competence assessor may-2012 rev 1 amendment 3

OPITO APPROVED STANDARD

Competence Assessor Training Standard

OPITO Standard Code: 9018

OPITO Approved Standard Competence Assessor Training Standard

OPITO

Revision 1 (May 2012) Amendment 3 (Jan 2013) Page 2 of 24

OPITO STANDARDS

OPITO is an Industry owned not for profit organisation that exists solely to service the needs of the Oil and Gas Industry. OPITO is employer led in all aspects of what it does, therefore all standards development activities are at the behest of industry employers. The standards are driven by the needs of employers to help create a safe and competent workforce. This standard is owned by the Oil and Gas Industry and maintained by OPITO who are the nominated custodians of all Industry standards within the OPITO portfolio which carry the OPITO logo. The contents of this document were developed by an industry workgroup facilitated and supported by OPITO. The workgroup consisted of representation from a cross section of oil and gas Industry employers, discipline experts working within the industry and members of the OPITO Approved Training network. This standard has been verified and accepted through the governance and integrity management model for OPITO standards. Guidance on this standard is available by contacting OPITO at: opito.com

This standard has been designed to accommodate global variations in national legislation and regulations. In the absence of relevant national legislation and regulations, OPITO approved centres should use legislative and regulatory criteria specified within this Standard

OPITO All rights reserved. No part of this publication may be reproduced, stored in a retrieval or information storage system, or transmitted in any form or my any means, mechanical, photocopying, recording or otherwise, without prior permission in writing of the publishers.


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AMENDMENTS

AMENDMENT & DATE PAGES CHANGES MADE BY

CHECKED BY

APPROVED BY

1 Simplified assessor qualifications 17-11-08

15 T. Wilson J. Cameron J. Cameron

2 Changed footer to reflect amendment numbering scheme 15-Dec 2008

All except title page

T. Wilson SECTION A Cameron

M. Duncan

3 A.7 Workplace Evidence Requirements - changed from three months to six months for compliance 06-Feb 2009

14 T. Wilson J. Cameron M. Duncan

4 A.7 Workplace Evidence Requirements - changed from six months to twelve months to extend time for submission of workplace evidence 23-Jun 2011

14 Melissa Foo Mike Carr Peter Lammiman

Rev 1

Standard Review completed by Industry Work Group: 31 May 2012

All M. Foo M. Carr P. Lammiman

1 Amended wording in D.4 to clarify that registration of delegates must be made upon completion of training and final assessment. Updated content in Appendix 2 28 Jun 2012

20 M.Foo M. Carr P. Lammiman

2 Amended Appendix 1 to include more relevant OPITO information. Revision 1 Amendment 2 23-August 2012

Appendix 1, page 21

M.Foo M. Carr P. Lammiman


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3 Replaced Course Code with Standard Code in Title Page and amended reference to course identification code with OPITO registration code under section D.3 Certification - to align with other OPITO standards Revision 1 Amendment 3 10-January 2013

Title Page, page 20

M.Foo M. Carr P. Lammiman


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Contents

Introduction and Course Description ..................................................................................... 6

SECTION A Competence Assessor Training Programme ................................................ 7

A.1 TARGET GROUP ............................................................................................................ 7 A.2 DELEGATE PRE-REQUISITES ........................................................................................... 7 A.3 PHYSICAL AND STRESSFUL DEMANDS OF TRAINING PROGRAMME NOT APPLICABLE ........ 8 A.4 AIMS AND OBJECTIVES ................................................................................................... 8 A.5 LEARNING OUTCOMES ................................................................................................... 9 A.6 DELEGATE PERFORMANCE ASSESSMENT .......................................................................10 A.7 DURATION OF THE TRAINING PROGRAMME .....................................................................10 A.8 THE TRAINING PROGRAMME ..........................................................................................11

SECTION B Workplace Evidence Requirements ..............................................................17

SECTION C Resources .......................................................................................................18

