Who this unit is for
This unit is for those who assess in the workplace using a wide range of assessment methods, both direct and indirect. To achieve this unit, the assessor-candidate will use the following direct methods:
- observation
- examination of work products
- questioning
They may also be involved in authenticating indirect evidence such as:
- discussion with learners
- testimony of others (witnesses)
- examination of learner statements
- assessing learners in simulated environments
- recognising prior learning (RPL) — also known as the accreditation of prior achievement (APA.)
The assessment decisions made by the assessor-candidate will be used to confirm achievement in a range of situations such as assessing SVQs, other regulated workplace qualifications or in-company standards.
For this unit, assessments must be of a substantial but realistic and manageable piece of the learner’s work. Each assessment should cover the full assessment cycle to include planning, assessing, judging evidence, providing feedback and recording the decision.
In addition, the assessor-candidate will reflect on their own assessor practice as well as identifying and undertaking ongoing continuing professional development activity.
What this unit is about
The types of activities the assessor-candidate will be involved in include:- Preparing to assess.
- Planning assessments.
- Assessing learner performance and knowledge.
- Confirming progression and achievement.
To achieve this unit, the assessor-candidate must assess the competence of two learners in their place of work, on two separate occasions (four assessments in total), using a set of standards such as those provided by a national awarding / standard setting body or the learners’ employer.
The assessor-candidate’s knowledge will be assessed by them taking part in adiscussion with their assessor (recorded / noted), or answering questions (either written or oral), or providing a statement of how and why they carried out certainactivities, or a combination of these.
The assessor-candidate’s performance will be assessed by their assessor observing them carrying out assessments and by looking at products of their work such as:- notes or documentation relating to pre-assessment planning discussions such as
-
learner agreement documentation and Induction checklists.
- assessment plans agreed with learners
- records detailing assessment decisions.
- feedback records used to convey progression / achievement to learners.
- records of the standardisation activities the assessor-candidate has been involved in.
The assessor will also observe the assessor-candidate assessing, giving feedback to
at least one of the learners and reviewing progress.
