitations are required Effect of fabric pattern and grain on the lay constraints Importance of lay plan efficiency to maximise fabric utilisation, by demonstrating cost effective strategies The implications of fabric pile i.e. 1-way or 2-way fabrics on the fabric lay constraints The implications of machine or hand cutting on buffering allowances. Data conversion protocols
The skills and techniques:

1. Retrieve finalised graded pattern pieces to utilise CAD/CAM technology to generate an efficient fabric
cutting lay plan

2. Accurately position or check automatically positioned pattern pieces on fabric template, taking into
account:
Ensure all components of garments have been graded, and are shown on screen
p68 of 107
Position pattern pieces according to fabric grain line, pattern and nap direction Systematically check all size options are placed according to the contracted size ratio 3. Modify standard markers to a range of specifications including: Join two markers Edit the width of a marker Bring an extra size to a marker 4. Adapt standard markers to a range of different fabric requirements such as: Single lay Tubular knitted fabrics Folded One-way Two-way 5. Taking into account the production process on the lay planning constraints, utilise CAD/CAM technology
and manual lay planning techniques for: Laying up Meeting production requirements Costings Maximising utilisation 6. Assessing lay plan variations in order to choose the most cost effective or most suitable plan: A single size lay A multi size lay in accordance with sizing ratio 7. Plot lay plan using an appropriate scale (e.g. quarter / fifth / full) 8. Data and file management and file compression techniques

p69 of 107

AMTech32 Create garment specification in product data management (PDM) function in CAD/CAM
This standard is for those who compile all information relevant to product or style, including garment/item styling and trim, utilising the CAD/CAM package to present all the information within a garment specification sheet or pack. The document will provide an accurate point of reference to multiple parties at all stages of the production process. The job role may involve: 1. Demonstrating awareness of all aspects of the garment such as: styling information; fabric; need for interlinings; labels for sizing and branding; and trims such as zips, fastenings and embellishments 2. Demonstrate a competent understanding of garment construction and pattern design and development techniques and processes 3. Taking into account different requirements for garments across the size ratio The competent person must: 1. Manage or compile and input, ensuring all information relative to each individual style is accurate, in a manner timely to critical path deadlines 2. Present findings from any testing undertaken on garment or component parts 3. Input details in agreed/universally recognised format to enable details to be entered by different parties at different stages 4. Indicate any amendments made to garment specification, noting who made the changes, when and why 5. View information on screen to confirm all information is present 6. Save information as required The key areas of knowledge and understanding: 1. This is a product centric function to manage details of an individual garment style 2. Importance of the design sketch, technical illustration or photographic image of the garment to illustrate the styling, being visual removes reliance on text 3. How vital accurate communication of colour selection is for colour matching at subsequent stages of production 4. Importance of accuracy in detailing component parts 5. Need for labelling information to be present 6. Particular testing requirements for a variety of garment types, i.e. childrenswear The skills and techniques:
1. Accurate inputting of all garment information such as:
Sketch and technical drawing of item/garment style Information regarding fabric, such as specific shade for colour matching, weight p/m Detail all trims, such as zip length, button colour/size, length of draw cord 2. Ensure all appropriate technical information is present: Fabric performance testing, such as abrasion or wash fastness Where necessary, seam strength/slippage Specific performance of any component parts (more rigorous in children or performance wear garments) 3. Record any correspondence regarding specific product information, this can be scanning any additional documentation to support reasons for changes, or uploading any emailed/electronic information
4. Detailing labelling information:
Indicate positioning of labels Outline particular branding labels to be used Specify exact information to be included on the wash care label, such as country of origin, wash care instructions, style information 5. Generate the specification document, either electronically or as a hard copy, to confirm all necessary information is present, as it is used as a point of reference by many individuals at different stages Regulations, rules and guidelines: Follow organisations rules, codes, guidelines and standards Ensure quality systems and procedures Awareness of limits of personal responsibility Reporting procedures Equipment operating procedures Responsibilities under the Health & Safety at Work Act 1974 etc, with particular focus on appropriate posture when working at a visual display unit 7. Refer to manufacturers instructions for software and hardware functionality Workplace skills: 1. Communicate effectively with colleagues in both design and production roles, also with factories and customers to enhance understanding and cooperation 2. Build good working relationships with colleagues 3. Comply with written instructions 4. Accurately complete forms, reports and other documentation in accordance with agreed procedures 5. Deal with problems within the work area, within limits of personal responsibility 6. Report problems outside area of responsibility to the appropriate person 1. 2. 3. 4. 5. 6.
p71 of 107

AMTech33 Utilise garment product lifecycle management (PLM) functions in a CAD/CAM system
This standard is for those working in the apparel industry who consider all stages of the development of a garment in order to effectively plan and implement production and delivery schedules. It involves ensuring all aspects of the garment are in place, finalised graded pattern, fabric specifications, details of trim and labels, indication of delivery schedules of raw materials, awareness of production capacity and delivery according to launch of styles. The job role may involve: 1. Working across a number of applications within the CAD/CAM system 2. Demonstrate a competent understanding of garment construction and pattern design and development techniques and processes, also production and delivery requirements 3. Ability to input accurate details of garment/item components 4. Where remote access is necessary off site or overseas, ensure that all details are correct and updated as required 5. Utilise the CAD/CAM system to plan and monitor production The competent person must: 1. Ensure that relevant style/product information for all styles are inputted into the PLM system 2. Anticipate any aspects of a style that may present any problems, such as non standard length zips, or large quantities of fabric being sourced from multiple suppliers (potential issue of colour continuity) 3. Take into account timescales between design and retail stage The key areas of knowledge and understanding: 1. How the PLM process incorporates all information inputted at previous stages in order to efficiently manage a garment style trough the supply chain 2. How PLM enables visibility and management of all styles, and changes to styles, throughout any given timeframe (season) 3. Timescales involved in planning production capacity, such as ordering fabric and trims, time periods relative to order sizes 4. Where and when production is intended to occur, therefore logistical considerations 5. Awareness of the importance of production flow and delivery times in order to merchandise garments and styles The skills and techniques:
1. Have an overall awareness of ranges, styles and colour-ways of garments within a given season 2. Utilise the PLM system to maintain an overview of where styles are in the supply chain, using inbuilt
functionality to: Facilitate collaborative planning Communicate current status of colour information, such as availability and approval Generate indications of costs Present specification information Enables web-based messaging to provide point of reference for all parties Accurate workflow management function 3. Take into account available production capacity, issues to consider include: Geographical location, influenced by production costs, closeness to raw material suppliers, also timescales required for delivery
Should the style be produced at one site for continuity, or multiple sites for flexibility Existing relationships with production units, levels of reliability in terms of quality and meeting delivery schedules 4. Consider potential aspects that are likely to change, to foresee potential problems: Contract sizes, can increase or decrease due to customer requirements Colour options within a style being added or removed Regulations, rules and guidelines: Follow organisations rules, codes, guidelines and standards Ensure quality systems and procedures Awareness of limits of personal responsibility Reporting procedures Equipment operating procedures Responsibilities under the Health & Safety at Work Act 1974 etc, with particular focus on appropriate posture when working at a visual display unit 7. Refer to manufacturers instructions for software and hardware functionality Workplace skills: 1. Communicate effectively with colleagues in both design and production roles, also with factories and customers to enhance understanding and cooperation 2. Build good working relationships with colleagues 3. Comply with written instructions 4. Accurately complete forms, reports and other documentation in accordance with agreed procedures 5. Deal with problems within the work area, within limits of personal responsibility 6. Report problems outside area of responsibility to the appropriate person 1. 2. 3. 4. 5. 6.
p73 of 107

