The Passive Fire Protection industry works across the built environment sector, from building design, through installation, and during building occupation. This framework has been divided into seven domains related to the scope of construction works, and activities within a domain are related by their specialism. A description of each domain has been provided, along with a few example occupations that work within it. The assignment of an activity to a domain has no impact on its definition, and many people will undertake activities from multiple domains.

Each activity has been assigned to one of five levels, reflecting its relative complexity. A description of each level is provided, which have been mapped directly to levels within regulated qualifications frameworks, academic qualifications, and key professional statuses. The assignment of an activity to a level has no impact on its definition, and many people may undertake activities at multiple levels.

Each activity has been assigned to a level depending on its relative complexity and mapping of its details to vocational and educational levels. A person may undertake different activities at different levels depending on the make-up of their job role and the needs of their employer. The level of an activity does not correspond to the status or qualification-level of an individual.

Ensuring suitable passive fire protection within buildings is the responsibility of several specialisms from across the built environment sector, and the Passive Fire Protection industry works across multiple traditional occupations. This framework consists of activities specific to passive fire protection, and it is acknowledged that many may be undertaken by people in a range of job roles or working within varied existing occupations. Only passive fire specific activities are included, which allows the content to be adopted by a broad range of circumstances or incorporated within other, occupation-focussed frameworks as required.

Each activity is defined by a series of statements of Skills, Knowledge, Experience and Behaviour (SKEB). As there may be many statements for each activity these are all grouped into headings to allow for simpler management and adoption of the framework. Some of these groups of statements are common between multiple activities, so may appear in the definition of different activities. To be competent in the activity, an individual must meet all the statements within all the groups. The groups are presented under four consistent headings:

• “Core abilities” contains groups of knowledge and skills statements that are transferable across multiple activities.
• “Specific abilities” contains groups of knowledge and skills statements that are specific to this activity
• “Culture & behaviour” contains groups of behavioural statements, and others that directly impact on the culture of the organisation, industry, or the broader sector
• “Currency of competence” contains groups of statements used to demonstrate the current status of individual competence, particularly statements of experience, and those related to ongoing Continuous Professional Development (CPD)

Skills, Knowledge, Experience, and Behaviour (SKEB) statements are concise descriptions of the attributes required for a specific job or activity. These statements are commonly used in job descriptions, performance evaluations, and other competence-based arenas to provide clarity and guidance for organisations and individuals. They are also used to underpin vocational standards and qualifications, and most vocational training. To be competent in the activity, an individual must meet all the statements of every type.

• “Skills” refer to the specific abilities that an individual needs to perform the tasks required, which may encompass both technical and “soft skills”
• “Knowledge” encompasses the factual and theoretical information that a person must possess to undertake to the activity
• “Experience” relates to the practical exposure that an individual has gained in the past, and that they continue to demonstrate by recently undertaking the activity
• “Behaviour” addresses the personal qualities and attributes that are crucial for effective performance, for example leadership, time management, or interpersonal skills, which often play a significant role in ensuring alignment with desired values and culture.

A person’s competence in an activity will vary over time as they apply their knowledge and skills in the workplace. Those who do not undertake the activities may find their capability fall and should no longer be considered competent. Statements of experience are included which demonstrate that an individual is currently undertaking this activity, while statements are included that define behaviours an individual adopts when undertaking tasks. Both would need to be demonstrated on an ongoing basis to evidence their current competence, and the frequency required may be defined within the statement text. For some activities ongoing Continuous Professional Development (CPD) may also be specified to ensure that individuals have the cutting-edge knowledge and skills of passive protection. This is separate from updates required when significant changes to an activity is required, for example because of regulatory changes or the introduction of new technology.

The framework has been developed by the ASFP, incorporating content from multiple industry sources. Activities within installation have been drawn from the work of WG2 sub-groups supported by ASFP, with Firestopping activities defined by the Firestopping Specialist Sector Group (FSSG). Other content has been developed by the ASFP with its members and has been validated through a consultation process to ensure it reflects the current understanding of best practice.

If you believe there should be changes to the definition of any of the activities, or you have any other comments on the content, then please get in touch . All the content has been through a thorough consultation process to ensure it reflects the current understanding of best practice, but we always welcome further input to ensure a common understanding is achieved.

This framework is under constant development and refinement and has been launched with the content developed to date. The content will grow over time as more areas are in development. If you would like to be involved, please get in touch .

The content is drawn from multiple sources and developed by different bodies, some of which have their own requirements. If you wish to be involved in any aspect of the work, please get in touch  for more information.

The content of the framework is drawn from multiple sources, each of which has an approach for ensuring it is kept up to date. ASFP will work with groups as required to ensure that the content of the framework is maintained and updated as appropriate.

This site is intended simply to provide you with a list of competence definitions as a benchmark for competence in passive fire protection activities. If you are worried about your own competence, and what you can do next to achieve these benchmarks, then we recommend you talk to your employer who will help guide you in what to do next.

This site is intended simply to provide you with a list of competence definitions as a benchmark for competence in passive fire protection activities. It is an organisations responsibility to ensure that all the individuals it employs are competent. We are currently working with a range of industry partners to provide solutions in this area, however If you need an answer right now, please get in touch  and a member of our team will offer support.

No. The ASFP Competence Framework is a free library of information that can be used by anyone, and is provided by the ASFP to provide an established benchmark for competence in passive fire protection activities.

As an individual undertaking the activities listed, the framework will give you an understanding of the skills, knowledge, experience, and behaviours expected to demonstrate competence. If you feel you can’t provide evidence of each of these there are potential gaps in your competence, and you should speak to your employer immediately.

Once a person has suitable evidence of achieving all the SKEB statements within an activity they may be validated as competent by an employer or as part of a scheme. This competence will vary over time, and those who do not undertake the activity will find their capability reduce and should no longer be considered competent. Therefore, recent evidence of completion will be required, particularly in the areas of “culture & behaviour” and “currency of competence”. The competence of individuals is something that should be continuously monitored and recorded to ensure it remains relevant and effective.

Yes. This framework is intended to provide an industry-recognised benchmark for competence across passive fire protection. Its use to support individual company systems is encouraged. If your company doesn’t currently manage the competence of its staff then this is a potentially serious issue that the ASFP can help you to resolve, please get in touch .

Yes. You can link directly to the framework or specific activity pages to incorporate the standard into a competence management solution. This is a preferred to copying the individual statements or groups, as it ensures that changes to the framework will be replicated within all relevant schemes.

Yes. The activities and detailed statements provide a recognised benchmark for passive fire protection, and it is acknowledged that these activities may be undertaken by individuals in other professions. ASFP would welcome working with you to highlight the importance of passive fire protection and embed specific activities into broader schemes, please get in touch .

The ASFP competence framework underpins all our competence activity, including our industry leading training offer . There are several new competence initiatives under development as part of the ASFP competence pathway. To stay informed of future updates you can subscribe to our mailing list .

To stay informed of future updates you can subscribe to our mailing list . This gives you access to our mailers that get sent throughout the week and our weekly newsletter. Both of which will receive all future updates as well as our social media .