Training shouldn’t be a tick-box exercise. In fire and security, competence is what keeps decisions consistent, installations right first time, and customers safe.
But when you’re busy, choosing the right training for you (or your team) can feel messy. There are standards updates, different job roles, and a lot of options.
Here’s a simple, practical way to plan competence - without overthinking it.
What we mean by “competence”
Competence isn’t just a certificate. It’s a combination of:
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Knowledge (you understand the standards and why they matter)
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Skill (you can apply them properly on site)
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Experience (you’ve seen enough real-world variation to make good calls)
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Judgement (you know what “good” looks like and when something isn’t right)
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Confidence (you can explain your decisions and stand by them)
Training can’t instantly replace experience, but it can strengthen knowledge, sharpen judgement, and give people a better framework for making decisions.
Step 1: Start with the decisions your role makes
A useful question is:
“What decisions am I responsible for that could impact safety, compliance, or system performance?”
For example:
Design / management decisions
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choosing system type, coverage, detection categories
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deciding how to interpret requirements in a complex building
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signing off designs, variations, or verification
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managing risk where standards allow judgement calls
Engineering / on-site decisions
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isolating supplies safely and consistently
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identifying hazards and controlling risk
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troubleshooting and deciding what’s “acceptable” vs “needs fixing”
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applying best practice in the real world (not just the textbook)
If you map the decisions first, training becomes easier to match.
Step 2: Identify your risk points (where mistakes cost time or safety)
Next, ask:
“Where do we lose time, consistency, or confidence?”
Common signs you’ve found a competence gap:
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engineers interpret the same situation differently
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jobs take longer because decisions get escalated or second-guessed
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paperwork looks fine, but the why behind decisions isn’t clear
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someone is “doing it because that’s how we’ve always done it”
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a standard update creates uncertainty or debate
These are exactly the areas where targeted training makes the biggest difference.
Step 3: Choose training that matches reality, not just job titles
Job titles vary wildly across fire and security. Instead, match training to what someone actually does.
Here are a few examples:
If someone isolates supplies on site
They need training that’s:
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practical and repeatable
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relevant to fire & security environments
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focused on decision-making and risk control
Good fit: Safe Isolation training (classroom or on-demand)
If someone works with intruder systems day-to-day (or is moving into them)
They need training that:
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builds solid foundations
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covers best practice and real-world scenarios
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improves troubleshooting and consistency
Good fit: Intruder & Hold Up foundation training (EN50131)
If someone designs, verifies, or signs off fire alarm system decisions
They need training that:
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strengthens judgement and interpretation
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supports confident decision-making against BS 5839-1
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helps them explain and justify design choices
Good fit: Advanced design / verification-focused training
Step 4: Plan competence across the team (not just individuals)
Competence planning works best when you build consistency across a team.
A simple approach:
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Baseline: everyone shares the same essentials (safe working, core standards understanding)
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Role depth: designers/design authorities go deeper into design/verification decisions
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Refresh cycle: a light annual refresh or update keeps standards changes from turning into panic
This reduces bottlenecks and stops everything relying on “the one person who knows”.
Step 5: Make it measurable (so it’s not just “we attended a course”)
If you’re investing in training, it helps to decide what “better” looks like.
A few simple measures:
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fewer escalations / fewer “can you just check this?” moments
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quicker decisions on site
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more consistent paperwork and clearer reasoning
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fewer repeat visits or remedial actions
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improved confidence in audits and customer conversations
This is where training earns its keep.
Want a quick steer on what training fits your role?
If you’re not sure what the best fit is, we’re happy to help.
Send us:
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the role (or what you actually do day-to-day)
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the systems you work on
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where you feel least confident / where issues tend to appear
…and we’ll point you to the right course or combination.
Because the goal isn’t “more training”.
It’s the right training - so your team can make better decisions with confidence.