MSP1 Look after the work area in manufacturing sewn products
This standard is for those who organise their work activities to make sure that agreed production targets and instructions are met, carry out ongoing routine maintenance of tools and equipment, and recognise problems and deal with them within the limit of their personal responsibility. The job role may involve: 1. Helping to achieve production targets. 2. Keeping up the rate of production. 3. Looking after tools and equipment. 4. Keeping the work area clean and tidy The competent person must: 1. Organise and carry out work. 2. Deal with work interruptions. 3. Handle materials without damage. 4. Use materials to minimise waste. 5. Maintain tools and equipment in a serviceable condition ready for use. 6. Identify faults in tools and equipment and take corrective action. 7. Carry out running maintenance within agreed schedules. 8. Report the need for maintenance and/or cleaning outside your responsibility. 9. Keep the work area clean and free from waste and obstructions. 10. Use cleaning equipment and methods appropriate for the work to be carried out. 11. Dispose of waste safely in the designated location. 12. Store cleaning equipment safely after use. 13. Carry out cleaning according to schedules and limits of responsibility. The key areas of knowledge and understanding: 1. Why it is important to minimise production costs. 2. The importance of taking action when problems are identified. 3. Different ways of minimising waste. 4. Why it is important to conduct running maintenance. 5. Common faults with equipment and how they can be rectified. 6. Sources of information regarding maintenance procedures. 7. Hazards likely to be encountered when conducting routine maintenance. 8. Why it is important to carry out regular cleaning. 9. Different types of cleaning equipment and their use. 10. Safe working practices for cleaning and how they are carried out. The skills and techniques: 1. 2. 3. 4. 5. 6. 7. 8. Maintaining a clean and hazard free working area. Using correct machine guards. Handling tools, machinery and work aids in a safe manner. Reporting unsafe equipment and other dangerous occurrences. Handling materials safely and correctly. Disposing of waste safely. Working in a comfortable position with good posture. Moving about the workplace with care.
p74 of 107
9. Using correct lifting and handling procedures. Regulations, rules and guidelines: 1. 2. 3. 4. 5. 6. The organisations rules, codes, guidelines and standards. Limits of personal responsibility. Reporting procedures. Equipment operating procedures. Responsibilities under the Health & Safety at Work Act. Manufacturers instructions.
Workplace skills: 1. Deal with problems within the work area, and within limits of personal responsibility. 2. Report problems outside area of responsibility to the appropriate person. 3. Describe lines of communication in the team. 4. Describe roles and responsibilities of self, colleagues, and line manager. 5. Describe how your work role fits in with the overall manufacturing process. 6. Time keeping. 7. Build good working relationships with colleagues. 8. Communicate effectively with colleagues and customers. 9. Deal diplomatically with disagreements in the workplace. 10. Present any ideas for improvement to line manager. 11. Take part in team meetings. 12. Comply with written instructions. 13. Complete forms, reports and other documentation. 14. Keep accurate records.
p75 of 107

MSP2 Maintain the quality of production working with textiles, leather and materials
This standard is for those who monitor their own production activities, identify and find out the cause of faults, correct faults, make a variety of decisions, and use appropriate methods not only to rectify any faults but to prevent any repetition of the fault. The job role may involve: 1. Inspecting materials and products. 2. Finding the cause of faults in materials and products. 3. Correcting faults and recording details.
The competent person must: 1. Carry out quality checks at specified intervals according to instructions. 2. Identify faults and take appropriate action. 3. Report faults outside personal responsibility to the appropriate person. 4. Record information accurately, completely and legibly. 5. Identify faults in materials and products. 6. Identify causes of faults to maintain product quality. 7. Follow reporting procedures where the cause of faults cannot be identified. 8. Identify and report potential solutions to rectify faults. 9. Prioritise the fault rectification process to maintain production requirements. 10. Make adjustments promptly to return product to specification. 11. Monitor rectified faults to ensure the problems have been solved. 12. Record adjustments not covered by established procedures for future reference. The key areas of knowledge and understanding: 1. Different types of faults likely to be encountered and the ways of rectifying them. 2. The different techniques and methods used to detect faults. 3. How to compare types of faults with possible causes and solutions (equipment, materials, process). 4. What inspection methods can be used 5. Why product checks are important. 6. What are acceptable solutions for particular faults 7. What are the consequences of not rectifying problems 8. Why it is important to record details of non-established adjustments. 9. What are your responsibilities at work during production 10. What are your quality and production targets, and the effect of not meeting these on you and/or your team 11. Consequences of not monitoring adjustments made. 12. What types of recording and reporting systems are used The skills and techniques: 1. 2. 3. 4. 5. Using inspection methods appropriate to the work. Identification of equipment parts. Setting up equipment and testing it. Setting up an efficient work station. Identifying faults, the causes and rectification.
6. Describing the allowed tolerances. 7. Differentiating between correctable and non-correctable faults. 8. Identifying equipment maintenance requirements and describing the maintenance procedure. 9. Identifying and rectifying and/or reporting major equipment faults and causes. 10. Monitoring and checking equipment and processes. 11. Using optimum operating speeds on your equipment. 12. Handling techniques for different fabrics. 13. Reporting production problems. Regulations, rules and guidelines: The organisations rules, codes, guidelines and standards. Quality systems and procedures. Limits of personal responsibility. Reporting procedures. Equipment operating procedures. Responsibilities under the Health & Safety at Work Act and COSHH (Control of Substances Hazardous to Health). 7. Manufacturers instructions. Workplace skills: 1. 2. 3. 4. 5. 6. Deal with problems within the work area, and within limits of personal responsibility. Report problems outside area of responsibility to the appropriate person. Communicate effectively with colleagues and customers. Comply with written instructions. Complete forms, reports and other documentation. Keep accurate records. 1. 2. 3. 4. 5. 6.
p77 of 107