C.1 STAFF ..........................................................................................................................18 C.2 TRAINER/DELEGATE RATIO ...........................................................................................18 C.3 FACILITIES AND LOCATION OF TRAINING .........................................................................19 C.4 MATERIALS ..................................................................................................................20

SECTION D Administration and Certification ...................................................................21

D.1 JOINING INSTRUCTIONS .................................................................................................21 D.2 PERIODICITY ................................................................................................................21 D.3 CERTIFICATION .............................................................................................................21 D.4 COURSE ADMINISTRATION .............................................................................................21

Glossary of Terms and Abbreviations ...................................................................................22

Appendix 1 OPITO Information ...........................................................................................22

Appendix 2 Feedback Scenarios Examples .......................................................................23


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Introduction and Course Description

The information contained in this document is for training providers, whether they are independent or members of an organisations in-house training department. Why are competence assessors required? To be competent, a person must be able to perform their work to the standards laid down by an organisation, and in accordance with industry demands. Competence is an outcome. It demonstrates that an individual has the required skills and knowledge to carry out a role as expected by employers. In order to assess someones competence, there must be clear standards against which someones performance is measured and recognised. To ensure that employees within organisations work in accordance with their operational standards and are meeting companys expectations, assessors play a key role in assessing competence. Personnel have to be trained to consistently perform the competence assessor role successfully. This document contains the standard for delivery of training for OPITO approved Competence Assessor Course. Upon successful conclusion of this training, and with evidence that the skills and knowledge have been successfully applied in the workplace (see Section B), the delegate will receive an OPITO approved Competence Assessor Certificate, which entitles them to perform competence assessments on others in any area where they themselves are considered to be technically competent (see Exclusion Notes below).

Exclusion Notes: 1. Achievement of this qualification does not entitle the holder to award any certificate bearing OPITOs logo and name. OPITO-approved certificates can only be granted by an OPITO-approved provider. 2. The holder of the OPITO Competence Assessor certificate may not be recognised to assess qualifications issued by other organisations e.g. National or Scottish Vocational Qualifications in the UK. Delegates should clarify with the relevant organisation prior to conducting assessment.

Associated Standard OPITO has also developed an Internal Verifier Training Standard.


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SECTION A Competence Assessor Training Programme

A.1 Target Group

The competence assessor standard has been developed for individuals within an organisation who are designated to be competence assessors.

A.2 Delegate Pre-requisites

There are no prerequisites required for the Competence Assessor Training programme.

Note: For the purpose of this standard: Delegates are the people attending this Competence Assessor Training programme. Candidates are the individuals whose performance will be assessed in the workplace


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A.3 Physical and Stressful Demands of Training Programme Not

Applicable

This section has been intentionally left blank.

A.4 Aims and Objectives

The aims and objectives of this programme is to impart initial training requirements to enable trainee assessors, now referred to as delegates, to acquire the necessary knowledge and skills to carry out assessments. Upon successful completion of the training and with evidence that the skills and knowledge have been successfully applied in the workplace , the delegate would be eligible to conduct workplace assessments, providing they themselves are technically competent in the discipline being assessed. Following this training, it will be the responsibility of the employing organisation to allow each assessor to gain further experience. This will normally fall under the jurisdiction of the organisations internal verifier position(s).


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A.5 Learning Outcomes

During the training programme, delegates will be required to demonstrate their skills and understanding of the following key areas. To successfully complete this training delegates must able to explain:

1. What competence assessors and internal verifiers do 2. The reasons for having competence systems in the workplace 3. Language and formats of competence standards 4. The value of different evidence sources 5. How to advise candidates during the planning meeting 6. The methods of assessment and when best to use each type 7. The importance of consistency in assessment decisions 8. Record keeping requirements 9. How to maintain confidential information 10. How to deal with special requirements relating to delegates needs 11. How to deal with disputes and appeals 12. Why the assessment plan should be updated to reflect progress 13. Where and when to provide feedback that motivates the delegate 14. How assessments are quality assured 15. The role of OPITO and its requirements relative to competence within the Oil & Gas

