Quality Network Event – Craft, Supervisory, Technical, Managerial and Professional

Consolidated Assessment Strategy for Construction and the Built Environment – Craft, Supervisory, Technical, Managerial and Professional National Vocational Qualifications (NVQs) and Scottish Vocational Qualifications (SVQs)

The purpose of this workshop is for you to familiarise yourselves with the new Assessment Strategy.Therefore using the Assessment Strategy that you have available on the table, explore the document and answer the following questions relating to how you interpret what your centre must do to comply with the requirements of the assessment strategy.

You will have 40 minutes to answer the questions and discuss your answers with everyone at your table, you should then nominate a spokesperson who can speak on behalf of your table at the debrief.

Question 1(3-part answer)

What is the primary source of evidence to be used whilst assessing a candidate?

In what environment should that evidence be produced?

What are the three mandatory types of evidence that must be recorded in a portfolio for every candidate?

Answer:

Part 1 – Workplace evidence through observation of normal every day performance

Part 2 – The candidates normal work environment

Part 3 – the bullet points in 2.1 of the assessment strategy

2.1 Workplace evidence is the primary source for meeting the requirements of assessment which must be produced through normal performance in the workplace, gained through experience, by using at least all of the following three (3) methods:

  • naturally occurring documentary evidence
  • observation of performance by the assessor or assessors
  • witness testimony or testimonies by an expert witness/witnesses.

2.2 All of these methods are mandated and are in addition to other forms of evidence. However, workplace evidence must be supported by required evidence of knowledge and understanding. This evidence could be confirmed by:

  • professional discussion
  • recognised Industry training
  • performance evidence.

2.3 A holistic approach to the collection of evidence is encouraged. The focus should be on activities generated by the whole work experience rather on individual or specific tasks. Observation of a candidate's performance in the workplace producing the outcomes of work, as identified within the relevant NOS, NVQ or SVQs, should be the main method of assessment.

Question 2(2-part answer)

Who can provide a candidate with a Witness Testimony?

What criteria must the witness meet?

Answer: Witnesses are not identified or defined in the Consolidated Assessment Strategy.

Part 1 – Expert Witness or Witnesses

Part 2 – No criteria are identified.

We must refer to the Assessment Guidance documents issued by SQA which relate to the specific Awards.

  • When witness testimony is used, it must be capable of being authenticated — even if the testimony itself is being used to authenticate a learner’s claim to competence.
  • To make sure the witness testimony is genuine, you must ensure that you have a record of who is acting as a witness, their relationship to the learner (eg supervisor, client) address, telephone number and the date. There is space for this information in the form..

Question 3 (3-part answer)

Under what circumstances is Simulation permitted for the purposes of assessing competence?

Where can we find out if Simulation is permitted?

If permitted, what form might the simulation take?

Part 1 - 3.1 Simulations (designed situations for producing artificially generated evidence) may only be used where candidates are prevented from gathering direct evidence from the workplace in the normal way because:

  • there are hazards
  • it is difficult to distinguish individual performance in team situations
  • circumstances occur infrequently or long term results are involved
  • confidentiality is important
  • there are organisational constraints.

Part 2 - 3.2 Any instances where simulation is considered to be acceptable as an alternative (to direct workplace evidence) means of generating evidence, will be determined by the relevant ConstructionSkills National Working Group and stated in the unit. Appendix A suggests standard evidence notes for awarding organisations.

3.3 The ConstructionSkills National Working Group will determine and specify on the required realistic working environment and context to be adopted. This could include appropriate:

  • tools, equipment and instruments
  • materials
  • types of contingencies
  • standards and quality specifications
  • real timescales
  • quantities of work
  • physical conditions
  • relationships with people
  • types of interaction
  • communication methods and media
  • information and data.

3.4 Where simulated evidence is stated as acceptable in the unit, the circumstances and requirements for the simulation needs to be confirmed by discussions between the candidate and the assessor, and which are then agreed by the internal and external verifiers.

Part 3 -Where permitted, simulation can take one or a combination of the two following forms:

  • the candidate is presented with an activity to perform using equipment and/or in a location which replicates that found in the workplace
  • the candidate is presented with a situation to which they must respond; taking and playing the role they would expect to play in the workplace.

It is a SSC’s responsibility to define the acceptability of evidence from simulation in the context of National Occupational Standards (NOS) and National and Scottish Vocational Qualifications (NVQs/SVQs). The ConstructionSkills Consolidated Assessment Strategy provides this guidance.

Question 4

What is the aim of the Professional Discussion?

Answer:

For the candidate to explain that their previous experience and capabilities that the assessor may not be able to observe meet the requirements of the NOS

The aim of the professional discussion is for the candidate to demonstrate through explanation to their assessor that they have the required capability against the relevant parts of the national occupational standard. The delivery method should be around the candidate explaining what they undertook in the workplace -supported by the working methods that they carried out, and should not be required to provide answers to direct questions – being a separate assessment method.

Question 5

What should a candidate not be required to answer during a professional discussion?

Answer:

Direct Questions

The aim of the professional discussion is for the candidate to demonstrate through explanation to their assessor that they have the required capability against the relevant parts of the national occupational standard. The delivery method should be around the candidate explaining what they undertook in the workplace -supported by the working methods that they carried out, and should not be required to provide answers to direct questions – being a separate assessment method.

Question 6

How can a candidate’s knowledge be assessed?

Answer:

Verbal or Written Questioning, Performance

Appendix 1 –

Standard note 3:

“Knowledge evidence may be established from questioning the candidate or professional interview assessment, that has been matched to the requirements of the National Occupational Standards. Such assessments should also have their own independent external assessment, moderation or verification. A candidate’s knowledge and understanding can also be demonstrated through presented performance evidence.”

Note for Directing Staff – Discuss the difference between a Professional Discussion and a Professional Interview Assessment

Question 7(2-part answer)

What must an awarding organisationensure in relation to the occupational expertise of assessors and internal verifiers?

What can a centre provide to ensure this can be achieved?

Answer:

Part 1 – That assessors and internal verifiers are competent and have the current experience and qualifications for their role

Part 2 - Centre should provide for each assessor or internal verifier:

  • Up to date CV’s
  • Qualification details and certificates
  • Up to date CPD Records
  • Access to staff for interview if requested

4.1 Awarding organisations must ensure that assessors:

4.1.1 have sufficient, verifiable, relevant current industry experience, knowledge and understanding of the occupational working area at, or above, the level being assessed. This must be of sufficient depth to be effective and reliable when judging candidates’ competence. Assessors’ experience, knowledge and understanding could be verified by a combination of:

  • curriculum vitae and employer endorsement or references
  • possession of a relevant NVQ/SVQ, or vocationally related qualification
  • corporate membership of a relevant professional institution
  • interview

(The verification process must be recorded and available for audit)

4.2 Awarding organisations must ensure that internal verifiers:

4.2.1 have sufficient, verifiable, relevant up to date experience, knowledge and understanding of the occupational working area at, or above, the level being verified. This must be of sufficient depth to be effective and reliable when verifying judgements about assessors’ assessment processes and decisions. Internal verifiers’ experience, knowledge and understanding could be verified by a combination of:

  • curriculum vitae and employer endorsement or references
  • possession of a relevant NVQ/SVQ, or vocationally related qualification
  • corporate membership of a relevant professional institution
  • interview

(The verification process must be recorded and available for audit)