A1 Witness Testimony
- Submitted by: mijam2000
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- Date Submitted: 04/20/2011 02:41 AM
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Witness Testimony
At the initial meeting with the candidate I diagnose what the candidate already knows or can do, compared with what they need to demonstrate or learn.
We both agree on an assessment plan which outlines how they will be assessed and where the assessments will take place, e.g. training centre or at the candidate’s normal place of work. We also agree on a suitable timescale taken into account their prior learning and how quickly they can demonstrate competence in the qualification.
I design the training to meet the individual needs of the candidate, as all candidates are different.
During the learning process I use a variety of assessment methods:
* Question and answers in the form of short assignments
* Direct observations on site assessing candidates carrying out tasks related to the performance criteria of the qualification
* Reflective accounts from candidates describing how they performed a certain task
* Witness testimony from candidates employer, work based recorder or other reliable sources
* Photographic evidence is also used as supplementary evidence during observations
Once I have reviewed the evidence and assessed it against the required elements of the qualification, it will allow me to make a decision to whether the candidate is competent or not yet competent.
Competence can be awarded if the evidence is:
* Valid
* Reliable
* Sufficient
* Authentic
* Current
* Safe
After assessments I allow sufficient time for appropriate feedback to be given verbally and/or written with time for the candidate to reflect or comment on the feedback.
I always praise or reinforce the positives from the assessments before focusing on the weaker areas.
I document all assessments so there is a clear record of what the candidate has already achieved, it also allows for proof that the assessment process follows the national standards for assessment and verification.
At agreed intervals, I submit a...
At the initial meeting with the candidate I diagnose what the candidate already knows or can do, compared with what they need to demonstrate or learn.
We both agree on an assessment plan which outlines how they will be assessed and where the assessments will take place, e.g. training centre or at the candidate’s normal place of work. We also agree on a suitable timescale taken into account their prior learning and how quickly they can demonstrate competence in the qualification.
I design the training to meet the individual needs of the candidate, as all candidates are different.
During the learning process I use a variety of assessment methods:
* Question and answers in the form of short assignments
* Direct observations on site assessing candidates carrying out tasks related to the performance criteria of the qualification
* Reflective accounts from candidates describing how they performed a certain task
* Witness testimony from candidates employer, work based recorder or other reliable sources
* Photographic evidence is also used as supplementary evidence during observations
Once I have reviewed the evidence and assessed it against the required elements of the qualification, it will allow me to make a decision to whether the candidate is competent or not yet competent.
Competence can be awarded if the evidence is:
* Valid
* Reliable
* Sufficient
* Authentic
* Current
* Safe
After assessments I allow sufficient time for appropriate feedback to be given verbally and/or written with time for the candidate to reflect or comment on the feedback.
I always praise or reinforce the positives from the assessments before focusing on the weaker areas.
I document all assessments so there is a clear record of what the candidate has already achieved, it also allows for proof that the assessment process follows the national standards for assessment and verification.
At agreed intervals, I submit a...