A1 Professional Discussion

Topic: ScienceWeather
Sample donated:
Last updated: February 16, 2019

2 assess candidates performance against the agreed standards Q. How do you use observation of performance to demonstrate achievement of particular standards? * Observation is used to assess the competency of a candidate in performing physical tasks in a realistic working environment, usually the workplace. * To be competent, the candidate must show that he/she has the ability to carry out a task safely against the occupational standards of the relevant N. V.

Q. element, and to satisfy the performance criteria. Q How do you ensure the environment for observing candidates is safe? A Risk Assessment should be in place or be carried out before an observation takes place. * A decision should be taken by the assessor before an assessment of the suitability of an assessment e. g.

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during inclement weather. * All machines, tools and materials must comply with all Health and Safety legislation, Codes of practice and manufacturers recommendations. Q Why is it important only to use the agreed standards to assess the evidence.

* The evidence is only valid if it is assessed against the occupational standards. * To ensure quality assurance is maintained. The standards have been agreed and submitted by the awarding body, and are the only standards which can be used and assessed against. Q How do you ensure the assessment is fair? * The assessment must be negotiated with the candidate who should be .

familiar with the occupational standards he/she is to be assessed against. * The evidence should only be assessed against the occupational standards / performance criteria * Appropriate methods of assessment to suit candidate needs must be used * The assessor must be occupationally competent and be working towards or have the appropriate assessor award. The candidate must be aware of the appeals procedure.* The evidence should be valid, sufficient, current and authentic. Q How do you ensure that all evidence presented is the candidates own work? * Obtain a witness statement form supervisor, manager etc to verify it is the candidates own work. * Back up evidence through oral questioning. * Evidence should be signed and dated by a witness, e. g.

photographs, diary entries. Q How do you ensure that your observation is unobtrusive and doesn’t interfere with the candidates work. * Wherever possible the evidence assessed through observation should be naturally occurring. Appropriate distance should be kept between assessor and candidate throughout the assessment. * Oral questioning may be used during an observation but should not distract the candidate. Q Who would you speak to if you or your candidate had any difficulties. * The internal verifier. Q How would you provide feedback to your candidate after you have observed them.

* Feedback should be given orally to the candidate immediately after the assessment * This must include your assessment decision – i. e. competent, not yet competent. * The feedback must be constructive. The candidate must be given the opportunity to feedback to the assessor. Q Evaluate how effective you believe observation is as a method of assessment. Although this is a personal and subjective answer, generally observation is felt to be the strongest, valid and authentic method of assessment.

Observation usually occurs by an assessor who knows the candidates capabilities, and therefore with agreement with the candidate, is aware when a the candidate is ready to be assessed. An assessment through observation including oral questioning.Can satisfy all the performance criteria and much of the scope as well as knowledge evidence of an element, and can be used if negotiated well to cover other performance criteria and scope in other elements.

Professional discussion 2 A2. 3 – Assess Candidates Knowledge against the agreed Standards Q How would you use questioning to demonstrate the knowledge requirements of particular standards * Oral questioning during or after assessment through observation * To satisfy standards which cannot be naturally shown through observation of activity, e. g. dealing with accidental damage. Where some activities may need to be simulated e. g. dealing with accidents , fires etc.

* Other methods such as written answers to set questions may be used to satisfy knowledge and understanding ( although this type of evidence cannot be assessed by an A2 assessor ) Q How do you identify which areas of knowledge have been covered by observation in the workplace? * Oral questions should be asked and recorded along with the candidates answers. * The question should be appropriate and matched to the performance criteria and standards it is aiming to satisfy i. e. ust be relevant.

* The particular performance criteria the candidates answer satisfies should also be noted. Q How would you collect additional evidence of knowledge which has not already been covered ? * Oral questioning may be asked at the end of the observed assessment to back up some performance criteria, and noted as above. * In some circumstances e. g. candidates who may have oral communication difficulties, written questions / answers may be more appropriate. Q How would you assess a candidates knowledge? * Oral questioning during and / or after direct observation.Assessed against performance criteria * Oral questioning assessed against knowledge evidence requirements, marked against suggested answers from awarding bodies or other suitable answers. (A1,D33 assessors only ) * Written answers to questions ( assessed only if A1,D33 assessor ) * Use of tape recorder, video recording , diaries, assignments, products of work etc ( assessed only if A1, D33 assessor ) Q How would you ask questions? How would you ensure your questions do not lead the candidate.

* Ask open questions * Keep questions short, or break into sections. Only ask one question at a time. * Wait for the answer. * Do not interrupt candidate. * Ask question in a different way if candidate is struggling * Do not include the answer in the question e.

g. “In the event of accidental damage during planting who would you report it to? ” Or “ Would you report accidental damage? ” Far better to ask “What would you do if accidental damage occurred during planting? ” Q Who would you speak to if you or your candidate had any difficulties? * Internal verifier Q How would you provide feedback to your candidate after you have questioned them? Feedback should be given orally to the candidate immediately after the assessment * This must include your assessment decision – i. e. competent, not yet competent. * The feedback must be constructive. * The candidate must be given the opportunity to feedback to the assessor. Q Evaluate how effective you believe questioning is as a method of assessment Again this is personal and subjective, but oral questioning is useful in satisfying an assessor that he/ she has sufficient evidence to say a candidate is competent.

A candidate may perform a task differently for good reason. Oral questioning will establish why something has been done a particular way, particularly if the assessor does not know the candidate ,and the working methods of that site. * Oral questioning satisfies performance criteria which may not be naturally occurring e.

g accidental damage. * Oral questioning is useful when an assessor may have doubts about the candidates competency e. g borderline. Supplemetary questioning may help the assessor decide if a candidate is competent in a particular performance criteria

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