Industry 16. The importance of involving candidates in the appropriate assessment planning

process

To successfully complete this training delegates must able to demonstrate (in the workplace):

17. How to create assessment plans for candidates 18. How to carry out effective assessment using a variety of sources of evidence 19. How to make an assessment decision based on examination of a collection of

evidence 20. How to record assessment feedback for candidates 21. How to keep pertinent records


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A.6 Delegate Performance Assessment

Delegates attending this competence assessor training programme will be given a series of explanations and demonstrations that will identify what they are expected to know and do. This will be followed by practical exercises allowing delegates to practice their skills, knowledge and understanding of the competence assessor role. All practical exercises shall use, wherever possible, the actual paperwork that the delegates are expected to use in their workplace. Where this is not possible, suitable alternatives can be used. Delegates will also complete a 45 minute open book written test (in an invigilated environment) testing the underpinning knowledge of the theory learning outcomes of this OPITO approved competence assessor standard. (See below for guidance on content). Guidance on Test Contents The test questions will be set against the stated learning outcomes in Section A.5. The duration of the test is 45 minutes and must be in the form of a knowledge test covering Learning Outcomes 1-16. The following questions will be included in the test:

1. List three of the main responsibilities of an assessor. 2. Give two reasons why planning is important before carrying out an assessment. 3. List 4 methods of assessment most commonly used in your workplace.

The issue of an OPITO Competence Assessor Certificate will only be issued to the delegate after the OPITO-approved Centre has assessed the delegates work place evidence and deemed it as meeting the required standard. Note: Learning Outcomes 17-21 will be achieved from evidence gathered in the workplace (refer to Section B) over a 12 month period.

A.7 Duration of the Training Programme

The optimum 'contact time' for this training and assessment programme is 14 hours. It is suggested that a ratio of 60% to 40% theory to practical is appropriate. The total contact time per day shall not exceed 8 hours. The total training day shall not exceed 10 hours (the total training day includes contact time, coffee and meal breaks, and travel time between training sites where applicable).


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A.8 The Training Programme

The training programme provided below is designed to help delegates achieve the stated learning outcomes specified in section A.5. Contents in Appendix 1 must be covered prior to course commencement. To make efficient use of time and ensure effective learning there should, wherever practicable, be an integration of the three phases of explanation, demonstration and practice. Full use should be made of audio / visual aids and course handout material. Prior to the start of the course, the following must be included as part of the introduction by training staff:

(a) Aim The main purpose of the module (b) Learning Outcomes What the delegates are expected to learn (c) Timetable Training module duration and timing (d) Assessment how delegates will be assessed and what they will be assessed

against (e) Staff - who will be delivering the training and roles of training support staff.

The time taken for this introduction is expected to be approximately 10 minutes. The training course consists of the following modules and elements: Module 1 Introduction to Assessment Element 1.1 Introduction to competence assessment Element 1.2 Evidence Sources Module 2 Carrying out the Assessment Element 2.1 Defining and agreeing to the assessment process Element 2.2 Evaluating evidence and making the assessment decision Module 3 Giving Feedback and Record Keeping Element 3.1 Giving candidates feedback on performance Element 3.2 Recording assessment decisions


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MODULE 1 Introduction to Assessment ELEMENT 1.1 Introduction to Competence Assessment Training staff to explain:

1.1.1 The purpose of competence programmes (content, procedures and processes) which the delegate will encounter in the workplace.

1.1.2 The main benefits of competence assessment for employers and employees 1.1.3 The responsibilities of employees, competence assessors, internal verifiers

and line managers in the assessment and quality assurance process 1.1.4 Assessor and assessment-related language used within the delegates

organisation.

ELEMENT 1.2 Evidence Sources Training staff to explain:

1.2.1 The two main sources of assessing competence: (a) Observation (b) Questioning

1.2.2 Other sources of assessing competence, to include:

(a) Reports (R) (b) Accredited Prior Learning (APL) / Accredited Prior Experience (APE)/

Accredited Prior Knowledge (APK) (c) Simulations (S) (d) Witness testimony (W) (e) Using audio/visual records of performance (f) Professional discussion.

