Develop Competency-Based Assessment Plans

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2 Table of Contents Message from the Director of Quality Assurance Division... 5 Learner Profile... 6 Reflection on Learner Profiles... 7 Will Technology-assisted, Work-based, Continuous Assessments Work?... 8 Using Social Media-based E-Portfolios in Competency-based Assessment... 9 What is Competency? Packaging of Competency Standard (CS) and Curriculum, Training and Assessment Guide (CTAG) 11 Competency Standard Template Key Changes to Competency Standard Template Revised Competency Standard Template Curriculum, Training and Assessment Guide (CTAG) Curriculum, Training and Assessment Guide (CTAG) Components Key Changes to CTAG Template Competency-based Assessment Requirements of Competency-based Assessment Types of Assessment Commonly Used Assessment Methods Knowledge-based Assessment Methods Multiple-Choice Questions (MCQ) Written Assessment (Short Answers) Projects Portfolio Written Assessment (Reports) Oral Questions Performance-based Methods Workplace Performance Role-Play / Simulation Attitudinal Evaluation Methods Observations

3 Principles of Assessment (POA) Rules of Evidence (ROE) Adult Educator (AE) Qualifications Requirements and Timelines for WSQ Approved Training Organisations (ATO) How do These Changes to Competency Standard (CS) and Curriculum, Training and Assessment Guide (CTAG) Affect my Assessment Plan Design? What is an Assessment Plan? Components of Assessment Plans WSQ Requirements in Relation to Assessment Plans Common Shortcomings in Assessment Plan Design Example 1: Inappropriate Development of Assessment Tools Example 2: Assessment Criteria do not Address the Performance Statement / Performance Criteria Sufficiently Example 3: Incomplete Instructions in Assessment Specifications Example 4: Conflicting Instructions in Assessment Plan Example 5: Difficulty in Gathering Evidence Example 6: MCQ Questions with Give-away Answers Other Shortcomings in Assessment Plans Selection of Assessment Methods General Good Practices in Assessment Plan Development Assessment Plan Validation Assessment Plan Validation Checklist POA / ROE Validation Checklist WSQ Curriculum Development and Pre-Accreditation Checklist References Useful Websites Version Control Record

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5 Message from the Director of Quality Assurance Division Dear WSQ Developers, The Quality Assurance Division (QAD) conducted a survey of the WSQ Approved Training Organisations (ATO) in March It was found that most ATOs indicated a need to have a better understanding of how to develop assessment plans. This further supports QAD s audit observations that ATOs need to improve the design of their assessment plans. These notes are purposefully designed for developers who are involved in the design and development of competency-based assessment (CBA) for the Singapore Workforce Skills Qualifications (WSQ) System. WSQ is a national credentialing system that trains, develops, assesses and recognises adult workers for competencies they need to stay employable. Thus, assessment is the integral part of WSQ as it is used to assess the learning gain and competencies of the workers. I hope these notes will be beneficial to your future development of competency-based assessment plans. All the best in your future developments! Sharon Tan (Ms) Director Quality Assurance Division - 5 -

6 Learner Profile Learner profile is a set of information collected on how learner learns most effectively. This information may be collected through observations, surveys, questionnaires, application forms, interviews, etc. It may include information like: Age Barriers to learning (e.g. institutional, situational, psychosocial, etc) Educational level Employability Skills (ES) Level Experience (e.g. work experience, life experience, etc) Motivations to learn (e.g. job, self-actualisation, etc) Orientation to learning (i.e. immediacy of application for problem solving, response to societal expectations, etc) Readiness to learn Self concept (i.e. self-directed, dependent, etc) - 6 -

7 Reflection on Learner Profiles Draw up the profile of learners who attend your programmes. Pick the appropriate characteristics. Low-Skilled Elderly Non-English Speaking Physically challenged Less confident Fearful of training & assessments PMEs Wealth of experience High expectations Questioning Intellectual Tech-Savvy Gen Y 24/7 connected Multi-tasking Easily bored Articulate and confident Learner Profile Given your learner profile, how do we design assessments to match learner needs and strengths? - 7 -

