About National Occupational Standards (NOS)

National Occupational Standards (NOS) describe the standards of performance required by individuals when carrying out functions in the workplace, together with specifications of the required knowledge and understanding. NOS are required to comply with quality criteria to ensure they can be used in every part of the UK and have been agreed by a representative sample of employers and other key stakeholders.

 NOS are developed and maintained by Sector Skills Councils (SSCs) and Standards Setting Bodies (SSBs).

Development of NOS

Development of NOS will typically involve:

  • Identifying and engaging with key stakeholders e.g. employers, professional bodies, trade unions and education providers
  • Conducting desk research - to identify and review existing sources of information
  • Facilitating working groups of representative stakeholders
  • Developing a functional analysis i.e. to identify the functions within the scope of the occupational area
  • Identifying existing NOS which are relevant to the occupational area
  • Drafting new NOS in accordance with the required criteria
  • UK-wide consultation on the suitability of the new and imported NOS
  • Submission of the completed NOS for approval by the regulatory body; UK Commission for Employment and Skills (UKCES)

All NOS which have been approved by the UKCES are available for download from the NOS Directory.

Uses and Benefits of NOS

Competency Frameworks Job Design Recruitment and Selection Training and Development Performance Management Assessment and Qualifications Career Planning and Succession National Occupational Standards

  • National Occupational Standards

  • NOS describe the standards of competent performance required in the workplace, including skills, knowledge and understanding. This provides an objective measure to support a wide range of workforce development applications.

  • Competency Frameworks

  • A number of NOS/competences can be grouped into 'competency frameworks'.

    A competency framework provides a description of the standards of performance and knowledge required to undertake work activities in a particular area of work – regardless of who performs it.

  • Job Design

  • A number of NOS can be reviewed to support the process of job design i.e. analysis of what a job may involve and how it fits into the structure of the organisation.

    A number of relevant NOS can then be selected as part of a job/role description. The title of each NOS describes a particular activity and the content of each NOS provides further detail about the standards required for competent performance.

  • Recruitment and Selection

  • NOS can provide a baseline against which to assess the suitability of candidates for a particular post. For example, NOS can be used to support the development of clear and objective job descriptions, person specifications and/or assessment activities.

  • Training and Development

  • The performance of individuals can be compared to the requirements of relevant NOS to identify any training and development needs – including whether the training need is skills or knowledge based.

    Because NOS include a description of the required knowledge and understanding they are particularly useful to support the design of learning programmes – in particular to specify the required learning outcomes.

  • Performance Management

  • NOS can be used to support the process of objective and consistent performance management e.g. appraisal and supervision. For example, NOS can be used to help set clear objectives; assess an individual's performance; identify learning needs; plan future training and development activities.

  • Assessment and Qualifications

  • NOS provide the basis for many competence-based awards and qualifications. Candidates can achieve accreditation when assessed against the requirements of the NOS as part of a formal assessment and verification process.

    Increasingly, learning provision and qualifications delivered by Higher Education Institutions (HEIs), professional bodies and specialist colleges are mapped to the NOS, to demonstrate that their provision is in-line with the requirements of the workplace.

  • Career Planning and Succession

  • NOS can assist individuals and organisations to identify the skills and knowledge which may be required to meet career aspirations and/or to meet future needs of the organisation. For example, an organisation may develop a number of roles based on different levels of competence, providing a structure for career progression.