compare the strengths and limitations of a range of assessment methods eassy
Adrian – Mihai Constanciuc
2.1 compare the strengths and limitations of a range of assessment methods with reference to the needs of individual learners
Direct observation in the primary source of gathering evidence within NVQs as it is the most appropriate way of presenting naturally occurring evidence.
You’re watching the candidate carry out his routine work but on the other hand the candidate may perform for you or become very nervous with you watching.
Performance evidence demands consistent and repeated performance to the required standard.
Work products might be pre op checks, job descriptions, duty rosters, check lists, accident forms, policies and procedures, records of phone calls, records of correspondence communication book records.
Work products about clients or staff should not be photocopied and put in the portfolio. Assessors should view them and fill in the relevant sheet showing what was read, where its kept and for which PCs, it is relevant and attach it to an Evidence Record sheet.
The candidates contribution to the Work Product needs to be made clear.
Putting in an organisational policy or procedure does not show evidence of the candidate’s skill or knowledge unless there is evidence to show. They understand the policy or procedure or they have applied it to their own area of work or they have trained their staff in it or they have used the policy or procedure.
Generally certificates only provide proof of attendance at a course and are not a test of knowledge or competence.
Assessors may need to ask questions to test competence or knowledge. Some assessors now show proof of competence across defined situations and this provides good evidence.
If candidates are keen to keep certificates in their portfolio don’t discourage them, these could be kept in the “Supporting Evidence” section at the back.
Check and fill in the Witness Status List at the front of the candidate’s portfolio with regards to who can be used as a
2.1 compare the strengths and limitations of a range of assessment methods with reference to the needs of individual learners
Direct observation in the primary source of gathering evidence within NVQs as it is the most appropriate way of presenting naturally occurring evidence.
You’re watching the candidate carry out his routine work but on the other hand the candidate may perform for you or become very nervous with you watching.
Performance evidence demands consistent and repeated performance to the required standard.
Work products might be pre op checks, job descriptions, duty rosters, check lists, accident forms, policies and procedures, records of phone calls, records of correspondence communication book records.
Work products about clients or staff should not be photocopied and put in the portfolio. Assessors should view them and fill in the relevant sheet showing what was read, where its kept and for which PCs, it is relevant and attach it to an Evidence Record sheet.
The candidates contribution to the Work Product needs to be made clear.
Putting in an organisational policy or procedure does not show evidence of the candidate’s skill or knowledge unless there is evidence to show. They understand the policy or procedure or they have applied it to their own area of work or they have trained their staff in it or they have used the policy or procedure.
Generally certificates only provide proof of attendance at a course and are not a test of knowledge or competence.
Assessors may need to ask questions to test competence or knowledge. Some assessors now show proof of competence across defined situations and this provides good evidence.
If candidates are keen to keep certificates in their portfolio don’t discourage them, these could be kept in the “Supporting Evidence” section at the back.
Check and fill in the Witness Status List at the front of the candidate’s portfolio with regards to who can be used as a