1.2.3 The strengths and weaknesses of each source of evidence.


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MODULE 2 Carrying out the Assessment ELEMENT 2.1 Defining and Agreeing to the Assessment Process Training staff to explain:

2.1.1 Involving candidates in the competence assessment planning process, to include: (a) Evaluating the past experience and achievements of the candidate (b) Agreeing the current standard expected of the candidate (c) Agreeing what needs to be done to satisfy the standard (d) Planning to make the best use of time and evidence (e) Identifying good assessment opportunities

2.1.2 Advising and encouraging candidates who have different levels of confidence

and experience to reach their potential 2.1.3 Assessment requirements for candidates with special requirements and how

to provide for them 2.1.4 Agreeing arrangements to deal with confidentiality and sensitive issues 2.1.5 How disputes that occur during the assessment will be handled 2.1.6 Record keeping requirements for assessment plans and future updating

arrangements.

Practical Exercise 2.1.7: Each delegate is to practise creating an assessment plan based on a unit from an appropriate standard using a blank company assessment plan form (see list in C.4 Materials).


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ELEMENT 2.2 Evaluating Evidence and Making the Assessment Decision Training staff to explain:

2.2.1 Identifying and using different types of evidence for carrying out assessments 2.2.2 How evidence should be produced from normal work activities and be:

(a) Valid (b) Authentic (c) Current (d) Relevant (e) Sufficient

2.2.3 Communication skills to include: active listening, body language, barriers 2.2.4 Unobtrusively observing candidates perform in the workplace 2.2.5 Asking questions during or as soon as possible after the observation in a

suitable environment 2.2.6 The differences between types of questions, to include:

(a) Open (b) Closed (c) Specific (d) Hypothetical (e) Leading

2.2.7 Asking clear, appropriate questions which do not lead candidates or

negatively affect their confidence 2.2.8 Asking clear, appropriate questions which examine the candidates

knowledge 2.2.9 Judging reports of APL, APE, APK, previous work experience and candidate

achievement 2.2.10 When simulation can be used and setting appropriate tasks 2.2.11 Using evidence from other authenticated witnesses/sources 2.2.12 Using audio/visual records of performance 2.2.13 Encouraging the candidates to contribute evidence that adds value to the

assessment 2.2.14 Making the assessment decision:

(a) Competent (b) Not Yet Competent (NYC)

2.2.15 The importance of consistency in assessment decisions 2.2.16 Reviewing and updating the assessment plan to reflect progress of the

candidate 2.2.17 The issues that might arise assessing friends or people averse to the

process 2.2.18 How to recognise and challenge discrimination in assessment


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Practical Exercise 2.2.19: In groups, delegates to practice evaluating and discussing a series of completed documentation that would, and would not be acceptable for assessment evidence (see list in C.4 Materials). Practical Exercise 2.2.20: Individually, each delegate to practice evaluating samples of workplace evidence (see list in C.4 Materials), making an assessment decision and explaining the rationale behind their conclusion. Discuss the results as a group. Please note: It is the responsibility of the training provider to present realistic completed documents that will test the delegatess ability to make an assessment decision. It is particularly important, if the decisions are not the same across the group to discuss the importance of consistency in assessment decisions.

MODULE 3 Giving Feedback and Record Keeping ELEMENT 3.1 Giving Candidates Feedback on Performance Training staff to explain:

3.1.1 Providing feedback to the candidate that is: (a) At an appropriate time and place (b) In a constructive and encouraging way (c) Appropriate to their level of confidence

3.1.2 Conveying and explaining assessment decisions to the candidate 3.1.3 Giving candidates constructive advice when they cannot prove their

competence 3.1.4 Identifying and agreeing to the next steps in the assessment process 3.1.5 Obtaining feedback from the candidate on the assessment 3.1.6 Recording feedback 3.1.7 The appeals procedure, and processes for handling appeals

Practical Exercise 3.1.8: Based on the completed evidence forms from the practical exercises 2.2.19 and 2.2.20, delegates to practice role-playing a feedback session where the decision is Competent and a feedback session where the decision is Not Yet Competent. The remainder of the class must evaluate the role play performances and make suggestions (if necessary) for improving the feedback sessions.


