Assessor Guide [PDF] - Competenz

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Assessment of Prior Learning (APL) Also known as RCC (Recognition of Current Competency) or RPL (Recognition of Prior Learning). APL is a method of gathering evidence of competency-based and/or historical evidence. If you find that your candidate has existing knowledge, skills and/or qualifications that would be better assessed via APL, contact the Quality Assurance team at Competenz to discuss this further. Competenz Quick-Start Assessment Tools Competenz have designed a number of Quick-Start Tools that quickly acknowledge existing skills, knowledge and experience of an employee (or group of employees) against selected unit standards, and register credits for trainees immediately. This significantly increases their chances of working towards, and gaining a qualification, as well as ensuring they are recognised as „active trainees‟. For more information on Competenz Quick-Start Assessment Tools, contact your Competenz Account Manager. Handy Hint Competenz‟s Assessment Guides and Model Answers aim to help you and the candidate identify the evidence to complete and collect in the workplace. If in doubt as to what evidence to collect, consider: What do I need to see, hear, feel or read, to convince me? Feel free to contact your Competenz Account Manager or Moderator for further guidance if needed. Page 8 Assessor Guide, Ed. 2
Workplace Training and Assessment The diagram below gives a snapshot of the relationship between workplace training and workplace assessment. Both depend on each other. The quality of one affects the quality of the other. Workplace Training Workplace Assessment On-Job Training Off- Job Training Informal (Formative) Assessment Formal (Summative) Assessment Figure 2. The relationship between workplace training and assessment (Source: Competenz, 2010) On-job Training Off-job Training is when a learner is taught while carrying out their normal day-today activities. This can include informal instruction given by peers/supervisor while on the line. Typically used when training skills/hands-on tasks, and does not significantly disturb the normal running of business activities. involves taking the learner physically away from their job to carry out training. This may include courses run by a workplace trainer / training provider (onsite or offsite). Typically used when training knowledge / theory, and/or skills that requires lots of practice before trying out back on the job. On-job and off-job training should support each other, and help the candidate become more knowledgeable and experienced in their role. Informal (Formative) Assessment Formal (Summative) Assessment is used to check the learning during the training. Is the candidate on track? Can they prove that they KNOW and/or can DO during training? Are they ready to be assessed in the workplace? is used to check the application of learning back into the workplace. How well is the candidate applying the new knowledge and skills they have learnt? What evidence do they have in the workplace that proves that they KNOW and/or can DO the tasks, repeatedly and consistently, to the standards? During workplace assessment the employee is known as the „candidate‟. Assessor Guide, Ed. 2 Page 9
Page 3 and 4: Contents Page Introduction ........
Page 5: What is Moderation? ...............
Page 9 and 10: Assessment Overview In this section
Page 11 and 12: Behaviour, Standards and Conditions
Page 13: Naturally-occurring evidence This i
Page 17 and 18: The Assessment Process As an assess
Page 19 and 20: Qualifications and Unit Standards I
Page 21 and 22: As the NZQF level increases, so too
Page 23 and 24: Unit Standard Breakdown Let‟s tak
Page 25 and 26: „consent to assess‟ is the new
Page 27 and 28: Roles and Responsibilities In this
Page 29 and 30: Competenz Competenz is the New Zeal
Page 31 and 32: Assessment Tools In this section we
Page 33 and 34: Format of Competenz Assessment Tool
Page 35 and 36: Observation Checklists look somethi
Page 37 and 38: The assessor needs to include their
Page 39 and 40: The Assessment Conditions (original
Page 41: Handy Hint To provide feedback on C
Page 44 and 45: Who can Assess? Key Point Assessors
Page 46 and 47: Special Notes When assessing, it is
Page 48 and 49: A Prepared Assessor A prepared asse
Page 50 and 51: Building your Assessor Toolkit Your
Page 53 and 54: Conducting Assessment In this secti
Page 55 and 56: Make Judgement Making a judgement i
Page 57 and 58: Giving Feedback A valuable part of
Page 59: Figure 16. Conducting Assessment Ch
Page 62 and 63: All documentation around assessment
Page 64 and 65:
What Happens when a Workplace Asses
Page 67 and 68:
Assessor Registration In this secti
Page 69 and 70:
How to Gain Assessor Registration I
Page 71 and 72:
Assessor Preparation Checklist Cand
Page 73 and 74:
Assessor Records Checklist Candidat
Page 75 and 76:
Any special needs for the candidate
Page 77 and 78:
Glossary Word / Abbreviation AMAP A
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Assessor Guide [PDF] - Competenz

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