8 Will Technology-assisted, Work-based, Continuous Assessments Work? Discuss with your partner on the appropriateness of the three assessment approaches for your learners. Tick the relevant boxes if the approaches provide valid, sufficient, current and authentic evidence. RULES OF EVIDENCE (ROE) Evidence Criteria Approach 1 (ACTA V5) Approach 2 (WTP) Approach 3 (DACE) Comments Validity of evidence Sufficiency of evidence Currency of evidence Authenticity of evidence Characteristics of Each Approach Continuous assessment Blogs In-class performance Workplace evidence Live observation Video clip of presentation Skype to cover gaps Possible Takeaway I can apply the following ideas to modify the practice in my organisation: - 8 -

9 Using Social Media-based E-Portfolios in Competency-based Assessment A pilot project by Institute for Adult Learning (Lee Wee Chee) Background IAL recently conducted a pilot run of a new design for four modules of Advanced Certificate in Training and Assessment (ACTA). One of the new methods that were tested was the use of social-media based e-portfolios for continuous, formative and summative assessment. Assessment Process Learners started collecting evidence (artefacts) of learning and competency from the start of the course. These took the form of pictures, reflective blog entries capturing their thoughts on the application of learning, and videos of them practising their delivery of training and assessment. Using a blog host (Wordpress) and video host (YouTube), learners published their entries frequently, allowing assessors, trainers and fellow learners to give feedback on performance, comment on entries, and identify gaps to cover. An Alternative Expression of Competency-based Assessment This project built social constructivism, reflection and personalised contextualisation into competency-based assessment, allowing assessors to have a holistic, developmental view of the learner s journey towards competence. Assessment Framework Based on a portfolio assessment framework developed by Cleveland Clinic Lerner College of Medicine for medical students 1, IAL adapted it to create a similar framework that includes e-portfolio and social media elements

10 Evidence Gathering Tools Smartphones, tablets With photo-taking and video-capturing capability Summative Assessment Learners meet with assessor to review all evidence for decision on competence Formative Assessment Learners meet with assessor to review evidence presented so far to determine performance gaps and actions to take to close the gaps Evidence Portfolio e-portfolio using social media like blog hosts (e.g. Wordpress) and video hosts (e.g. YouTube) Informal Feedback Trainers, assessors and fellow learners give feedback on blog entries for developmental purposes Evidence Database Application to own workplace practice: Reflective entries on applicability of learning to workplace Teaching and assessment skills: Videos of skills practices in class or from the workplace + reflection Construction of knowledge: Photographs and entries of own learning + reflection Professional development: Reflective entries on professional practice based on self and peer feedback 1 Dannefer, E. F., and Henson, L. C. (2007). The portfolio approach to competency-based assessment at the Cleveland Clinic Lerner College of Medicine. Academic medicine, 82(5),

11 What is Competency? A competency is a measurable set of knowledge, skills, and attitudes that a person needs to perform a task effectively A competency is not an entire job In most cases, several competencies are required for a job As competency is task-based, the person may need to transfer the competencies to new situations and environment Packaging of Competency Standard (CS) and Curriculum, Training and Assessment Guide (CTAG) 1 st Generation CS 2 nd Generation CS 3 rd Generation CS

12 Competency Standard Template

13 Key Changes to Competency Standard Template Key CS Components Cover page Relevant Job role(s)/occupation(s) Performance Statements / Competency Element / Performance Criteria Assumed Skills and Knowledge Underpinning Knowledge Range and Context Evidence Sources Status of Revision Retain Retain Retain and Enhance Retain and Enhance Retain and Enhance Retain Retain

14 Revised Competency Standard Template Curriculum, Training and Assessment Guide (CTAG)

15 Curriculum, Training and Assessment Guide (CTAG) Components Key Changes to CTAG Template

16 Key Changes to CTAG Template

17 Competency-based Assessment A collection of evidence to demonstrate that a learner can perform or behave according to specific standards A form of assessment that is derived from the specification of a set of outcomes articulated in the competency standard(s) The assessment outcome that will allow the assessor to make judgment with respect to the achievement or non-achievement of these outcomes (i.e. competent / not yet competent) Requirements of Competency-based Assessment Focus on outcomes The assessment must allow for clear demonstration of outcomes of learner s performance. Evidence must be collected to show that a candidate has met every single performance criterion Competent/Not yet competent judgement only Only two judgments can be made Assessment in workplace context Performance must be demonstrated and assessed under conditions as close as possible to those under which it would normally be practiced

