3009 SVQ Assessment handbook v2 - City & Guilds

each outcome. The assessor must date the appropriate space provided. A comment can also
be made in the comments section to identify which contingency PCs were or were not
covered during each observation.
Assessors must wait until the opportunities for contingency PCs to be covered through
naturally occurring performance evidence have been used, before covering the contingency
PCs through the alternative assessment methods stated in the evidence requirements, eg the
required observations should be completed before contingency PCs are covered through
written/oral questions.
Assessor and witness status list
All those involved in the candidate’s assessment should be listed and their status explained on
this form. This helps internal and external verification.
Assessors are all those who are appointed by the centre to assess any part of the candidates
work. They must be qualified to meet the occupational expertise and continuing professional
development (CPD) requirements as set out by Habia. Inexperienced assessors who are still
working towards A units must also be recorded on this form using the correct code.
Note: Inexperienced assessors working towards the A units may participate in assessments
as long as their decisions are countersigned by a qualified assessor (in the specific subject
area). Please see the guidance in Ensuring Quality for more information.
Qualified assessors who are not appointed by the candidates centre and are not part of its
quality assurance systems must be entered as Code 1 witnesses e.g. decisions taken by
assessors at Centre A are treated as Code 1 witness statements in Centre B when a candidate
transfers.
Candidate work log/witness testimony
When it is not possible to observe candidates, they should use a work log. The work log
should be initialled by an experienced stylist, eg a supervisor, who is aware that the candidate
performed the activity and is familiar with the National Occupational Standards. The assessor
should question the candidate on their work logs. The work log should be used to provide
additional performance evidence and the minimum number of observations for each unit as
specified by the evidence requirements should still be met.
Though much of the evidence of competence is drawn from direct observation of work
activities, there will also be a need for additional supplementary evidence. This should be kept
in a portfolio or file and would contain, for example, copies of messages and annotated stock
records, records of observation, recent appraisals, personal diaries and logs, completed client
record cards etc. This should be managed and organised in such a way that it is easily
accessible to the assessor, internal and external verifiers.
The material contained in the portfolio/file should arise directly out of the practical activities
undertaken and observed. It should be arranged showing how the evidence meets the
evidence requirements. It normally takes the form of a folder or a group of related files, but
most candidates find it convenient to use a ring binder.
The portfolio is not intended to contain coursework or other materials unless they have a
direct bearing on the activities carried out as part of the overall assessment, eg a candidate
may create a plan of the salon showing the responsibilities and location of other staff
members.
30 Levels 1-3 SVQ Qualifications in Hairdressing, Barbering and Combined Hair Types (3009)