Evaluation of Evidences

Once the evidence has been collected, it should be compared with the relevant unit(s) of competency to make the assessment decision. If the assessment process has been valid, reliable, fair, and flexible and the  evidence meets the rules of evidence, then the decision making should be straightforward.

It will finally come down to the assessor’s honest appraisal of the evidence. Sometimes the candidate has provided all the evidence required and it matches the requirements for competency but the assessor still feels unsure. Alternatively, the candidate may seem competent, but has not met  all the requirements for competence specified in the evidence gathering  tools. In this case it may be a case of reviewing the process.

In making assessment decisions, the assessor must consider the following :

Dimensions of competency

In evaluating the evidence, the assessor should examine each of he dimensions of competency to ensure all aspects are demonstrated within the evidence. This involves asking four key questions.

1. Did the candidate demonstrate the appropriate task skills?
   • Check the evidence to ensure that the candidate carried out the work tasks according to workplace procedures.
2. Did the candidate demonstrate the appropriate task management skills?
   • Check the evidence to ensure the candidate has appropriate  skills in selecting equipment, planning, coordinating, organising and prioritising.
3. Did the candidate demonstrate the appropriate contingency management skills?
   • Check the evidence to ensure that the candidate knows how to deal with unplanned events, emergencies and breakdowns.
4. Did the candidate demonstrate the appropriate job/role environment skills?
   • Check the evidence to ensure that the candidate is aware of enterprise policies and procedures, functions effectively in the workplace and contributes to the organization’s quality system.

Rules of evidence

The final check is that the evidence meets the rules of evidence.

Assessors need to ensure that the evidence:

1. reflects the skills and knowledge described in the relevant unit(s) of competency
2. shows application of the skills in the context described in the range statement
3. indicates that skills and knowledge are applied in real workplace situations
4. demonstrates competence over a period of time
5. demonstrates repeatable competency
6. is corroborated
7. is the work of the candidate
8. is able to be verified
9. demonstrates the current skills and knowledge of the candidate.

Requirements of the unit of competency

Does the evidence match the requirements of the elements and performance criteria? Does the evidence address the critical aspects of competence and the underpinning knowledge and skill requirements of the units of competence? This involves answering the following questions:

1. Does the candidate show the relevant level of knowledge and skills?
2. Can the candidate apply the appropriate level of problem solving and information processing skills?
3. Is the candidate able to demonstrate the appropriate level of responsibility for the candidate’s own work and that of others?

Corroboration of evidence

Does one piece of evidence support other pieces of evidence and help to build a ‘picture’ of competent performance. For example is the assessor’s observation of the candidate supported by a supervisor’s reference, an example of a work product or the candidate’s response to oral questions.

CORROBORATION OF EVIDENCE

The above illustration shows the interrelationship of the evidences that can be gathered from the assessment activity