Critical aspects of evidence

Assessment requires evidence of the following products to be collected:

Documented process for the review of the assessment procedure(s)

A report on the review of the operations and outcomes of the assessment procedure(s) including substantiation of findings and any recommendations for modifications.

Assessment requires evidence of the following processes to be provided:

How the review process for evaluating the assessments in the enterprise, industry or organisation was implemented

Why particular review/evaluation methodologies were chosen

How cooperation and input from the person(s) assessed and appropriate personnel was sought as part of the review.

Interdependent assessment of units:

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

Required knowledge and skills

Knowledge of the review process established by the industry, enterprise or training organisation

Knowledge of evaluation methodologies relevant to the assessment context

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 anti-discrimination requirements

Knowledge of relevant organisational policies and procedures of the workplace and/or job roll

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

Skills in the application of various assessment methods/tools in a relevant workplace context

Planning own work including predicting consequences and identifying improvements

Language, literacy and numeracy skills required to:

read and interpret review procedures

participate in discussions and listen strategically to evaluate information critically

gather, select and organise findings from a number of sources

document findings in summary form, graphs or tables

present findings in a short report to relevant personnel

make recommendations based on findings

determine cost effectiveness

Communication skills appropriate to the culture of the workplace and the individual(s).

Resource implications:

Access to relevant competencies, sources of information on assessment methods, assessment tools, assessment procedures and assessment review mechanisms.

Access to assessment decisions, relevant workplace equipment, appropriate personnel.

Consistency in 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.

Context for assessment

Assessment may 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:

Documented process for the review of the assessment procedure(s)

A report on the review of the operations and outcomes of the assessment procedure(s) including substantiation of findings and any recommendations for modifications.

Assessment requires evidence of the following processes to be provided:

How the review process for evaluating the assessments in the enterprise, industry or organisation was implemented

Why particular review/evaluation methodologies were chosen

How cooperation and input from the person(s) assessed and appropriate personnel was sought as part of the review.

Interdependent assessment of units:

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

Required knowledge and skills

Knowledge of the review process established by the industry, enterprise or training organisation

Knowledge of evaluation methodologies relevant to the assessment context

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 anti-discrimination requirements

Knowledge of relevant organisational policies and procedures of the workplace and/or job roll

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

Skills in the application of various assessment methods/tools in a relevant workplace context

Planning own work including predicting consequences and identifying improvements

Language, literacy and numeracy skills required to:

read and interpret review procedures

participate in discussions and listen strategically to evaluate information critically

gather, select and organise findings from a number of sources

document findings in summary form, graphs or tables

present findings in a short report to relevant personnel

make recommendations based on findings

determine cost effectiveness

Communication skills appropriate to the culture of the workplace and the individual(s).

Resource implications:

Access to relevant competencies, sources of information on assessment methods, assessment tools, assessment procedures and assessment review mechanisms.

Access to assessment decisions, relevant workplace equipment, appropriate personnel.

Consistency in 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.

Context for assessment

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

Not applicable.

Assessment system may be developed by:

the industry

the enterprise

the 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 for the person being assessed who have special needs

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 Training Package or other assessment requirements

features of assessment system.

Evaluation criteria in review process should include:

number of persons being assessed

duration of the assessment procedure

organisational constraints within which assessors must operate

occupational health and safety factors

relationship of the assessor to other appropriate personnel in the assessment process

frequency of assessment procedure

budgetary restraints

information needs of government and other regulatory bodies

support needs and professional development needs of assessors

characteristics of persons being assessed

human resource management implications

consistency of assessment decisions

levels of flexibility in the assessment procedure

fairness of the assessment procedure

efficiency and effectiveness of the assessment procedure

competencies achieved by the person(s) being assessed

difficulties encountered during the planning and conduct of the assessment

motivation of the person(s) being assessed

location and resource suitability

reliability, validity, fairness and flexibility of the assessment tool(s)

relevance of assessment to specified context

grievances/challenges to the assessment decision by the person(s) being assessed or their supervisor/manager/employer

ease of administration

access and equity considerations

practicability.

Characteristics of persons being assessed may include:

language, literacy and numeracy needs

cultural and language background

educational background or general knowledge

gender

age

physical ability

previous experience with the topic

experience in training and assessment

level of confidence, nervousness or anxiety

work organisation or roster.

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/supervisor/team leaders

technical specialists.

Assessment procedure:

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 characteristics of person(s) being assessed.

Assessment methods may include a combination of:

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 relations to the production 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

time

location

personnel

finances/costs

equipment

materials

OHS requirements

enterprise/industry standard operating procedures.

Assessment system may be developed by:

the industry

the enterprise

the 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 for the person being assessed who have special needs

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 Training Package or other assessment requirements

features of assessment system.

Evaluation criteria in review process should include:

number of persons being assessed

duration of the assessment procedure

organisational constraints within which assessors must operate

occupational health and safety factors

relationship of the assessor to other appropriate personnel in the assessment process

frequency of assessment procedure

budgetary restraints

information needs of government and other regulatory bodies

support needs and professional development needs of assessors

characteristics of persons being assessed

human resource management implications

consistency of assessment decisions

levels of flexibility in the assessment procedure

fairness of the assessment procedure

efficiency and effectiveness of the assessment procedure

competencies achieved by the person(s) being assessed

difficulties encountered during the planning and conduct of the assessment

motivation of the person(s) being assessed

location and resource suitability

reliability, validity, fairness and flexibility of the assessment tool(s)

relevance of assessment to specified context

grievances/challenges to the assessment decision by the person(s) being assessed or their supervisor/manager/employer

ease of administration

access and equity considerations

practicability.

Characteristics of persons being assessed may include:

language, literacy and numeracy needs

cultural and language background

educational background or general knowledge

gender

age

physical ability

previous experience with the topic

experience in training and assessment

level of confidence, nervousness or anxiety

work organisation or roster.

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/supervisor/team leaders

technical specialists.

Assessment procedure:

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 characteristics of person(s) being assessed.

Assessment methods may include a combination of:

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 relations to the production 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

time

location

personnel

finances/costs

equipment

materials

OHS requirements

enterprise/industry standard operating procedures.