A1(SK2) Assess candidates using a range of methods
This standard is for those who assess candidates using different assessment methods. The job role may involve: 1. Developing plans for assessing competence with candidates. 2. Judging evidence against agreed standards to make assessment decisions. 3. Giving candidates feedback and support on your assessment decisions. 4. Contributing to the internal quality assurance process. 5. Developing realistic plans for learning and assessment with candidates. 6. Understanding assessment requirements. 7. Planning the assessment process with candidates and the other people involved. 8. Helping candidates to meet the agreed assessment requirements. 9. Reviewing the candidates level of competence and identifying what they need to do to be fully competent. 10. Supporting candidates with different needs during your assessment. 11. Using a variety of assessment methods. 12. Making a record of your assessment decisions. 13. Giving candidates feedback on their performance and reviewing their progress throughout the assessment process. 14. Using different types of evidence to give an overall assessment of competence. 15. Working with the other people involved in the assessment process, such as workplace supervisors and other teachers or trainers.
The competent person must: 1. 2. 3. 4. 5. 6. 7. 8. Watch candidates perform in the workplace. Ask candidates questions. Take account of past experience and achievements. Set tests. Set projects and tasks. Arrange simulations. Assess the candidates report of their work. Use evidence from other people, including peers and witnesses.
The key areas of knowledge and understanding: How to identify and use different types of evidence when carrying out assessments. How to identify and compare different types of evidence when making your assessment decisions. How to collect evidence in ways that are cost effective and timely. How to collect and use evidence from candidates prior experience and achievements within the current assessment process. 5. How to develop and agree assessment plans with candidates and the other people involved. 6. How to accurately assess performance against specific parts of a standard. 7. How to take appropriate action and help candidates develop their competence. 8. How to change assessment procedure to meet the individual needs of candidates. 9. How to identify the difficulties in making safe, fair, valid and reliable assessments of evidence, and who to involve in such cases. 10. How to follow standardisation and internal quality assurance procedures. 1. 2. 3. 4.
p78 of 107
11. How to measure existing levels of competence. 12. How to make valid and reliable assessments of candidates knowledge. 13. How to make valid and reliable assessments of candidates performance. 14. How to check that the evidence is the candidates own work. 15. How to make sure you have covered all the agreed criteria during an assessment. 16. How to make sure that supporting evidence supplied by other people is reliable. 17. How to encourage candidates to consider and use their past experience and achievements. 18. How to give constructive feedback on existing levels of competence and what candidates need to do to be fully competent. 19. How to involve candidates in planning assessments. 20. How to keep to the Data Protection Act. 21. How to encourage candidates who have different levels of confidence and experience to take an active part in their assessment. 22. How to use language and behaviour which does not discriminate against any candidate. 23. How to meet the different needs of the candidates. 24. How to give feedback to candidates with different levels of confidence and experience. 25. How to encourage candidates to ask questions and get advice. 26. How to monitor and review progress with candidates. 27. How to identify changes in levels of candidates competence and assess how this affects your own competence. 28. How to use opportunities to update your skills and experience. 29. How to identify and use information on current assessment best practice. 30. How to use personal development opportunities to improve your assessment skills. The skills and techniques: 1. Develop plans for assessing competence with candidates Develop and agree an assessment plan with candidates. Check that all candidates understand the assessment process involved, the support available to them and the complaints and appeals procedure. Agree fair, safe, valid and reliable assessment methods. Identify appropriate and cost-effective opportunities for assessing performance. Plan for using different types of evidence. Identify how the past experience and achievements of candidates will contribute to the assessment process. Identify and agree any special arrangements needed to make sure the assessment process is fair. Identify how other people will contribute to assessments and what support they may need. Identify how to protect confidentiality and agree arrangements to deal with sensitive issues. Agree how you will handle any difficulties or disputes during the assessment. Agree when assessment will take place with candidates and the other people involved. Agree arrangements with candidates for reviewing their progress against the assessment plan. Review and update assessment plans to take account of what candidates have achieved. 2. Judge evidence against criteria to make assessment decisions Use the agreed assessment methods to assess competence in appropriate situations. Use the past experience and achievements of candidates as part of the assessment of their current competence. Ensure that the evidence comes from the candidates own work. Make safe, fair, valid and reliable decisions about the competence of candidates, only on the agreed standard. Collect evidence from the other people involved in the assessment process. Apply any agreed special arrangements to make sure the assessment is fair. Base your decisions on all the relevant evidence of candidates performance and knowledge. Take this evidence from as many places as possible.
Explain and resolve any inconsistencies in the evidence. Make a record of the outcomes of assessments by using the agreed recording system. Speak to the appropriate person if you and the candidate cannot agree on your assessment of their performance. 3. Provide feedback and support to candidates on assessment decisions Give candidates feedback at an appropriate time and place. Give candidates feedback in a constructive and encouraging way, which meets their needs and is appropriate to their level of competence. Clearly explain your assessment decisions on whether candidates evidence of competence is good enough. Give candidates advice when they cannot prove their competence and on how they can develop the necessary skills or provide more evidence. Encourage candidates to get advice on your assessment decisions. Identify and agree the next steps in the assessment process and how candidates with achieve these. Follow the agreed complaints and appeals procedures if candidates disagree with your assessment decisions. 4. Contribute to the internal quality assurance process Ensure your assessment records are accurate and up-to-date, and provide an audit trail of evidence. Contribute to standardisation arrangements so that your assessment decisions are in line with others. Give accurate and timely information on assessments. Contribute to the agreed quality assurance process. Regulations, rules and guidelines: 1. 2. 3. 4. To comply with the organisations guidelines and standards relating to work objectives. Workplace health, safety and environmental requirements. Reporting procedures. Limits of personal responsibility.
Workplace skills: 1. 2. 3. 4. 5. Communicate effectively with colleagues. Comply with written and aural instruction. Complete forms, report and other documentation following organisational guidelines. Keep accurate records. Report problems outside area of responsibility to the appropriate person.
This standard has been imported from the ENTO (formerly Employment National Training Organisation) suite of standards for Assessment and Verification, reference: A1
p80 of 107

A2(SK1) Manage your own resources and professional development
This standard is for those who manage their personal resources (particularly knowledge, understanding, skills, experience and time) and professional development in order to achieve their work objectives, and their career and personal goals. The job role may involve: 1. Understanding how your role fits within the overall vision and objectives of the organisation. 2. Understanding the drivers of your own career development. 3. Identifying the gaps in your own skills and knowledge.
The competent person must: 1. Evaluate, at appropriate intervals, the current and future requirements of your work role, taking account of the vision and objectives of your organisation. 2. Consider your values and your career and personal goals, and identify information which is relevant to your work role and professional development. 3. Discuss and agree personal work objectives with those you report to and how you will measure progress. 4. Identify the learning styles which work best for you and ensure that you take these into account in identifying and undertaking development activities. 5. Identify any gaps between the current and future requirements of your work role, and your current knowledge, understanding and skills. 6. Discuss and agree with those you report to, a development plan to address any identified gaps in your current knowledge, understanding and skills, and support your own career and personal goals. 7. Undertake the activities identified in your development plan and evaluate their contribution to your performance. 8. Review and update your personal work objectives and development plan in the light of performance, any development activities undertaken, and any wider changes. 9. Get regular and useful feedback on your performance from those who are in a good position to judge it and provide objective and valid feedback. 10. Ensure that your performance consistently meets or goes beyond agreed requirements. The key areas of knowledge and understanding: 1. The principles which underpin professional development. 2. The importance of considering your values and career and personal goals, and how to relate them to your job role and professional development. 3. How to evaluate the current requirements of a work role and how the requirements may evolve in the future. 4. How to set Specific, Measurable, Achievable, Realistic and Time-bound (SMART) objectives. 5. How to identify development needs to address any identified gaps between the requirements of your work role and your current knowledge, understanding and skills. 6. What an effective development plan should contain and the length of time it should cover. 7. The range of different learning styles and how to identify the styles which work best for you. 8. The type of development activities which can be undertaken to address identified gaps in your knowledge, understanding and skills. 9. How to identify whether/how development activities have contributed to your performance.
p81 of 107
10. How to update work objectives and development plans in the light of performance, feedback received, any development activities undertaken, and any wider changes. 11. How to monitor the quality of your work and your progress against requirements and plans. 12. How to evaluate your performance against the requirements of your work role. 13. How to identify and use good sources of feedback on your performance. 14. Know and understand industry/sector specific requirements for the development or maintenance of knowledge, skills and understanding, and continuing professional development. 15. Know and understand, within context, the following: Requirements of your work role, including the limits of your responsibilities. The vision and objectives of your organisation. Your own values and career and personal goals. Your personal work objectives. Your preferred learning styles. Your current knowledge, understanding and skills. Identified gaps in your current knowledge, understanding and skills. Your personal development plan. Available development opportunities and resources in your organisation. Your organisations policy and procedures in terms of personal development. Reporting lines in your organisation. Possible sources of feedback in your organisation The skills and techniques: 1. 2. 3. 4. 5. 6. 7. 8. Address multiple demands without losing focus or energy. Recognise changes in circumstances promptly and adjust plans and activities accordingly. Prioritise objectives and plan work to make best use of time and resources. Take personal responsibility for making things happen. Take pride in delivering high quality work. Show an awareness of your own values, motivations and emotions. Agree achievable objectives for yourself and give a consistent and reliable performance. Recognise your own strengths and limitations, play to your strengths and use alternative strategies to minimise the impact of your limitations. 9. Make best use of available resources and proactively seek new sources of support when necessary. 10. Reflect regularly on your own experiences and use these to inform future action
Regulations, rules and guidelines: 1. 2. 3. 4. To comply with the organisations guidelines and standards relating to work objectives. Workplace health, safety and environmental requirements. Reporting procedures. Limits of personal responsibility.
Workplace skills: 1. 2. 3. 4. 5. Communicate effectively with colleagues. Comply with written and aural instruction. Complete forms, reports and other documentation following organisational guidelines. Keep accurate records. Report problems outside area of responsibility to the appropriate person.
This standard has been imported from the Management Standards Centre suite of standards for Management and Leadership, reference: A2
p82 of 107

