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Follow the links below to find material targeted to the unit's elements, performance criteria, required skills and knowledge

Elements and Performance Criteria

Required Skills

Not applicable

Evidence Required

Critical aspects of evidence

Assessment requires evidence of the following products to be collected

Description of the assessment context including the purpose of assessment

The relevant competency or other performance standard and assessment procedure used

Description of how evidence gathered is valid authentic sufficient fair and reliable to ensure competency

Conduct of assessment in accordance with competency requirements

Recording of the assessment results in accordance with the specified assessment procedure and record keeping requirements

Report on the conduct of the assessment including positive and negative features and suggestions for improving any aspect of the assessment process

Assessment requires evidence of the following processes to be provided

How agreement was sought with the persons being assessed on the conduct of the assessment

How opportunities to gather evidence were identified as part of workplace or training activities

How evidence was gathered in accordance with the assessment procedure

How evidence gathering activity covered the dimensions of competency

How resources were arranged according to the assessment procedure

How appropriate personnel were consulted

How evidence was gathered in accordance with allowable adjustments to the assessment method where applicable

How evidence was evaluated in terms of validity authenticity sufficiency currency and consistent achievement of the specified standard

How the assessment was conducted to ensure that

all arrangements and activities were understood by all parties

the person was put at ease and the supportive assessment environment was created

language literacy and numeracy issues were taken into consideration

How constructive feedback was provided to the persons being assessed including instances of not yet competent

How guidance was provided to persons being assessed on how to overcome gaps in competency revealed

Interdependent assessment of units

This unit of competency may be assessed in conjunction with other units that form part of a job role

Knowledge of workplace application of relevant standards of performance including industry or enterprise competency standards and assessment guidelines

Knowledge of legal and ethical responsibilities including occupational health and safety regulations and procedures equal employment and antidiscrimination requirements relevant to the specified context

Understanding of policies and procedures of the workplace andor job role together with any related legislation or regulatory requirements

Understanding of the assessment principles of reliability validity fairness flexibility authenticity sufficiency and consistency

Assessment guidelines of the Training Package Assessment and Workplace Training

Planning of own work including predicting consequences and identifying improvements

Skills in the application of various assessment methodstools relevant to workplace context

Language literacy and numeracy skills required to

give clear and precise instructions and information in spoken or written form

seek confirmation of understanding from the persons being assessed

adjust language to suit target audience

prepare required documentation using clear and comprehensible language and layout

ask probing questions and listen strategically to understand responses of the person being assessed

seek additional information for clarification purposes

use verbal and nonverbal language to promote a supportive assessment environment

use language of negotiation and conflict resolution to minimise conflict

Communication skills appropriate to the culture of the workplace and the individuals

Resource implications

Access to relevant competencies sources of information on assessment methods assessment tools and assessment procedures

Access to persons wishing to be assessed relevant workplace equipment information and appropriate personnel

Consistency of performance

Competency in this unit needs to be assessed over a period of time in a range of contexts and on multiple occasions involving a combination of direct indirect and supplementary forms of evidence

Assessment context

Assessment should occur on the job or in a simulated workplace The candidate assessor should use competencies relevant to their technical expertise

Critical aspects of evidence

Assessment requires evidence of the following products to be collected

Description of the assessment context including the purpose of assessment

The relevant competency or other performance standard and assessment procedure used

Description of how evidence gathered is valid authentic sufficient fair and reliable to ensure competency

Conduct of assessment in accordance with competency requirements

Recording of the assessment results in accordance with the specified assessment procedure and record keeping requirements

Report on the conduct of the assessment including positive and negative features and suggestions for improving any aspect of the assessment process

Assessment requires evidence of the following processes to be provided

How agreement was sought with the persons being assessed on the conduct of the assessment

How opportunities to gather evidence were identified as part of workplace or training activities

How evidence was gathered in accordance with the assessment procedure

How evidence gathering activity covered the dimensions of competency

How resources were arranged according to the assessment procedure

How appropriate personnel were consulted

How evidence was gathered in accordance with allowable adjustments to the assessment method where applicable

How evidence was evaluated in terms of validity authenticity sufficiency currency and consistent achievement of the specified standard

How the assessment was conducted to ensure that

all arrangements and activities were understood by all parties

the person was put at ease and the supportive assessment environment was created

language literacy and numeracy issues were taken into consideration

How constructive feedback was provided to the persons being assessed including instances of not yet competent