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Practical Exercise 3.1.9: Using several feedback scenarios (see example in Appendix 2), delegates to practice role-playing feedback sessions in which difficult issues or disagreements are raised. The remainder of the class must evaluate the performances and make suggestions (if necessary) for improving the feedback sessions. Practical Exercise 3.1.10: Delegates to practice recording the feedback from these sessions.. ELEMENT 3.2 Recording Assessment Decisions Training staff to explain:

3.2.1 Recording the outcome of an assessment 3.2.2 Ensuring assessment records are accurate, complete, up to date, and

provide an auditable trail of evidence 3.2.3 The internal verification process.

Practical Exercise 3.2.4: Using the information from previous exercises 2.2.19 and 2.2.20, delegates to practice recording and cross-referencing evidence to the standard being assessed using the blank assessment form. Exchange and check (verify) another delegates work for accuracy and understanding. Discuss the issues of recording information as a group.


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SECTION B Workplace Evidence Requirements

The following assessment evidence, generated in the workplace, is to be provided by the delegate or the organisations representative to the training provider as soon as possible but within twelve months of completion of the OPITO Competence Assessor Training course. Workplace evidence submitted must be sufficient to meet the Learning Outcomes. This evidence will be assessed by the training provider prior to issuing an OPITO certificate. . Should the OPITO Competence Assessor certification not be achieved within twelve months, delegates are to re-take assessments as detailed in Section A.6. Assessments are carried out by OPITO-approved training providers. Evidence Requirements to meet Learning Outcomes 17-21: In order to achieve learning outcomes 17-21, delegates must submit, as a minimum, the assessment-related documentation listed below to the OPITO-approved Training Provider within a twelve month period. Two candidates must be assessed in the workplace and the same two candidates must be used throughout the assessment process:

a) Assessment plans for each candidate b) Records showing that the assessments were carried out using a variety of

methods but with observation and questioning being the minimum and prime sources of evidence and supporting secondary sources of evidence covering naturally occurring product evidence and simulation

c) Records showing how the individual assessment decisions were reached d) Records of assessment feedback to each candidate e) Verification of both assessments by the employing organisation's representative

who has the responsibility for the quality assurance of assessment decisions On receipt of the above documentation, the training provider will:

1. Make a judgement for each delegate of "Competent", or "Not Yet Competent", based on the assessment evidence only (i.e. points a) d) above). The internal verification process should be seen to be robust but not part of this assessment decision.

2. Where the judgement is "Competent", the training provider will inform the delegate and will issue a certificate. The delegate will retain all training material and assessment records resulting from the course. The training provider will keep a copy of the completed assessment evidence i.e. completed test paper, evidence required from the workplace plus course evaluation forms, for OPITO audit purposes.

3. Where the judgement is "Not Yet Competent", the training provider should make every effort, via feedback to the delegate and the Internal Verifier to assist the delegate to become Competent (then revert to Point 2 above).


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SECTION C Resources

In order that a training programme may be delivered successfully it is essential that appropriately qualified and experienced people are there to deliver and support the programme and that the appropriate facilities and equipment are in place. Instructional staff will be required to carry out training, and assessors will be required to judge the delegates competence.

C.1 Staff

All instructional staff must:

(a) Be trained in instructional/lecture techniques and/or have proven instructing/teaching experience

(b) Have their training and development needs regularly reviewed and have a

programme in place to meet any identified requirements Assessors will be discipline experts in competence assessment, trained and qualified in assessment techniques.

All staff will have the appropriate competencies to conduct/assist with the element of training being undertaken.