A2 Assess candidates performance through observation
This standard is for those who assess candidates by watching them in the workplace, and assess the areas of their knowledge you cannot test by watching them work by using materials and check lists from awarding bodies. The job role may involve: 1. Assessing candidates against the agreed standards. 2. Planning assessments with candidates. 3. Giving feedback to candidates on your assessment decisions.
The competent person must: Watch staff members in line with agreed assessment plans. Assess candidates performance. Assess candidates knowledge and how they apply their knowledge. Make a record of your assessment decisions. Work with other people who are affected by the assessment process, such as line managers or supervisors. 6. Give feedback to candidates. The key areas of knowledge and understanding: 1. The nature and role of assessments of national standards: What the national standards are, and how to judge evidence against them fairly and reliably. How to identify relevant evidence from what is or may be available. Why it is important to make an accurate judgement against only the agreed standards. How to identify the role of knowledge evidence in assessments, and ways of collecting evidence. How to identify relevant knowledge evidence from candidates performance. Why it is important to collect evidence related to unpredictable events and how to do this. How to give candidates with special assessment requirements access to assessment. 2. Principles and concepts: How to involve different candidates in putting assessment plans into practice. How to encourage candidates with different levels of confidence and experience to take an active part in their assessment. How to give constructive feedback to candidates in line with your assessment decision. How to adapt feedback to candidates different levels of confidence and experience. How to offer different types of advice in a constructive way that will allow candidates to choose different options. How to encourage candidates to ask questions and get advice. How to identify evidence that takes place naturally in the workplace, and why it is important for assessments. How to choose appropriate and efficient ways of collecting performance evidence. What the available sources of knowledge evidence are, and how to use them. Where to get advice on when and how to use simulations and alternative sources of evidence. How to check that evidence is relevant and genuine. How to set tests, questions and simulations. How to ask questions which will give you relevant evidence, while not affecting candidates
1. 2. 3. 4. 5.
confidence. How to judge knowledge evidence fairly and reliably. How to deal with disputes and appeals in line with agreed procedure. How to identify the difficulties you may have in collecting and assessing knowledge evidence. How to collect evidence by watching candidates in the workplace without interfering with their work. How to identify difficulties you may have in making fair and reliable judgements on evidence. Who so speak to within the local and national system if you have difficulties. 3. External factors influencing the assessment of national standards: How to meet candidates needs for access to safe, fair, valid and reliable assessment, in line with relevant legislation. How to recognise and challenge unfair discrimination in assessment. How to identify different types of special assessment requirements and how to provide for them. Who to get advice from when providing particular assessment requirements. How to make a record of and process your assessment decisions. How to meet the requirements of the quality assurance process. How to use opportunities to update your skills and experience. How to identify and use information on current assessment best practice. How to use personal development opportunities to improve your assessment skills. The skills and techniques: 1. Agree and review plans for assessing candidates performance: Identify the best situations when you assess performance. Use evidence that takes place in the workplace and ask relevant questions. Choose opportunities for assessment which disrupt normal work as little as possible. Choose opportunities for assessment which provide access to a valid, safe, reliable and fair assessment. Explain the options open to the candidates clearly and constructively if somebody disagrees with the proposed assessment plan. Discuss and agree the proposed assessment plan with the candidates and other people who may be affected. Review and update plans at agreed times to take account of candidates progress. 2. Assess candidates performance against the agreed standards: Explain to candidates how the assessment of their work will take account of their needs. Watch candidates in a safe environment. Only use the agreed criteria when assessing the evidence. Assess evidence fairly against the agreed criteria. Identify and assess any other evidence that is relevant to the standards. Check that the evidence has come from each candidates own work. Watch candidates without interfering with their work. Speak to the appropriate person if you or a candidate has any difficulties. Give candidates feedback after you have watched them in the workplace 3. Assess candidates knowledge against the agreed standards: Identify which areas of candidates knowledge have been covered by watching them in the workplace. Collect evidence of knowledge that has not been covered by watching the candidates in the workplace. Use valid methods to assess candidates knowledge. Ask clear questions which do not lead candidates. Speak to the appropriate person if you or a candidate has any difficulties. Give candidates feedback after you have asked them questions. 4. Make an assessment decision and provide feedback: Base your assessment decision on all the relevant evidence.
Give candidates clear and constructive feedback, which meets their needs after you have given them your assessment. Encourage candidates to ask for advice on your assessment decision. Make an accurate record of your assessment decisions. Pass on records that are accurate and easy to read to the next stage of the process. Follow the agreed complaints and appeals procedures if candidates do not agree with your assessment decisions. Regulations, rules and guidelines: 1. 2. 3. 4. To comply with the organisations guidelines and standards relating to work objectives. Workplace health, safety and environmental requirements. Reporting procedures. Limits of personal responsibility.
This standard has been imported from an ENTO (formerly Employment National Training Organisation) suite of standards, reference: A2
p85 of 107

B1 Develop and implement operational plans for your area of responsibility
This standard is for those who need to identify their areas of responsibility in relation to the operational plan, and how they contribute to achieving the objectives set out in the strategic business plan, such as middle managers. The job role may involve: 1. Identifying areas of responsibility. 2. Devising means by which to achieve objectives set out in strategic plans. 3. Working with and involving others; delegating. 4. Networking. 5. Consulting, monitoring and evaluating. 6. Communicating, influencing and persuading to build a consensus. 7. Setting objectives.
The competent person must: 1. 2. 3. 4. 5. 6. 7. 8. Balance new ideas with tried and tested solutions. Balance risk and desired outcomes. Make sure your plans are consistent with the objectives of your area of responsibility. Make sure your plan is flexible and complements related areas of work. Develop and assign objectives to people together with the associated resources. Win the support of key colleagues and other stakeholders. Monitor and control your plan so that it achieves its overall objectives. Evaluate the implementation of your plan and make recommendations that identify good practice and areas for improvement.
The key areas of knowledge and understanding: 1. The principles and methods of short- to medium-term planning. 2. The importance of creativity and innovation in operational planning. 3. How to develop and assign Specific, Measurable, Achievable, Realistic and Time-bound (SMART) objectives. 4. How to analyse and manage risk. 5. How to develop and plan for contingencies. 6. The principles and methods of delegation. 7. How to use resources effectively to achieve objectives. 8. How to consult with colleagues and other key stakeholders. 9. How to monitor and control operational plans to achieve their objectives. 10. How to develop and use an evaluation framework. 11. Specific to the industry/sector, know and understand: Legal, regulatory and ethical requirements. Market developments. Actual and potential competitors, and their strategies and plans. Actual and potential partners, and their strategies and plans. 12. Know and understand, in context: The market in which your organisation works. The overall vision of your organisation and the goals you are responsible for achieving.
Your organisations actual and potential customer base. Available market opportunities. How to respond to market opportunities. Colleagues and other key stakeholders, and their needs and expectations. Processes for consultation. Sources of information you can use to monitor and evaluate plans. Procedures for reporting and making recommendations.
The skills and techniques: 1. 2. 3. 4. 5. 6. 7. 8. 9. Constantly seek to improve performance. Work towards a clearly defined vision of the future. Present information clearly, concisely, accurately and in ways that promote understanding. Reflect regularly on your own and others experiences, and use these to inform future action. Prioritise objectives and plan work to make best use of time and resources. Set demanding but achievable objectives for yourself and others. Create a sense of common purpose. Balance agendas and build consensus. Consider the impact of your own actions on others.
Regulations, rules and guidelines: 1. 2. 3. 4. To comply with the organisations guidelines and standards relating to work objectives. Workplace health, safety and environmental requirements. Reporting procedures. Limits of personal responsibility
This standard has been imported from the Management Standards Centre of standards for Management and Leadership, reference: B1
p87 of 107