How guidance was provided to persons being assessed on how to overcome gaps in competency revealed

Interdependent assessment of units

This unit of competency may be assessed in conjunction with other units that form part of a job role

Knowledge of workplace application of relevant standards of performance including industry or enterprise competency standards and assessment guidelines

Understanding of policies and procedures of the workplace andor job role together with any related legislation or regulatory requirements

Understanding of the assessment principles of reliability validity fairness flexibility authenticity sufficiency and consistency

Assessment guidelines of the Training Package Assessment and Workplace Training

Planning of own work including predicting consequences and identifying improvements

Skills in the application of various assessment methodstools relevant to workplace context

Language literacy and numeracy skills required to

give clear and precise instructions and information in spoken or written form

seek confirmation of understanding from the persons being assessed

adjust language to suit target audience

prepare required documentation using clear and comprehensible language and layout

ask probing questions and listen strategically to understand responses of the person being assessed

seek additional information for clarification purposes

use verbal and nonverbal language to promote a supportive assessment environment

use language of negotiation and conflict resolution to minimise conflict

Communication skills appropriate to the culture of the workplace and the individuals

Resource implications

Access to relevant competencies sources of information on assessment methods assessment tools and assessment procedures

Access to persons wishing to be assessed relevant workplace equipment information and appropriate personnel

Consistency of performance

Competency in this unit needs to be assessed over a period of time in a range of contexts and on multiple occasions involving a combination of direct indirect and supplementary forms of evidence

Assessment context

Assessment should occur on the job or in a simulated workplace The candidate assessor should use competencies relevant to their technical expertise

Range Statement

Assessment system may be developed by:

the industry

the enterprise

a Registered Training Organisation

a combination of the above.

The assessment system should specify the following:

the purpose of assessment

competencies required of assessors

record keeping procedures and policies

any allowable adjustments to the assessment method which may be made

the appeal/review mechanisms and procedures

the review and evaluation of the assessment process

the linkages between assessment and training qualifications/awards, employee classification, remuneration, progression

relevant policies

quality assurance mechanisms

apportionment of costs/fees (if applicable)

marketing/promotion of assessment

verification arrangements

auspicing arrangements, if applicable

partnership arrangements, if applicable.

Specific assessment context may be determined by:

purpose of the assessment, such as

to gain a particular qualification or a licence

to determine employee classification

to identify training needs or progress

to recognise prior learning/current competencies.

location of the assessment, such as

on the job or off the job

combination of both.

Assessment Guidelines of the relevant Training Package or other assessment requirements

features of assessment system.

Characteristics of persons being assessed may include:

language, literacy and numeracy needs

cultural, language and educational background

gender

physical ability

level of confidence, nervousness or anxiety

age

experience in training and assessment

previous experience with the topic.

Appropriate personnel may include:

assessors

person(s) being assessed

employee/union representatives

consultative committees

users of assessment information such as training providers, employers, human resource departments

State/Territory Training/Recognition Authorities

training and assessment coordinators

relevant managers/supervisors/team leaders

technical specialists.

Assessment procedure may include:

The assessment procedure is developed (and endorsed) by person(s) responsible for the implementation of the assessment process in:

the industry

the enterprise

the training organisation

a combination of the above.

The assessment procedure should specify the following:

recording procedure

appeal/review mechanism

assessment methods to be used

instructions/materials to be provided to the person(s) being assessed

criteria for making decisions of competent, or not yet competent

number of assessors

assessment tools

evidence required

location of assessment

timing of assessment

assessment group size

allowable adjustments to the assessment procedure depending on the characteristics of the person(s) being assessed.

Assessment methods may include:

work samples and /or simulations

direct observation of performance, products, practical tasks, projects and simulation exercises

review of logbooks and portfolios

questioning

consideration of third party reports and authenticated prior achievements

written, oral or computer managed questioning

These methods may be used in combination in order to provide sufficient evidence to make a judgement.

Assessment tools may include:

specific instructions to be given relating to the performance of practical tasks or processes or simulation exercises

specific instructions to be given in relation to projects and exercises

sets of oral/written/computer based questions to be asked

performance checklists

log books

marking guides

descriptions of competent performance.

A number of these tools may be used in combination in order to provide enough evidence to make judgments.

