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:
time
location
personnel
finances/costs
equipment
materials
OHS requirements
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:
time
location
personnel
finances/costs
equipment
materials
OHS requirements
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.