B6 Provide leadership in your area of responsibility
This standard is for those who provide direction to people in a clearly and formally defined area or part of an organisation, motivating and supporting them to achieve the vision and objectives for the area. The job role may involve: 1. Communicating, consulting, influencing and persuading. 2. Leading and motivating by example. 3. Planning and setting objectives, and providing feedback. 4. Valuing, supporting, coaching, mentoring and empowering others. 5. Managing conflict.
The competent person must: 1. Create a vision of where your area is going and clearly and enthusiastically communicate it, together with supportive objectives and operational plans, to the people working within your area. 2. Ensure that people working within your area understand and can see how the vision, objectives and operational plans link to the vision and objectives of the overall organisation. 3. Steer your area successfully through difficulties and challenges, including conflict within the area. 4. Create and maintain a culture within your area which encourages and recognises creativity and innovation. 5. Develop a range of leadership styles and select and apply them to appropriate situations and people. 6. Communicate regularly, making effective use of a range of different communication methods, with all the people working within your area, and show that you listen to what they say. 7. Give people in your area support and advice when they need it, especially during periods of setback and change. 8. Motivate and support people in your area to achieve their work and development objectives and provide recognition when they are successful. 9. Empower people in your area to develop their own ways of working and take their own decisions within agreed boundaries. 10. Encourage people to take the lead in their own areas of expertise, and show willingness to follow this lead. 11. Win, through your performance, the trust and support of people within your area for your leadership and get regular feedback on your performance. The key areas of knowledge and understanding: 1. Fundamental differences between management and leadership. 2. How to create a compelling vision for an area of responsibility. 3. How to select and successfully apply different methods for communicating with people across an area of responsibility. 4. A range of different leadership styles and how to select and apply these to different situations and people. 5. How to get and make use of feedback from people on your leadership performance. 6. Types of difficulties and challenges that may arise, including conflict within the area, and ways of identifying and overcoming them. 7. The benefits of and how to create and maintain a culture which encourages and recognises creativity and innovation.
p88 of 107
8. The importance of encouraging others to take the lead and ways in which this can be achieved. 9. How to effectively empower people. 10. How to select and successfully apply different methods for encouraging, motivating and supporting people and recognising achievement. 11. Specific to the industry/sector, know and understand: Common leadership styles. Legal, regulatory and ethical requirements. 12. Know and understand, in context: Own values, motivations and emotions. Own strengths and limitations in the leadership role. Strengths, limitations and potential of people that you lead. Own role, responsibilities and level of power. Vision and objectives of the overall organisation. Vision, objectives, culture and operational plans for your area of responsibility. Types of support and advice that people are likely to need and how to respond to these. Leadership styles used across the organisation. The skills and techniques: 1. Articulate a vision that generates excitement, enthusiasm and commitment. 2. Create a sense of common purpose. 3. Take personal responsibility for making things happen. 4. Make complex things simple for the benefit of others. 5. Encourage and support others to take decisions autonomously. 6. Act within the limits of your authority. 7. Make time available to support others. 8. Show integrity, fairness and consistency in decision-making. 9. Seek to understand peoples needs and motivations. 10. Model behaviour that shows respect, helpfulness and cooperation. 11. Encourage and support others to make the best use of their abilities. Regulations, rules and guidelines: 1. 2. 3. 4. To comply with the organisations guidelines and standards relating to work objectives. Workplace health, safety and environmental requirements. Reporting procedures. Limits of personal responsibility.
This standard has been imported from the Management Standards Centre suite of standards for Management and Leadership, reference: B6
p89 of 107

B8 Ensure compliance with legal, regulatory, ethical and social requirements
This standard is for those who must act responsibly in relation to their staff, customers, investors and the communities in which they work, and comply with any stipulated health and safety, employment, finance and company law, such as middle and senior management. The job role may involve: 1. Working with specific regulations for your industry and ethical frameworks. 2. Working with policy to ensure the company reputation is retained through compliance. 3. Networking, communicating and managing information. 4. Thinking systematically, analysing, evaluating and presenting information. 5. Planning, negotiating and decision making. 6. Communicating, team building, involving, motivating and supporting others. 7. Obtaining feedback. 8. Monitoring, analysing, assessing and reporting. 9. Managing risk.
The competent person must: 1. Monitor the relevant legal, regulatory, ethical and social requirements and the effect they have on your area of responsibility, including the consequences of not meeting them. 2. Develop effective policies and procedures to make sure your organisation meets all the necessary requirements. 3. Ensure relevant people have a clear understanding of the policies and procedures and the importance of putting them into practice. 4. Monitor the way policies and procedures are put into practice and provide support. 5. Encourage a climate of openness about meeting and not meeting requirements. 6. Identify and correct any failures to meet the requirements. 7. Identify reasons for not meeting requirements and adjust the policies and procedures to reduce the likelihood of failures in the future. 8. Provide full reports about any failures to meet the requirements to the relevant stakeholders. The key areas of knowledge and understanding: 1. The importance of having an ethical and value-based approach to governance, and how to put this into practice. 2. Relevant legal requirements governing the running of organisations. 3. Current and emerging social attitudes to management and leadership practice, and the importance of being sensitive to these. 4. Specific to the industry/sector, know and understand: Legal, regulatory and ethical requirements. Procedures to follow if you do not meet the requirements. Particular current and emerging social concerns and expectations. Ways in which other organisations deal with current and emerging social concerns and expectations. 5. Know and understand, in context: The culture and values of your organisation and what effect they have on corporate governance. Policies and procedures that make sure people meet the requirements. The processes for maintaining the relevant policies and procedures and making sure they continue to
be effective. The different ways in which people may not meet the requirements and the risks of these actually happening. The procedures for dealing with people who do not meet the requirements, including requirements for reporting. The skills and techniques: 1. 2. 3. 4. 5. 6. Recognise changes in circumstances promptly and adjust plans and activities accordingly. Make time available to support others. Give feedback to others to help them improve their performance. Identify and raise ethical concerns. Be vigilant for potential risks. Make appropriate information and knowledge available promptly to those who need it and have a right to it. 7. Encourage others to share information and knowledge within the constraints of confidentiality. 8. Show sensitivity to stakeholders needs and manage these effectively.
Regulations, rules and guidelines: 1. 2. 3. 4. To comply with the organisations guidelines and standards relating to work objectives. Workplace health, safety and environmental requirements. Reporting procedures. Limits of personal responsibility
This standard has been imported from the Management Standards Centre suite of standards for Management and Leadership, reference: B8
p91 of 107

C4 Maximise product sales in a retail environment
This standard is for those who increase sales of a particular product using a definite campaign, planned beforehand and evaluated afterwards. It does not mean just promoting products as part of normal sales transactions. The job role may involve: 1. Maximising sales within a retail environment. The competent person must: 1. Identify opportunities to increase retail sales of particular products. 2. Promote particular retail products The key areas of knowledge and understanding: 1. 2. 3. 4. 5. 6. 7. Seasonal trends and how they affect opportunities for sales. The difference between the features and benefits of products. How you can promote the features and benefits of products to customers. How to estimate and compare the potential of promotional opportunities to increase sales. Who to approach about promotional opportunities you have identified. Techniques for encouraging customers to buy the product being promoted. Techniques for building customers interest in regularly buying the product you are promoting in the future. 8. The information that is relevant in evaluating the success of promotions, and who needs this information. 9. How to evaluate and record the results of promotions The skills and techniques: Identify promotional opportunities and estimate their potential to increase sales. Identify promotional opportunities which offer the greatest potential to increase sales. Report promotional opportunities to the right person. Fill in the relevant records fully and accurately. Tell customers about promotions clearly and in a persuasive way. Identify and take the most effective actions for converting promotional sales into regular future sales. Gather relevant and accurate information about the effectiveness of promotions, and communicate this information clearly to the right person. 8. Record clearly and accurately the results of promotions Regulations, rules and guidelines: 1. 2. 3. 4. To comply with the organisations guidelines and standards relating to work objectives. Workplace health, safety and environmental requirements. Reporting procedures. Limits of personal responsibility. 1. 2. 3. 4. 5. 6. 7.
This standard has been imported from the 2005 National Occupational Standards for Retail, references: C206 (K), C206 (P), C207 (K), C207 (P)
p93 of 107