18 Types of Assessment Diagnostic o Prior to learning, e.g. training needs assessment Formative o During learning, to gauge the learning progress and achievement of learners for learning (Assessment for learning) does not contribute to final assessment result Continuous o During learning, to gauge the learning acquired for competence/ grading (Assessment of learning) contributes to final assessment result Summative o End of learning, to determine competence Skills Recognition o Recognition of Prior Learning (RPL)

19 Commonly Used Assessment Methods Frequently used competency-based assessment methods may be categorised into four broad groupings: Knowledge-based Assessment Methods 1. Multiple-Choice Questions (MCQ) Multiple-choice questions consist of a question, followed by a number of options. One of the options is the correct answer. The other options, which are incorrect, are called distracters. Advantages As there is minimal writing, a substantial amount of content can be assessed in a relatively short time Disadvantages Validity of evidence blurred by the 25% (assuming 4-option MCQ) chance of random success. Can be administered to a group of learners concurrently Scoring is highly objective (i.e. number of correct answers only) Relatively difficult to design good MCQ questions - requires skilled designers and pilot- testing. Method is usually constrained to being a supplementary method to test knowledge and comprehension. Validity decreases with frequent use and exposure of MCQ to learners 2. Written Assessment (Short Answers) Short answers require candidates to articulate understanding in written form but the answers are relatively short as compared to essays and hence may be appropriate for candidates with literacy issues. Advantages Disadvantage Easy to mark/grade as the answers are predictable. Cannot be used alone and has to be supplemented with other methods. Answers are limited hence writing ability is not unduly stressed. Suitable for learners who do not have high literacy levels

20 3. Projects Projects involve an assessment of a combination of subject knowledge, process skills and transferable skills. Projects require learners to apply their learning, encourage pro-activity and need an extended duration for completion. The outcomes of a project may be presented through different forms such as a report, portfolio, and/or presentation. Advantages Disadvantages More flexible (in terms of scope, medium for presentation) than other assessment methods High validity as it requires the application of skills and knowledge in a given / real context Time consuming to mark Challenging to determine learner s true contributions and correspondingly his level of competencies Should be complemented with other supplementary methods to ensure authenticity of evidence 4. Portfolio A portfolio refers to a collection of evidence assembled by the learner to demonstrate competence. The main purpose of using a portfolio would be the collection of evidence to establish that the learner has demonstrated a set of prescribed performance criteria. A key point to note is that evidence that was accumulated many years ago may not be current and has to be in line with current practices and standards. Advantages Disadvantages Flexible as learners take the initiative to decide on how the portfolio is to be presented and organised. Valid form of assessment as it is based on real task rather than a series of educational tasks. Challenging to some learners due to the flexibility May be difficult for assessors to map the portfolio to assessment criteria and require a face-to-face interview to ascertain competence

21 5. Written Assessment (Reports) A report is a form of extended written assignment whereby information and often recommendations for action are presented. Advantage Disadvantage Relevance to realistic context hence more practical than an academic essay Quite demanding as learners may be required to analyse on what they have done and draw conclusions 6. Oral Questions Oral Questioning require learners to articulate their understanding through a verbal face-to-face question and answer (Q&A) process. This method is useful when addressing a diverse group of learners with varying literacy levels as the assessor is able to paraphrase questions to help the candidates in understanding. Advantage Disadvantage Able to address diverse needs of candidates Challenging for inexperience assessors as they will have to be able to think on their feet and paraphrase the questions without providing undue stress to the candidate

