Elements and Performance Criteria

Assessment system may be developed by:
the industry through the endorsed component of Training Packages Assessment Guidelines
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 recognise prior learning/current competencies
to identify training needs or progress.
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
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 many 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.
Appropriate 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 the characteristics of the person being assessed.
Assessment methods may include:
direct observation of performance, products, practical tasks, projects and simulation exercises
review of log books/or and portfolios of evidence
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 the production of projects and exercises
sets of verbal/written/computer based questions to be asked
performance checklists
log books
descriptions of competent performance.
A number of these tools may be used in combination in order to provide enough evidence to make judgments.
Assessment environment and resources to be considered include:
time
location
personnel
finances/costs
equipment
materials
OHS requirements
enterprise/industry standard operating procedures.
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 word processor or lifting gear)
design of shorter assessment sessions to allow for fatigue or medication
use of large print version of any papers.
Assessment system may be developed by:
the industry through the endorsed component of Training Packages Assessment Guidelines
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 recognise prior learning/current competencies
to identify training needs or progress.
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
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 many 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.
Appropriate 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 the characteristics of the person being assessed.
Assessment methods may include:
direct observation of performance, products, practical tasks, projects and simulation exercises
review of log books/or and portfolios of evidence
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 the production of projects and exercises
sets of verbal/written/computer based questions to be asked
performance checklists
log books
descriptions of competent performance.
A number of these tools may be used in combination in order to provide enough evidence to make judgments.
Assessment environment and resources to be considered include:
time
location
personnel
finances/costs
equipment
materials
OHS requirements
enterprise/industry standard operating procedures.
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 word processor or lifting gear)
design of shorter assessment sessions to allow for fatigue or medication
use of large print version of any papers.

Critical aspects of evidence
Assessment requires evidence of the following products to be collected:
Documentation in relation to:
specific assessment context, including the purpose of assessment
features of the assessment system
characteristics of the person being assessed
evidence of competency required
plan of opportunities for gathering the evidence required
assessment methods selected including any allowable adjustments to meet characteristics of person(s) being assessed
An assessment tool(s) for the specific assessment context which ensures valid, reliable, flexible and fair assessment including any allowable adjustments.
An assessment procedure for the specific context.
Assessment requires evidence of the following processes to be provided:
How the context of assessment was specified
How the characteristics of the person(s) being assessed were identified
Why a particular assessment method was selected
How the assessment was planned to ensure that language, literacy and numeracy issues were taken into consideration
How evidence was evaluated in terms of validity, authenticity, sufficiency, currency and consistent achievement of the specified standard
How the assessment tool was developed for the specified context
How the assessment tool was validated and ratified by appropriate personnel.
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 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 relevant to the specified context
Understanding of the assessment principles of reliability, validity, fairness, flexibility, authenticity, sufficiency and consistency
Knowledge of the Assessment Guidelines of the Training Package Assessment and Workplace Training
Skills in the application of various assessment methods, relevant to workplace context
Planning of own work including predicting consequences and identifying improvements
Language, literacy and numeracy skills required to:
read and interpret relevant information to plan assessment
give clear and precise information / instructions in spoken or written form
adjust spoken and written language to suit target audience
write assessment tools using language which mirrors the language used to demonstrate the competency in the specific context
prepare required documentation using clear and comprehensible language and layout
calculate and estimate costs
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 and assessment procedures
Access to person(s) wishing to be assessed, any relevant workplace equipment, information and 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 should occur on the job or in a simulated workplace. The candidate assessor should use competencies relevant to their area of technical expertise.
Critical aspects of evidence
Assessment requires evidence of the following products to be collected:
Documentation in relation to:
specific assessment context, including the purpose of assessment
features of the assessment system
characteristics of the person being assessed
evidence of competency required
plan of opportunities for gathering the evidence required
assessment methods selected including any allowable adjustments to meet characteristics of person(s) being assessed
An assessment tool(s) for the specific assessment context which ensures valid, reliable, flexible and fair assessment including any allowable adjustments.
An assessment procedure for the specific context.
Assessment requires evidence of the following processes to be provided:
How the context of assessment was specified
How the characteristics of the person(s) being assessed were identified
Why a particular assessment method was selected
How the assessment was planned to ensure that language, literacy and numeracy issues were taken into consideration
How evidence was evaluated in terms of validity, authenticity, sufficiency, currency and consistent achievement of the specified standard
How the assessment tool was developed for the specified context
How the assessment tool was validated and ratified by appropriate personnel.
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 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 relevant to the specified context
Understanding of the assessment principles of reliability, validity, fairness, flexibility, authenticity, sufficiency and consistency
Knowledge of the Assessment Guidelines of the Training Package Assessment and Workplace Training
Skills in the application of various assessment methods, relevant to workplace context
Planning of own work including predicting consequences and identifying improvements
Language, literacy and numeracy skills required to:
read and interpret relevant information to plan assessment
give clear and precise information / instructions in spoken or written form
adjust spoken and written language to suit target audience
write assessment tools using language which mirrors the language used to demonstrate the competency in the specific context
prepare required documentation using clear and comprehensible language and layout
calculate and estimate costs
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 and assessment procedures
Access to person(s) wishing to be assessed, any relevant workplace equipment, information and 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 should occur on the job or in a simulated workplace. The candidate assessor should use competencies relevant to their area of technical expertise.