C.2 Trainer/Delegate Ratio

((aa)) The maximum number of delegates attending this programme is eight using one instructor or sixteen using two instructors.

(b) The minimum number of delegates attending this programme is two (c) The following ratios indicate the maximum number of delegates to be supervised

by one instructor at any one time during each activity or two instructors at any one time:

Theory 1:8 1:16 Demonstration 1:8 2:16 Practical 1:8 2:16


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C.3 Facilities and Location of Training

In order to deliver the competence assessor course effectively, the following facilities need to be in place:

Administration arrangements to support delegates from booking, through registration and assessment to certification

Theory training area(s) and practical training area(s) designed to enable each delegate to participate fully in the activities listed in the training programme and which will not be used simultaneously for any other activity

. All facilities must be maintained, and where appropriate, inspected and tested in accordance with current standards/legislation. Location of Training It is recognised that the restricted range of resources and facilities required makes this course suitable for on-location training. However, prior to any courses being delivered remotely, training providers must comply with the following requirements:

a) Prior to initial approval, the training provider will specify a single approved site and advise OPITO of its intention to deliver training remotely.

b) The training provider will advise OPITO of the location of any remote training in advance

of each delivery (where possible, 10 days in advance). c) The training provider shall ensure the suitability of facilities and arrangements prior to

delivery. d) Documented evidence will be retained by the training provider to show that delivery of

training at the remote site meets the criteria detailed in this OPITO standard including, but not limited to, facilities, equipment and qualification of instructional & assessment staff.

e) Documented management procedures shall be retained which record any measures

required to assure the quality and safety of on location training.

f) All records and associated documentation must be retained at a single, specified location, mutually agreed with OPITO, and made available at time of audit.

g) OPITO reserves the right to physically audit any or all of the remote sites operated by

the training provider.


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C.4 Materials

As a minimum, the following materials will be required: Element 2.1 Defining and Agreeing to the Assessment Process Practical Exercise 2.1.7:

(1) A competence standard appropriate to the delegates expertise (2) Blank Company Assessment Plan to complete for one unit of the standard

Element 2.2 Evaluating Evidence and Making the Assessment Decision Practical Exercise 2.2.19:

(3) Examples of completed CVs, witness testimonies, evaluation reports, work logs, Tool Box Talk records, observation/assessment forms, management records, certificates etc. containing a mix of evidence which demonstrates competence or lacks the appropriate details

Practical Exercise 2.2.20:

(4) A completed Observation Assessment form (5) Additional completed item(s) of evidence (e.g. Witness testimony, simulated

evidence form, certificate, CVs etc.) (6) Relevant section of a standard that applies to the evidence collected in the first

two requirements of Practical Exercise 2.2.20 Element 3.1 Giving Candidates Feedback on Performance Practical Exercise 3.1.8:

(7) Use evidence generated in Practical Exercises 2.2.19 and 2.2.20 that will prompt role play for a Competent and a Not Yet Competent decision


(8) Feedback scenarios that will prompt role play in several feedback sessions in which difficult issues or appeals might be raised (see Appendix 2 for an example)


(9) Blank feedback forms for recording feedback summary Element 3.2 Recording Assessment Decisions Practical Exercise 3.2.4:

(10) A blank Assessment form


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SECTION D Administration and Certification

D.1 Joining Instructions

The OPITO-approved Training Provider must provide the delegate with course information prior to course so that delegates are aware of the requirements of the standard.

D.2 Periodicity

There is no expiry date for the OPITO approved Competence Assessor Training certificate. Note: It is the delegates employing companys responsibility to determine the validity of this certificate and how to re-validate the delegates training.

D.3 Certification

Training Centres are responsible for issuing a certificate direct to the delegate completing the programme and to the sponsoring company (when required). An OPITO certificate will be issued by the training provider to all delegates assessed as meeting the stated learning outcomes and workplace evidence requirements specified in Section B. The issue of a certificate indicates that the delegate has achieved the level of competence required to be recognised as an OPITO Certified Competence Assessor and must contain the following:

(a) Training Centre name (b) Full OPITO course title stating that it is OPITO-approved (c) OPITO registration code (d) Delegate's name (e) Course dates (f) Unique Certificate Number (UCN) Refer to OPITO UCN Guidance doc. for

details (g) Training Centre Signatory.