22 Performance-based Methods 7. Workplace Performance This is arguably the best method to collect reliable and authentic evidence of a learner s actual competencies. This is because the assessment context is set under actual work conditions that require demonstration of actual occupational competencies and maximises the degree of realism in the assessment process. Advantages Disadvantages Good indicator of a learner s actual work performance High authenticity and reliability of evidence Constrained by opportunities available to observe performance for all range of activities specified under standards Requires considerable time and resources to assess all the performance criteria 8. Role-Play / Simulation Role-playing or simulation provides an alternative for workplace performance. It can be seen as an orchestrated scenario that seeks to gather evidence on a learner s competencies. Advantages Disadvantages Allows control of different settings required to assess a full range of activities stated under standards Flexibility in time allocation Allows standardization of activities to enhance fairness of assessment Detached from realistic workplace conditions Requires considerable investment in facilities and equipment to simulate actual work setting

23 Attitudinal Evaluation Methods 9. Observations This method involves observing the behaviour of learners, recording as much as possible, or whatever appears to be useful, important, or unusual. Once the data are recorded, the observers task is to make sense and draw conclusions from it. Observation requires preparation time. It is necessary to determine why you are observing, what you expect to see or think you might see and how you will record what you see. Attitudinal evaluation requires determination of a proxy behaviour that best presents the attitude item / component. The selection and determination of the proxy behaviour requires research backing and testing. And there has to be a relationship between the proxy behaviour and attitude, before it can be safely used for attitudinal evaluation. Advantages Disadvantages Structured observation allows the observer to focus on specific behaviour that indicate positive and negative feelings or attitudes Structured observation allows for recording of reliable and relevant data Structured observation incurs the risk of the observer overlooking concurrent relevant events In the case of third party observations where inputs from direct supervisors are sought, key issue is the degree of objectivity and reliability of the evaluation

24 Principles of Assessment (POA) Validity refers to the strength of assessment tasks and criteria to accurately measure learners attainment of the intended competencies level (i.e. how well the test really reflects the knowledge, skills and attitudes of the Competency Standard). It includes content validity, construct validity, face validity and predictive validity Reliability refers to the consistency of measured outcomes via clear and consistent processes for setting, marking, grading etc when a test (all factors being equal) is repeated on a population of individuals or groups. Flexibility refers to the consideration of the various needs of learners and allows assessments to be conducted either on or off the job at mutually convenient times and situations. Fairness refers to the equality in the conduct of assessment and does not advantage or disadvantage particular learners (e.g. amount of assessed work should be manageable). Rules of Evidence (ROE) Valid Evidence o Meets the Competency Standards and assessment criteria Sufficient Evidence o Sufficient evidence to show competency for all Performance Statements / Performance Criteria and Underpinning Knowledge Current Evidence o Evidence collected is based on current situation and not outdated Authentic Evidence o Learner s own work

25 Adult Educator (AE) Qualifications Requirements and Timelines for WSQ Approved Training Organisations (ATO) In-House WSQ ATOs Role Phase I By 1 Oct 2012 Phase II By 1 Oct 2013 Phase III By 1 Oct 2014 Trainer and/or assessor At least 50% with Workplace Trainer Programme (WTP) or equivalent At least 65% with Workplace Trainer Programme (WTP) or equivalent At least 80% with Workplace Trainer Programme (WTP) or equivalent Master Trainer At least 1 master trainer* must attain full ACTA or equivalent by 1 Oct 2013 Curriculum Developer At least 1 developer* must attain full ACTA or equivalent by 1 Oct 2013 Note: New ATOs or existing ATOs who are moving into new areas of training are required to meet requirements in Phase I with immediate effect. WSQ In-house ATOs are companies/organisations that train and/or assess their own staff internally. Figures are based on declaration during accreditation and deployment * Can be the same person Public WSQ ATOs Role Phase I By 1 Oct 2012 Phase II By 1 Oct 2013 Phase III By 1 Oct 2014 Trainer and/or assessor At least 50% with full Advanced Certificate in Training and Assessment (ACTA) or equivalent At least 65% with Advanced Certificate in Training and Assessment (ACTA) or equivalent At least 80% with Advanced Certificate in Training and Assessment (ACTA) or equivalent Curriculum Developer 100% with Diploma in Adult and Continuing Education (DACE) or equivalent by 1 Oct 2015 Note: New ATOs or existing ATOs who are moving into new areas of training are required to meet requirements in Phase I with immediate effect. WSQ ATOs are external training providers that are in the business of conducting training and/or assessment Today, curriculum developers of ATOs are already required to meet ACTA or its equivalent. They will also be required to meet the new DACE requirement by 1 Oct Figures are based on declaration during accreditation and deployment. ATOs are required to ensure that its actual deployed AEs for each class delivery under each approved framework meet the qualifications requirements Partial Completion of DACE: Individuals who have already attained DACE competency units (CU) C2, C3, C5, C6 and C7, may function as WSQ Trainers and Assessors at WSQ ATOs in lieu of completing the ACTA Qualification. Such individuals are encouraged to complete the remaining units of the DACE qualification as the full DACE qualification will enable them to practice as a WSQ Curriculum Developer at WSQ ATOs

