The challenge of Assessing for the Transfer of Responsibility.

In Law, it is required that before an #Employer is able to transfer the #Competency Burden to the Employee, the Employer has to have #EXHAUSTED its obligation to recruit against competency criteria, develop against those criteria to an acceptable level of performance and assess against those criteria. The question is where that line is with regard to unqualified employee's versus those recruited for their qualifications and experience and what formalities may be required when that stage in the employment relationship is reached? Finally what role does the #ProbationaryPeriod play in this equation? 1. In business many companies have Job Descriptions of some kind... are these detailed enough to be measured as competencies? 2. What is a Competency? 3. How do we know that we have assessed the transfer the Competency properly? 4. How does competency assessment differ from training/ development assessment 5. How different is assessment of unqualified employee's who can DO the job (tested and tried) versus those recruited based on their qualifications? 6. Should formalities (certification / degree requirement vs applied skill) discriminate in the employment relationship? and how can assessment help to close this gap? 7. What role does the Probationary Period play in this equation? and how can this be assessed?