D.4 Course Administration

Each delegate attending any OPITO approved programme must be registered with the Central Register (CR) operated by OPITO. Registration must be made by the training establishment to OPITO within one week of the delegate completing the training and final assessment. OPITO confirms that information on the registration form will be contained in a computerised register which will be available to employers, prospective employers and training providers in the oil and gas industry to verify training records. At all times use of this data will be strictly in accordance with principles laid down in relevant data protection legislation.


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Glossary of Terms and Abbreviations

APE Accredited Prior Experience APL Accredited Prior Learning APK Accredited Prior Knowledge Competence Assessor Trained to conduct assessments on the organisations

personnel to ensure they are competent to perform their work according to operational standards

Internal verifier Trained to authenticate the organisations assessors

judgements to ensure assessments are carried out consistently.

Appendix 1 OPITO Information

The topics listed below are to be delivered as part of the introduction to this course and included in the Lesson Plans/Instructor guides/Exercise Plans. Additional introduction topics may include training centre layout and alarms, emergency actions, first aid and domestic arrangements Mandatory OPITO Information:

a) Medical Fitness b) Certification Periods c) CR/Vantage (provided by OPITO) d) OPITO Customer Service Statement (provided by OPITO) e) The roles of employers and training providers (provided by OPITO) f) What is OPITOs role in industry? (provided by OPITO) g) Current Global Network of training providers (provided by OPITO) h) Emergency Response Framework (provided by OPITO applicable for ER Training

Providers) i) OPITO DVD (BOSIET/TBOSIET only) provided by OPITO


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Appendix 2 Feedback Scenarios Examples

Feedback scenarios, based on characteristics similar to the examples below, are to be devised by the training provider. Example #1 Candidate: Very experienced and confident, but unable to communicate some of the technical know-how Assessor: Knowledgeable, calm, considerate You like the candidate and want him to succeed Assessment: During an Observation Assessment with some additional questions, you have deemed the candidate competent. However, afterwards, you have reservations that youve been too easy and havent explored their competence in detail. Challenge: The assessor needs to consider the importance of the impartiality and objectivity of assessment decisions rather than making judgements based on personal feelings, especially when assessing candidates they know and like. Will the assessor demonstrate effective communication skills, explored during the training, to research more avenues of assessment before giving a final conclusion? Example #2 Candidate: Not especially experienced but very confident Liable to make silly mistakes by trying to work too fast Arrogant when their abilities are called into question Assessor: Knowledgeable, calm, considerate, but quite timid (you give-in quite easily) You dont know the candidate and dont think youll ever meet them again Assessment: During an Observation Assessment, the candidate made quite a few mistakes but quickly explained that they were due to just being far too busy. The judgement was Not yet Competent. Challenge: The assessor needs to be able to explain his/her decision with confidence, especially when dealing with difficult personalities.


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Example #3 Candidate: Very experienced but lacking in confidence Not able to communicate well with superiors Will give in to another persons view when challenged Assessor: Knowledgeable, but slightly arrogant with the position of being a supervisor and an assessor You know the candidate, but dont have much consideration for them as you think they are too timid Assessment: During a Questioning Assessment, the candidate was very nervous and found it difficult to answer all your questions. Once they did answer, they clearly showed clear knowledge of the subject matter. Maybe the awkward phrasing of your questions was compounded by your aversion for the candidate? The judgement was (eventually) Competent, but you feel you need to tell the candidate that you nearly deemed them Not Yet Competent as you think theyre not confident enough. Challenge: The assessor needs to temper their own feelings when making competence decisions, and understand the importance of supporting the candidate whenever possible.

competence assessor may-2012 rev 1 amendment 3

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