26 How do These Changes to Competency Standard (CS) and Curriculum, Training and Assessment Guide (CTAG) Affect my Assessment Plan Design? For Competency Standards (CS) Examine the assumed knowledge, skills and attitudes (KSA) Examine the level of Bloom s taxonomy of cognitive, affective and psychomotor domains used in the Performance Statements / Performance Criteria and Underpinning Knowledge Examine the evidence source requirements For Curriculum, Training and Assessment Guide (CTAG) Review the industry-adopted strategies and hours Mandatory / legal requirements and relevant training and assessment hours Other recommended strategies Domain knowledge (technical / vocational qualifications) Domain industry experience Adult educator qualifications and experience

27 What is an Assessment Plan? An Assessment Plan is a document that provides information on how the assessment will be structured, what is involved and the assessment criteria that candidates will be assessed against. Components of Assessment Plans

28 WSQ Requirements in Relation to Assessment Plans Principles of Assessment (POA) are complied with Rules of Evidence (ROE) are complied with Mandatory assessment strategies and requirements (if any is specified in the CTAG) All Performance Criteria / Performance Statements and Underpinning Knowledge are assessed Proposed Assessor-Learner ratio Assessor materials are complete, meet needs of assessor Assessment Plan is developed with: o Clear instructions for preparations for assessment and documentation of assessment e.g. set up of equipment, conduct of specific methods, time for responses, appeal process, checklists o Assessment instructions to guide assessor o Assessment tools are provided e.g. role play scripts, answers to written tests o Assessment records with clear assessment criteria indicated o Resources / References (library, web) o Glossary provided o Version control

29 Common Shortcomings in Assessment Plan Design Example 1: Inappropriate Development of Assessment Tools Description: A role play script was provided. It was crafted in a dialogue as follows: (Customer walks into the store) Customer: Hello. Role Play Script (Candidate Copy) Candidate (retailer): Good Afternoon, Mr XXXX. Welcome to OIO Department Store. Customer: I am looking for a LCD TV. Candidate (retailer): Can you please share with me what kind of TV you are looking for? Customer: HD, Cheap, slim, power saving, and good resolution. Candidate (retailer): Sure Sir! We have a great range of TV sets that you may like (Candidate brings the customer to the TV) Candidate (retailer): This is one of the latest models of HD TVs that comes with.... Problem: This role play script does not provide valid evidence of competence as the learners only needs to follow the script and the flow of the script. In a real workplace situation, the learners will not be given such a script when providing customer service. Learners should not be in the know of exactly what to expect during each customer service provided. General Advice: Role play scripts should be developed appropriately to guide and ensure that the learners are adequately assessed through a role play based on a real workplace situation. Detailed scripts should only be provided to the actor (i.e. person not being assessed) to ensure that the role play does not deviate from the intended flow of the role play. A scenario may be provided to the learner to explain the context of the role play and the instructions to the learner should generally cover what he/she will be assessed on during role play. A sample role play script developed to assess learner based on a real work place situation is as follows: Role Play Scenario It is a Sunday morning and your department store is going to launch a new product called the irobot. Your organisation anticipates a huge demand for this new electronic item as shown by the large sales figures in other countries. Role Play Script (Candidate s Copy) You are the retail assistant at XYZ Company. You turn up for work on time this morning and get ready for work. You know that there is a new HOT item to be launched today. You are to deliver service excellence to your customer according to your organisational policies and procedures. You will be assessed on the competencies in Deliver Service Excellence, i.e. Use organisational service culture and values to guide service delivery

