At the ASNT International Service Center (ISC) we regularly receive calls and emails regarding NDT qualification/certification records. Sometimes they are related to an application to become third-party certified (ASNT, ACCP) and other times related to employer-based programs (ASNT Recommended Practice No. SNT-TC-1A or ANSI/ASNT CP-189). The issue however is the same—the availability of NDT qualification/certification records and the understanding of the certification process. To put this into context, let’s look at an example scenario:
During a job interview for an NDT UT Level II Inspector position, the candidate was asked to provide NDT records from their previous employer to demonstrate they were qualified and certified to an SNT-TC-1A–based certification program. The candidate retained a copy of their certificate from the previous employer, but no documentation related to the training and experience that was obtained prior to that certification. The potential new employer’s written practice allowed for previous certifications to be partially accepted provided the training and experience documentation can be verified by the employer’s Level III. So what options are available?
- Candidate obtains the necessary documents from previous employer, gets the job, and is certified per the written practice.
- Candidate is not able to obtain the necessary documents from the previous employer but does get the job. New employer begins the certification program again from the beginning, so everything is documented correctly to meet their internal requirements, but most importantly, the contractual requirements.
- Candidate does not get the job and the potential employer pursues a different candidate.
Option 1 is naturally the ideal resolution to the situation as it works for both the candidate and the employer. The candidate gains employment and can be certified in an efficient manner. The employer gains a competent individual who can perform the required functions sooner to bring in revenue for the company and a quicker return on investment.
Option 2 becomes more problematic. The employer has difficulty hiring a Level II and so they choose to hire this candidate with the knowledge that the certification process begins again—the result being that more time and money is put into the certification process with a delayed return on investment.
Option 3 is a disaster for everyone involved. The candidate does not get the job and the employer continues to be down an inspector, creating bottlenecks in their manufacturing schedule. Candidates may need to be reinterviewed or the position re-advertised, creating more delays.
Let’s look at another scenario:
An individual leaves the US Air Force to work for a civilian NDT company. This individual was NDT certified in the Air Force as a Level 7 and has a document indicating such. During the job interview, the employer (including the NDT Level III) was unaware of the military classification system. What was also problematic was the lack of available records to indicate any training and experience. Without official clarification of the Level 7 relationship to Level II and the lack of training and experience information, the path to certification now becomes more problematic.
Employer certification programs are recognized as “nonportable” certifications. In other words, an individual’s certification does not follow through to their next employment. The training and experience obtained prior to and during certification does not miraculously disappear, although the documentation may.
It is not unreasonable for employees to consider retaining such information so that it may be used for future certifications. It is understood that employers are not obligated to provide these records, but at the same time, employers understand the importance of personal and professional development to maintain an effective workforce. There may be situations, due to the sensitivity of the information, where certain data cannot be shared; in these cases, is there a way to redact sensitive information without losing the content? Should general templates be developed to promote standardization activities? Should standards and recommended practices be modified to assist in standardization activities to support the ongoing profession of NDT?
Regarding NDT records, should ASNT take action to help technicians transition to new employer-based programs, and to help employers hire and certify in a more expedient manner without jeopardizing the integrity of their employer-based certification program?
Care to share your thoughts on the matter? Email ebc@asnt.org.
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James Bennett is the ASNT director of standards & accreditation; email jbennett@asnt.org.
Photo by Andrea Piacquadio from Pexels.
Hello,
I have been In this industry for 20+ years and have always wanted to know why companies were not being held accountable for keeping records from the Level II/III. If someone is holding them accountable why does no one know about it? I understand that companies spend money to get a person trained and things don’t work out for whatever reason and the tech leaves they have to start all over. At the time of employment and certification and training the company is using the individual as a tool and is investing in that person. With the understanding that in the future the said company can use trained person for that method and to drum up business for company. However that certified person put in the work and no matter who paid for the classes or the training, testing that person did all the work all on their own! That is his/her own cert and a company should not be allowed to keep that from them. But they do all companies big and small whether it was GE or Team the company acts like the certification belongs to them and will not allow tech to leave with said cert. Who holds these companies accountable? This should not be allowed if you work one job for them they made their money back on that cert and that training. No one knows who to go to and bring this issue to light, my suggestion is to sneak in when working a night shift or weekend shift to make copies of your certs while on good terms so you have a copy for the next employer. Also make more copies and scan everything digital, keep your own original copy some where safe and make a mock book to use at interviews. This is the only part of this industry that is a huge issue! They use it to try and destroy whatever future you may have out of pettiness I for one believe this can on longer stand and should have a standardized way to deal with companies such as a warning and then fines until they turn over certifications. This is not something that just because they paid for it they own it. Someone put the work in to obtain and sustain the certification and it rightfully belongs to them. There have been many companies that if they paid to have me trained that I had to stay and use cert for 5years or pay them back this is a fair way to handle the situation because everyone wins and no money is lost. This should be standard practice but no one sets the standard or holds companies to this standard.