D2 Develop productive working relationships with colleagues and stakeholders
This standard is for those who benefit from productive relationships with colleagues, within their own organisation, within the other organisations with which they work, and with identified stakeholders. The job role may involve: 1. Being aware of the roles, responsibilities, interests and concerns of colleagues and stakeholders. 2. Working to support colleagues and stakeholders in various ways. 3. Monitoring and reviewing the effectiveness of working relationships with: Colleagues people you work with, either in a similar position or in positions at different levels of responsibility. Stakeholders individuals or organisations with material, legal or political interest in, or who may be affected by, the activities and performance of your organisation. 4. Networking, communicating, managing information, benchmarking, decision-making, prioritising, empathising, and strategic and/or systematic thinking. 5. Analysing, evaluating and presenting information. 6. Effective leadership, valuing, involving and supporting others. 7. Managing conflict. The competent person must: 1. Identify stakeholders and the background to and nature of their interest in the activities and performance of the organisation. 2. Establish working relationships with relevant colleagues and stakeholders. 3. Recognise and respect the roles, responsibilities, interests and concerns of colleagues and stakeholders. 4. Provide colleagues and stakeholders with appropriate information to enable them to perform effectively. 5. Consult colleagues and stakeholders in relation to key decisions and activities and take account of their views, including their priorities, expectations and attitudes to potential risks. 6. Fulfil agreements made with colleagues and stakeholders and let them know. 7. Advise colleagues and stakeholders promptly of any difficulties or where it will be impossible to fulfil agreements. 8. Identify and sort out conflicts of interest and disagreements with colleagues and stakeholders in ways that minimise damage to work and activities, and to the individuals and organisations involved. 9. Monitor and review the effectiveness of working relationships with colleagues and stakeholders, seeking and providing feedback, in order to identify areas for improvement. 10. Monitor wider developments in order to identify issues of potential interest or concern to stakeholders in the future, and to identify new stakeholders. The key areas of knowledge and understanding: 1. The benefits of developing productive working relationships with colleagues and stakeholders. 2. Different types of stakeholder and key principles which underpin the stakeholder concept. 3. How to identify your organisations stakeholders, including background information and the nature of their interest in your organisation. 4. Principles of effective communication and how to apply them in order to communicate effectively with colleagues and stakeholders.
5. Why it is important to recognise and respect the roles, responsibilities, interests and concerns of colleagues and stakeholders. 6. How to identify and meet the information needs of colleagues and stakeholders. 7. What information it is appropriate to provide to colleagues and stakeholders and the factors that need to be taken into consideration. 8. How to consult with colleagues and stakeholders in relation to key decisions and activities. 9. The importance of taking account, and being seen to take account, of the view of colleagues and stakeholders, particularly in relation to their priorities, expectations and attitudes to potential risks. 10. Why communication with colleagues and stakeholders on fulfilment of agreements or any problems affecting or preventing fulfilment is important. 11. How to identify conflicts of interest with colleagues and stakeholders, and the techniques that can be used to manage or remove them. 12. How to identify disagreements with colleagues and stakeholders, and the techniques for sorting them out. 13. The damage which conflicts of interest and disagreements with colleagues and stakeholders can cause to individuals and organisations. 14. How to take account of diversity issues when developing working relationships with colleagues and stakeholders. 15. How to recognise and take account of political issues when dealing with colleagues and stakeholders. 16. How to manage the expectations of colleagues and stakeholders. 17. How to monitor and review the effectiveness of working relationships with colleagues and stakeholders. 18. How to get and make effective use of feedback on the effectiveness of working relationships from colleagues and stakeholders. 19. How to provide colleagues and stakeholders with useful feedback on the effectiveness of working relationships. 20. The importance of monitoring wider developments in relation to stakeholders and how to do so effectively. 21. Specific to the industry/sector, know and understand: Current and emerging political, economic, social, technological, environmental and legal developments. Legislation, regulations, guidelines and codes of practice. Standards of behaviour and performance. The culture. Developments, issues and concerns of importance to stakeholders. 22. Know and understand, in context: The vision, values, objectives, plans, structure and culture of your organisation. Relevant colleagues, their work roles and responsibilities. Identified stakeholders, their background and interest in the activities and performance of the organisation. Agreements with colleagues and stakeholders. The identified information needs of colleagues and stakeholders. Mechanisms for consulting with colleagues and stakeholders on key decisions and activities. The organisations planning and decision making processes. Mechanisms for communicating with colleagues and stakeholders. Power, influence and politics within the organisation. Standards of behaviour and performance that are expected in the organisation. Mechanisms in place for monitoring and reviewing the effectiveness of working relationships with colleagues and stakeholders. The skills and techniques: 1. Present information clearly, concisely, accurately and in ways that promote understanding. 2. Show respect for the views and actions of others.
3. Seek to understand peoples needs and motivations. 4. Comply with and ensure others comply with legal requirements, industry regulations, organisation policies and professional codes. 5. Create a sense of common purpose. 6. Work towards win-win solutions. 7. Show sensitivity to internal and external politics that impact on your area of work. 8. Keep promises and honour commitments. 9. Consider the impact of your own actions on others. 10. Use communication styles that are appropriate to different people and situations. 11. Work to develop an atmosphere of professionalism and mutual support. Regulations, rules and guidelines: 1. 2. 3. 4. To comply with the organisations guidelines and standards relating to work objectives. Workplace health, safety and environmental requirements. Reporting procedures. Limits of personal responsibility.
This standard has been imported from the Management Standards Centre suite of standards for Management and Leadership, reference: D2
p96 of 107