30 Common Shortcomings in Assessment Plan Design Example 2: Assessment Criteria do not Address the Performance Statement / Performance Criteria Sufficiently Description: Assessment criteria were set differently as compared to the Performance Criteria in the Competency Standard Example: Competency Standard: LPM-DEV-301C-0 Encourage People Performance Criteria: Review team and organisational business plans to identify new and emerging skill requirements Assessment Method chosen: Written Assignment Question set for this PC: Complete a 100-word essay on evaluating business plans and how to identify emerging skill requirements Problem: The Performance Criteria state that it is to ascertain the competency of the learner to review team and organisational business plans with the objective of identifying new and emerging skill requirements. The question set only assesses the individual knowledge on how to evaluate business plan and how to identify skill requirements. It does not assess how the individual reviews team and organisational business plans with the objective of identifying new and emerging skill requirements General Advice: Be very clear about what the Performance Criteria expect as Performance Criteria and Performance Statements require the learner to demonstrate competence holistically, rather than in segments

31 Common Shortcomings in Assessment Plan Design Example 3: Incomplete Instructions in Assessment Specifications Description: The ATO only submitted the following table as part of the assessment specifications. The rest of the assessment plan consists of the matrix of assessment methods, observation checklist and a role play script. S/N Specifications Guidelines 1 Assessment Method Role Play 2 Performance Criteria PC 1.1, 1.2, 2.3, 2.4, 2.5, 2.6, 3.1, 3.2, Underpinning Knowledge All stated UK 4 Duration 20 minutes 5 Assessment Venue Training Centre or Office 6 Assessment Resources Assessment Checklist Assessment Questions and Answers 7 Assessment Set-up Requirements To be conducted in quiet room with proper tables and chairs 8 Conduct of Assessment Conduct Interview 9 Recording the Assessment Result Record findings and conclusions in the Individual Assessment Record. Record reasons for NYC in remarks column. 10 Candidate Summary and Feedback Record feedback and findings into the Summary Assessment Record. 11 Required Assessment Tools Course Assessment Booklet (refer to Annex A) Problem: The specifications do not provide complete information on the following: Assessment process Decision making on assessment outcome for the method and for the whole assessment Preparation for assessment (by the assessor and / or assessment centre) General Advice: Developer needs to ensure that the instructions and specifications are detailed enough to clearly cover the following (not limited to): Assessment duration Assessment venue Assessment set up requirements Assessment tools

32 Assessor to candidate ratio Conduct / provision of feedback Conduct of assessment Decision making on assessment outcome for the method and for the whole assessment Preparation for assessment (by the assessor and / or assessment centre) Performance Statements / Performance Criteria and Underpinning Knowledge covered Special instructions (e.g. safety precautions, etc)

33 Assessment checklist Instructions to Candidates Instructions to Assessors Learning journal Role Play scripts Common Shortcomings in Assessment Plan Design Example 4: Conflicting Instructions in Assessment Plan Description: Assessment criteria and assessment specifications provided by the ATO were not reflective of information (e.g. assessment methods selected for each Performance Criteria / Performance Statement) provided in the Evidence Gathering Plan. Refer to the illustration below. Problem: Users of the assessment plan may get confused as to what is the correct assessment method/s and whether the assessment plan is of the correct version. This may reduce the confidence of the user of the assessment tools and create a sense of doubt in the assessment plan being used. General Advice: Ensure that all sections in the assessment plan are consistent and do not conflict with each other. Always do a check on whether there is any information that may confuse the user. EVIDENCE GATHERING PLAN Assessment Tools Performance Criteria Evidence Gathering Plan Method 1.2 Communicate the performance management system to employees and their roles and responsibilities in performance management. Assessment Criteria: Ability to communicate the importance of performance management and the roles and responsibilities to stakeholders Work Activity: Able to verbally communicate and adapt communication methods of the roles and responsibilities of performance management to line managers and employees The assessment method chosen here is role play Role Play AA1 ASSESSMENT CHECKLIST Performance Criteria and Underpinning Knowledge Assessment Criteria Please Tick C NYC Remarks 1.2 Communicate the performance management system to employees and their roles and responsibilities in performance management. OQ13: Explain how to communicate the performance management system to employees and their roles and responsibilities in performance management. Suggested Answers: Candidate is able to explain how to communicate the performance management system to employees and their roles and responsibilities in performance management, which may include: As part of the performance appraisal The assessment checklist states that it is an oral question