Allowable adjustments may include:

provision of personal support services (eg Auslan interpreter, reader, interpreter, attendant carer, scribe)

use of adaptive technology or special equipment (eg work processor or lifting gear)

design of shorter assessment sessions to allow for fatigue or medication

use of large print version of any papers.

Assessment environment and resources to be considered may include:

enterprise/industry standard operating procedures.

Recording procedures may include:

forms designed for the specific assessment result (paper or electronic)

checklists for recording observations/process used (paper or electronic)

combination of the above.

Assessment reporting:

Final assessments will record the unit(s) of competency in terms of code, title and endorsement date

Summative assessment reports, where issued, will indicate units of competency where additional learning is required

NB: Statutory and legislative requirements for maintaining records may vary in States/Territories.

Assessment system may be developed by:

the industry

the enterprise

a Registered Training Organisation

a combination of the above.

The assessment system should specify the following:

the purpose of assessment

competencies required of assessors

record keeping procedures and policies

any allowable adjustments to the assessment method which may be made

the appeal/review mechanisms and procedures

the review and evaluation of the assessment process

the linkages between assessment and training qualifications/awards, employee classification, remuneration, progression

relevant policies

quality assurance mechanisms

apportionment of costs/fees (if applicable)

marketing/promotion of assessment

verification arrangements

auspicing arrangements, if applicable

partnership arrangements, if applicable.

Specific assessment context may be determined by:

purpose of the assessment, such as

to gain a particular qualification or a licence

to determine employee classification

to identify training needs or progress

to recognise prior learning/current competencies.

location of the assessment, such as

on the job or off the job

combination of both.

Assessment Guidelines of the relevant Training Package or other assessment requirements

features of assessment system.

Characteristics of persons being assessed may include:

language, literacy and numeracy needs

cultural, language and educational background

gender

physical ability

level of confidence, nervousness or anxiety

age

experience in training and assessment

previous experience with the topic.

Appropriate personnel may include:

assessors

person(s) being assessed

employee/union representatives

consultative committees

users of assessment information such as training providers, employers, human resource departments

State/Territory Training/Recognition Authorities

training and assessment coordinators

relevant managers/supervisors/team leaders

technical specialists.

Assessment procedure may include:

The assessment procedure is developed (and endorsed) by person(s) responsible for the implementation of the assessment process in:

the industry

the enterprise

the training organisation

a combination of the above.

The assessment procedure should specify the following:

recording procedure

appeal/review mechanism

assessment methods to be used

instructions/materials to be provided to the person(s) being assessed

criteria for making decisions of competent, or not yet competent

number of assessors

assessment tools

evidence required

location of assessment

timing of assessment

assessment group size

allowable adjustments to the assessment procedure depending on the characteristics of the person(s) being assessed.

Assessment methods may include:

work samples and /or simulations

direct observation of performance, products, practical tasks, projects and simulation exercises

review of logbooks and portfolios

questioning

consideration of third party reports and authenticated prior achievements

written, oral or computer managed questioning

These methods may be used in combination in order to provide sufficient evidence to make a judgement.

Assessment tools may include:

specific instructions to be given relating to the performance of practical tasks or processes or simulation exercises

specific instructions to be given in relation to projects and exercises

sets of oral/written/computer based questions to be asked

performance checklists

log books

marking guides

descriptions of competent performance.

A number of these tools may be used in combination in order to provide enough evidence to make judgments.

Allowable adjustments may include:

provision of personal support services (eg Auslan interpreter, reader, interpreter, attendant carer, scribe)

use of adaptive technology or special equipment (eg work processor or lifting gear)

design of shorter assessment sessions to allow for fatigue or medication

use of large print version of any papers.

Assessment environment and resources to be considered may include:

enterprise/industry standard operating procedures.

Recording procedures may include:

forms designed for the specific assessment result (paper or electronic)

checklists for recording observations/process used (paper or electronic)

combination of the above.

Assessment reporting:

Final assessments will record the unit(s) of competency in terms of code, title and endorsement date

Summative assessment reports, where issued, will indicate units of competency where additional learning is required

NB: Statutory and legislative requirements for maintaining records may vary in States/Territories.

NTIS this!

BSZ402A - Conduct assessment

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Elements and Performance Criteria

Required Skills

Evidence Required

Range Statement