NCAS Levels

National Competency Assessment
System Levels

The NCAS
National Competency Levels

There are performance indicators and specifications for each core competency required:
Residential 1


  • Residential outbuildings and ancillary buildings as defined by the Building Regulations 1992

  • Detached dwellings (SH) designed to a common standard (such as NZS 3604, NZS 4229) that are single storey and have an E2/AS1 risk matrix score less than or equal to 6.


Residential 2


  • Detached dwellings (SH) designed to a common standard (such as NSZ 3604, NZS 4229) that are less than or equal to two storeys

  • Have an E2/AS1 risk matrix score less than or equal to 12.


Residential 3


  • Detached dwellings (SH) or other dwellings that are less than or equal to three storeys but limited to vertical plane fire separation and direct egress to the outside

  • Have an E2/AS1 risk matrix score of 13-20.


Remote inspections
Where remote inspections (RIs) are part of a candidate’s core role, an assessor should ensure the assessment
process includes demonstrated awareness, understanding and application of the BCA’s policies, procedures
and systems (PPS) that apply to this type of remote or virtual inspection. Guidance is included under Regulation
10(3)(d)(ii) in Appendices 3A, 3B and 4 to reflect how this competency might be measured.
Modular component manufacturing (MCM) and offsite manufacturing (OSM).
Almost all new buildings in New Zealand will contain some level of ‘prefabricated content’ or modular component
manufacturing (MCM) or offsite manufacturing (OSM). MCM and OSM is that which is not built on the final
building site (or allotment) and comes in many shapes and forms
Res 3 (MDH) Medium Density Housing – ‘MDH extension’
This accounts for four-storey MDH that is normally beyond the scope of the Residential 3 competency. This is where the likes of: • vertical and horizontal plane fire and acoustic separation (inter-tenancy walls and floor systems) might be applicable
• a higher degree or familiarity with specified systems is required
• greater use of active ventilation and more complex integration of building services might be applicable
• a shift in the standard of energy efficiency often applies
• building façades adjustments ie design of cladding systems beyond 3 levels
• a higher prevalence of SED is generally encountered.
Commercial 1


  • Commercial, industrial and communal non-residential buildings

  • Their associated outbuildings and ancillary buildings equal to or less than two storeys

  • An occupancy load of equal to or less than 100 people

  • SR or SA residential buildings up to two storeys and with horizontal fire separation.


Commercial 2


  • Commercial, industrial, communal residential and communal non-residential buildings

  • Equal or less than four storey

  • With an occupancy load of equal or less than 500 people

  • or SC or SD that are single storey.


Commercial 3


  • Buildings that are over four storeys high

  • Buildings that contain over 500 occupants

  • SC or SD greater than single storey.


Performance indicators and
specifications

The competency specifications have been developed to provide the assessor and candidate with a detailed set of knowledge and skills a person needs to be competent at a particular level.

The NCAS provides a document for each competency level with details about the skills and knowledge required to be processed and inspected for it. They outline the mandatory criteria which must be achieved to demonstrate competency and gives guidance for assessors and candidates to consider.
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Contact Building Competency NZ

We have a highly skilled team of assessors and technical experts who can assess candidates against the NCAS version 2 competency framework. In addition to competency assessments, we provide technical audits and can supervise and witness Building Official functions to support quality assurance and professional development. We also provide individual and group training sessions to support ongoing professional development. Where required, we can develop individual training needs and development plans to help candidates build their skills and progress to their next level of competency.
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