34 Common Shortcomings in Assessment Plan Design Example 5: Difficulty in Gathering Evidence Description: Assessment specifications require the assessor to observe more than two concurrent practical performances for assessment. Problem: In order for the assessor to observe any forms of practical performance reliably, the assessor needs to be very clear of the context and the required role of the candidate. Having to observe more than two different practical performances is even more challenging, more so for an assessor that is not very familiar with the process. General Advice: Unless there are strict criteria for assessors, and specific consequential actions (i.e. achievement of specific outcome from only one specific process) being observed, it is advisable for assessment of practical performance to be conducted on a one-to-one basis. 6 Assessment Setup Requirements 7 Conducting the Role Play A fully set-up restaurant. This includes providing all the relevant items found in a typical restaurant. 1. The assessment is to be conducted at the restaurant (actual workplace) 2. Three candidates will take on the role of waiter and serve customers according to the organisational policies and procedures. 3. Three other people will take on the role of an angry customer, an overly excited guest and an indecisive guest. 4. The role play begins with a guest entering and randomly selecting a waiter to serve him / her. 5. It will end when all the guests have paid the bill and left the restaurant 6. In the event that competency is not being able to be observed during the role play, the assessor could use oral questioning to ascertain the competency. 7. The candidate is required to complete the entire role play even if the assessor had rated the candidate as Not Yet Competent. The result of the assessment should only be made known to the candidate at the end of the assessment

35 Common Shortcomings in Assessment Plan Design Example 6: MCQ Questions with Give-away Answers Description: Although the multiple-choice question may have addressed the UK / PC, it has been set such that the answer is very obvious. (See below for example) Problem: If the correct answer is too obvious, it may result in an unreliable result as it is unclear if the learner can actually answer the question or if the other choices (i.e. distracters) were plausible. General Advice: Ensure that the developer of the assessment plan is clear and well-qualified in developing a reliable MCQ Questionnaire. This will help ensure that the assessment is in line with the rules of evidence. Some general tips for designing MCQs include: Measure important outcomes only Write a clear question Ensure that the grammar of the term matches that of the options Avoid giving verbal clues in the question Provide plausible distracters Avoid all of the above and none of the above Vary the length of the correct answer Vary the position of the correct answer Avoid making the correct answer less definite Example: 1. What is an attribute of a manager? (choose the one correct answer) a. Able to communicate ideas to supervisors for implementation b. Able to escape from all responsibilities c. Able to change the world d. Able to punish staff as and when he likes

36 Common Shortcomings in Assessment Plan Design Other Shortcomings in Assessment Plans Assessment criteria are not specific (e.g. copied directly from Performance Criteria / Performance Statements without elaboration) Did no address all the Performance Criteria / Performance Statements or Underpinning Knowledge Did not indicate the assessment coverage in assessment plan Inclusion of other instructions that do not relate to the assessment (e.g. payment policy, refund policy, etc) Lack of assessment tools (e.g. oral questions and suggested answers, etc) Lack of instructions to assessors on o conduct of assessments o usage of assessment tools Lack of instructions to learners

37 Selection of Assessment Methods General Good Practices in Assessment Plan Development Maintaining an assessment tools bank (i.e. different assessment methods selected systematically to ensure reliability of assessments conducted) Conducting regular validation sessions to ensure currency of assessment plans Collecting feedback from various parties (e.g. assessors, trainers, developers, participants, observers, etc) on the usefulness of the assessment Conducting pilot tests for assessment plans before making adjustments

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