D3 Recruit, select and keep colleagues
This standard is for those who recruit and select people to undertake identified activities or work roles within their area of responsibility. The job role may involve: 1. Taking a fair and objective approach to recruitment and selection. 2. Ensuring that individuals with the required skills, knowledge and understanding are effectively appointed. 3. Understanding why colleagues are leaving, and taking action to keep colleagues. 4. Drawing on the expertise of personnel specialists. 5. Networking, communicating and managing information. 6. Thinking systematically, analysing, evaluating and presenting information. 7. Reviewing and interviewing applicants. 8. Planning, negotiating, decision making, team building, supporting others and obtaining feedback. The competent person must: 1. Talk with colleagues who are leaving your area of responsibility to identify and discuss their reasons for leaving. 2. Identify ways of addressing staff turnover problems, implementing those which clearly fall within your authority, and communicating others to the relevant people for consideration. 3. Review, on a regular basis, the work required in your area of responsibility, identifying any shortfall in the number of colleagues and/or the pool of skills, knowledge, understanding and experience. 4. Identify and review the options for addressing any identified shortfalls and decide on the best option/s to follow. 5. Consult with others to produce or update job descriptions and person specifications where there is a clear need to recruit. 6. Consult with others to discuss and agree stages in the recruitment and selection process for identified vacancies, the methods that will be used, the associated timings and who is going to be involved. 7. Ensure that any information on vacancies is fair, clear and accurate before it goes to potential applicants. 8. Seek and make use of specialist expertise in relation to recruiting, selecting and keeping colleagues. 9. Participate in the recruitment and selection process, as agreed; making sure that the process is fair, consistent and effective. 10. Make sure that applicants who are offered positions are likely to be able to perform effectively and work with their new colleagues. 11. Judge whether the recruitment and selection process has been successful in relation to recent appointments in your area, and identify any areas of improvement. The key areas of knowledge and understanding: 1. Why it is important to identify and understand why colleagues are leaving, and how to do so constructively and sensitively. 2. The types of reasons colleagues might give for leaving. 3. How to measure staff turnover. 4. The causes and effects of high and low staff turnover. 5. Measures that can be undertaken to address staff turnover problems. 6. How to review the workload in your area in order to identify shortfalls in the number of colleagues and/or the pool of skills, knowledge, understanding and experience.
p97 of 107
7. Different options for addressing identified shortfalls, and their associated advantages and disadvantages. 8. What job descriptions and person specifications should cover, and why it is important to consult with others in producing or updating them. 9. Different stages in the recruitment and selection process, and why it is important to consult with others on the stages, methods to be used, associated timings, and who is going to be involved. 10. Different recruitment and selection methods, and their associated advantages and disadvantages. 11. Why it is important to give fair, clear and accurate information on vacancies to potential applicants. 12. How to judge whether applicants meet the stated requirements of the vacancy. 13. Sources of specialist expertise in relation to recruitment, selection and retention. 14. How to take account of equality and diversity issues, including legislation and any relevant codes of practice, when recruiting and selecting people and keeping colleagues. 15. How to review the effectiveness of recruitment and selection in your area. 16. Specific to the industry/sector, know and understand: Turnover rates within similar organisations. Recruitment, selection and retention issues, and specific initiatives and arrangements. Working culture and practices. 17. Know and understand, in context: Current people resources available to your area, including skills, knowledge, understanding and experience of colleagues. Work requirements in your area. Agreed operational plans and changes in your area. The staff turnover rate in your area. Job descriptions and person specifications for confirmed vacancies. Local employment market conditions. The organisations structure, values and culture. Employment policies and practices within the organisation, including: Recruitment Selection Induction. Development. Promotion. Retention. Redundancy. Dismissal. Pay. Other terms and conditions The skills and techniques: Recognise the opportunities presented by the diversity of people. Work to turn unexpected events into opportunities rather than threats. Try out new ways of working. Identify peoples information needs. Seek to understand peoples needs and motivations. Comply with, and ensure others comply with, legal requirements, industry regulations, organisational policies, and professional codes. 7. Take and implement difficult and/or unpopular decisions, if necessary. 8. Act within the limits of your authority. 9. Show integrity, fairness and consistency in decision making. Regulations, rules and guidelines: 1. To comply with the organisations guidelines and standards relating to work objectives. 2. Workplace health, safety and environmental requirements.
1. 2. 3. 4. 5. 6.
3. Reporting procedures. 4. Limits of personal responsibility. Workplace skills: 1. 2. 3. 4. 5. Communicate effectively with colleagues. Comply with written and aural instruction. Complete forms, reports and other documentation following organisation guidelines. Keep accurate records. Report problems outside area of responsibility to the appropriate person.
This standard has been imported from the Management Standards Centre suite of standards for Management and Leadership, reference: D3
p99 of 107

F12- Improve organisational performance
This standard is for those who oversee the continuous improvement of the overall performance of the organisation. The job role may involve: 1. Improving generic skills to improve performance within the organisation. 2. Communicating, benchmarking, decision making, prioritising and managing information. 3. Thinking systematically and strategically, analysing, evaluating and presenting information. 4. Leading effectively, valuing, involving and supporting others.
The competent person must: 1. Establish valid and appropriate measures for evaluating the performance of your organisation. 2. Establish systems for collecting and assessing information on the overall performance of the organisation, using the findings to identify opportunities where organisational performance could be improved. 3. Establish a culture across the organisation where people freely come forward with potential and actual performance problems, and suggested opportunities for improvement. 4. Benchmark the performance of your organisation against other carefully selected organisations and take action based on the findings. 5. Ensure that knowledge and understanding of how improvements have or can be made is shared across the organisation. 6. Ensure that any improvements made are in line with the organisations vision and objectives. 7. Show that the improvements made reduce the gap between what your customers and other key stakeholders want, and what your organisations products and/or services and processes actually deliver. 8. Show that the improvements made are those that have been identified as being of most benefit to the organisation, its customers and other key stakeholders. The key areas of knowledge and understanding: 1. Principles which support organisational improvement. 2. Importance of establishing and applying valid and appropriate measures for evaluating the performance of your organisation. 3. How to establish systems for collecting and assessing information on the overall performance of the organisation and how to use the findings to identify opportunities where organisational performance could be improved. 4. How to benchmark the performance of your organisation against others and take action based on the findings. 5. The value of a customer focused culture. 6. The importance of developing a culture that continually improves, and how to involve others in achieving this. 7. The importance of finding out the causes and effects of problems and changes. 8. Ways of measuring the effect of improvements. 9. Principles and processes of effective communication and how to apply them. 10. Specific to the industry/sector, know and understand: The sector and market in which your organisation works. Range of information sources and techniques for collecting information that are relevant to the sector
and market in which your organisation works. Relevant trends and developments. 11. Know and understand, in context: The organisations vision, objectives and associated plans. The organisations structure, values and culture. How your organisation adds value through the deliver of its products, services and processes. The organisations customers and other key stakeholders and their needs. Measures of performance relevant to your own organisation. Methods of gathering information suitable for your own organisation. Formal and informal sources of information relevant to your organisation The skills and techniques: 1. 2. 3. 4. 5. 6. 7. 8. 9. Constantly seek to improve performance. Develop systems to gather and manage information and knowledge effectively, efficiently and ethically. Constructively challenge the status quo and seek better alternatives. Show a clear understanding of different customers and their needs. Make appropriate information and knowledge available promptly to those who need it and have a right to it. Articulate a vision that generates excitement, enthusiasm and commitment. Produce and recognise imaginative and innovative solutions. Show sensitivity to stakeholders needs and interests and manage these effectively. Use a range of leadership styles as appropriate to different people and situations.
Regulations, rules and guidelines: 1. 2. 3. 4. To comply with the organisations guidelines and standards relating to work objectives. Workplace health, safety and environmental requirements. Reporting procedures. Limits of personal responsibility.
This standard has been imported from the Management Standards Centre suite of standards for Management and Leadership, reference: F12
p101 of 107

F3 Manage business processes
This standard is for those who manage business processes within the organisation. The job role may involve: 1. Managing business processes. 2. Ensuring the organisation delivers outputs that meet customer and stakeholders needs. 3. Understanding organisational and legal requirements.
The competent person must: 1. 2. 3. 4. 5. 6. 7. Design processes that deliver outcomes based on business goals and aims. Identify and provide the resources you need. Take account of influences that may affect and shape how processes work. Link processes so that they interact across the organisation to form a complete system. Provide information and support for staff and other stakeholders involved. Define process responsibilities. Develop process measures that are affordable and provide enough information for people to decide how to manage the process. 8. Establish and use effective methods to review and improves the process
The key areas of knowledge and understanding: 1. 2. 3. 4. 5. 6. 7. 8. 9. Principles and models of effective process management. How to define business processes. Types of business process measures and how to assess their suitability. The difference between process outputs and outcomes. How to assess process changes for risk and reward against their potential investment cost. How to carry out cost and benefit analysis. Types of analytical and problem-solving tools that you can use when developing business processes. How to measure the effect of changes in the business sector. Specific to the industry/sector, know and understand: The sector and market in which your organisation works. Relevant trends, developments and competitor performance that affect your business processes. 10. Know and understand, in context: Your organisations aims and goals. Your organisations structure, values and culture. How your organisation adds value through delivering its products, services and processes. The needs of your actual and potential customers and other key stakeholders. Your organisations products, services and processes, and the interdependencies between them. Measures of process performance that are relevant to your organisation.
The skills and techniques: 1. Keep people informed of plans and developments. 2. Clearly agree what is expected of others and hold them to account. 3. Take repeated or different actions to overcome obstacles and respond positively and creatively to setbacks. 4. Comply with, and ensure others comply with, legal requirements, industry regulations, organisational policies and professional codes.
5. Monitor the quality of work and progress against plans and take appropriate corrective action where necessary. 6. Focus personal attention on specific details that are critical to achieving successful results. 7. Identify systematic issues and trends and recognise their impact upon current and future work. 8. Take opportunities, when they arise, to achieve longer-term aims. Regulations, rules and guidelines: 1. 2. 3. 4. To comply with the organisations guidelines and standards relating to work objectives. Workplace health, safety and environmental requirements. Reporting procedures. Limits of personal responsibility.
This standard has been imported from the Management Standards Centre suite of standards for Management and Leadership, reference: F3
p103 of 107

