INFORMATION SHEET 4.3-1

Forms of Evidences

Evidence is information gathered which, when matched against the performance criteria, provides proof of competency. Evidence can  take  many forms and be gathered from a number of sources.

As noted above, assessment involves collecting evidence. This evidence may be direct evidence (such as observation of workplace performance), indirect evidence (such as formal testing) or supplementary’ evidence (such as references from employers). This evidence is used by an assessor to make  a judgement about whether the candidate is competent. It is the responsibility of the assessor to determine what and how much evidence is required to make the assessment judgement. Training Regulations provide guidance on the types of evidence required, and further advice may  be  gained through moderation and industry consultation.

Forms of Evidence:

1. Direct Evidence is evidence that can be observed and witnessed by the assessor. This may include:
   1. Observation of the assessors of the candidate carrying out work activities.
   2. Oral questioning of the candidate.
   3. Demonstration of specific skills needed to complete the task.
2. Indirect evidence is evidence of the candidates’s work that can be reviewed or examined by the assessor. This may include:
   1. Assessment of finished product
   2. Written test of underpinning knowledge
   3. Review of previous work performed
   4. Testimonials or report from employers, colleagues, clients or supervisors
   5. Evidence of training

Method of Gathering Evidence

There are various way of gathering evidence. Among these are:

• Multiple observations by the assessors of the candidate carrying out the work activities
• Demonstration of specific skills needed to complete the task
• Assessment of technical qualities or finished product
• Written test of underpinning knowledge
• Oral questioning of candidates
• Reference from previous employer