L11 Enable learning through demonstrations and instruction
This standard is for those who encourage learning by demonstrating skills and work methods and instructing learners, which may include demonstrating how to use a piece of machinery or giving learners instructions on how to use equipment. The job role may involve: 1. Demonstrating skills and work methods. 2. Instructing learners.
The competent person must: 1. 2. 3. 4. Demonstrate how something should be done. Give learners the chance to practice what has been demonstrated. Instruct learners how to carry out a task. Ensure that the manner and level of instructions are appropriate to learners
The key areas of knowledge and understanding: 1. 2. 3. 4. 5. 6. 7. Learners learning needs. How to match instruction with individual learning needs and learning outcomes. How to sequence and pace information and gauge appropriateness of language for individual learners. How to put learners at ease. How to give constructive feedback. Likely factors which inhibit learning and possible ways of overcoming them. How to check learners understanding and progress.
The skills and techniques: 1. Demonstrations of skills are based on an accurate analysis of the components of the skill and the sequence in which they need to be learnt. 2. Demonstrations of skills and methods are an accurate reflection of real practice and are paced and sequenced to maximise learning. 3. Demonstration equipment is as realistic as possible and any significant differences between the demonstration and real life are highlighted. 4. Learners are encouraged to feel comfortable to ask questions and make comments at appropriate stages in the demonstration. 5. Learners are supported in practicing the skills and given further demonstrations as appropriate. 6. Sites and locations for demonstrations allow for optimum visibility and conform to health and safety legislation. 7. Distractions and interruptions are minimised. 8. Instruction is based on an accurate identification of learners learning needs. 9. Instruction is based on an accurate identification of agreed learning outcomes. 10. The manner, level and pace of instruction is appropriate to learners. 11. Learners understanding is checked regularly, and instruction modified as appropriate. 12. Timely feedback is given to learners in a positive and encouraging manner on the process of learning and progress towards learning outcomes. 13. Factors which are inhibiting learning are accurately identified and explored with individual learners. 14. Clear and accurate supplementary and summary information is provided where appropriate to reinforce key learning points.
p104 of 107
Regulations, rules and guidelines: 1. The organisations rules, codes, guidelines and standards. 2. Limits of personal responsibility. 3. Reporting procedures Workplace skills: 1. 2. 3. 4. 5. The organisations rules, codes, guidelines and standards. Quality systems and procedures. Limits of personal responsibility. Reporting procedures. Responsibilities under the Health & Safety at Work Act and COSHH (Control of Substances Hazardous to Health).
This standard has been imported from an ENTO (formerly Employer National Training Organisation) suite of standards, reference: L11
p105 of 107

L12 Enable individual learning through coaching
This standard is for those who coach individual learners, help them to apply their learning, give feedback to learners and provide on-going support to them. The job role may involve: 1. Using coaching as a way of encouraging individual learning
The competent person must: 1. 2. 3. 4. 5. 6. 7. Identify individual needs and learning styles. Choose the manner and speed of coaching. Check on the progress of learners. Give feedback to learners. Review the potential for e-learning support for learners. Help learners to apply their learning. Give ongoing support to learners.
The key areas of knowledge and understanding: 1. The nature and role of coaching. 2. How to match coaching opportunities to individual learning needs and objectives. 3. How to put information in order and decide whether the language you will be using is appropriate for individual learners. 4. The separate areas of coaching which encourage learning. 5. Which types of learning are best achieved and supported through coaching. 6. How to identify the opportunities available for learners to apply their learning. 7. How to put learners at their ease. 8. How to identify individual learning needs. 9. What the different learning styles are and how they affect learning. 10. How to identify and use different learning opportunities. 11. How to structure learning activities. 12. How to choose and prepare appropriate materials, including technology-based materials. 13. How to encourage learners to recognise their own achievements. 14. How to recognise the things that are likely to prevent learning and how to overcome them. 15. How to check learners understanding and progress. 16. External factors influencing the assessment of national standards. 17. How to make sure everyone acts in line with health, safety and environmental protection legislation, and best practice. 18. How to analyse and use developments in learning and new ways of delivery, including technology-based learning. The skills and techniques: 1. 2. 3. 4. 5. 6. Identify individual needs and learning styles. Choose a style of coaching which meets the learning objectives of the organisation. Coach in a manner and at a speed which is appropriate to learners. Analyse the skills needed and the order they need to be learned in. Regularly check that learners are making progress towards learning outcomes. Give learners positive feedback on the learning process.
p106 of 107
7. Alter coaching in the light of learners progress and feedback. 8. Identify anything that prevents learning and review this with learners. 9. Give learners the opportunity to practice skills, apply their knowledge and get experience in a structured way. 10. Consider using technology-based support for learners, including e-support. 11. Identify opportunities for learners to achieve agreed learning objectives and give them positive feedback on their progress. 12. Identify opportunities to use different learning opportunities and agree action with learners. 13. Give learners clear and accurate information on the resources available to help them apply their learning. 14. Give learners positive feedback on the learning experience and the outcomes achieved. 15. Explain to learners the ongoing support that is available to them. Regulations, rules and guidelines: 1. 2. 3. 4. To comply with the organisations guidelines and standards relating to work objectives. Workplace health, safety and environmental requirements. Reporting procedures. Limits of personal responsibility.
This standard has been imported from an ENTO (formerly Employment National Training Organisation) suite of standards, reference: L12
p107 of 107

Asset 15937

Cargado por

Información del documento

Título original

Derechos de autor

Formatos disponibles

Compartir este documento

Compartir o incrustar documentos

Opciones para compartir

¿Le pareció útil este documento?

¿Este contenido es inapropiado?

Copyright:

Formatos disponibles

Asset 15937

Cargado por

Copyright:

Formatos disponibles

National Occupational Standards for Apparel Manufacturing Technology

Apparel Manufacturing Technology Final version Approved March 2010

Apparel Manufacturing Technology Final version Approved March 2010

Apparel Manufacturing Technology Final version Approved March 2010

Apparel Manufacturing Technology Final version Approved March 2010

Apparel Manufacturing Technology Final version Approved March 2010

Apparel Functional Map

Apply colour to flat fabric Apply colour to sewn products

Apparel Manufacturing Technology Final version Approved March 2010

Apparel Manufacturing Technology Final version Approved March 2010

National Occupational Standards

Apparel Manufacturing Technology

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology

Apparel Manufacturing Technology Final version approved March 2010

National Occupational Standards

Apparel Manufacturing Technology

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology

Apparel Manufacturing Technology Final version approved March 2010

National Occupational Standards

Apparel Manufacturing Technology

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology

Apparel Manufacturing Technology Final version approved March 2010

Apparel Manufacturing Technology

Apparel Manufacturing Technology Final version approved March 2010