Assessor Professional Development

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Assessor Professional Development

• ACVO
• Assessment Centre for Voluntary Organisations
• ICEYE
• Internet College for Early Years Education

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Purpose of APD

• To provide a structured development programme to
  explore how assessment practice can improve the
  quality of the learning experience for the
  candidate

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Outcomes of APD

• Improved assessment practice
• Individual learning plans meet the needs of the
  learners and their organisations
• Confident and knowledgeable assessors
• Contribute to the level of skills, knowledge and
  competence of the voluntary and community sector
  workforce

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The APD Journey

• 6 one day inter active workshops
• Common ACVO approach to assessment
• Recognise associated roles and responsibilities
• Opportunity for personal development
• Recognition of current practice
• Support an ACVO team approach

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Expectations

• That we will have a good time learning from each
  other
• That we will work collectively and support each
  others learning and development
• That as ACVO Associates we can provide a
  sustainable income

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NVQ Recap

• Characteristics of a competence based learning
  and assessment model

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Characteristics

• Provision of a general educational experience of
  intrinsic worth in its own right
• Assessed in the workplace against nationally
  recognised industry-led standard

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Characteristics - continued

• Preparation for entry in to specific job roles or
  further professional development
• Assessment of existing competence, formally
  interrogated
• The two approach dilemma of development or/and
  recognition

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Advantages to the Candidates

• Self paced
• Can do, have done, will do work related
• Identify personal development needs linked to
  organisational needs
• Ownership of the process
• Proof of competence
• In a range of skills, in a variety of
  circumstances, with different groups in the
  workplace

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Advantages - continued

• Accreditation of prior learning and experience
• Process is empowering and transparent

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Competence Based

• Responsibility of the candidate to identify ,
  gather, collate and present evidence
• Assessment is a formal examination of the
  evidence supplied
• Across a range, with underpinning knowledge and
  understanding

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Competence Based

• Not a pass/fail system but a credit towards
  further development
• Links to the training and development cycle

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Disadvantages to the Candidate

• Not a traditional course
• Less opportunity for group interaction
  (other than through planned activity)
• Can take longer than a traditional course
• Candidates see more work than in a traditional
  course

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Disadvantages

• Candidate needs lots of support throughout,
  particularly
• Understanding the language
• Retaining a holistic view of the Award
• Design and administration of the portfolio

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Demands of Assessors

• New skills have to be learned
• New demands from candidates experience
• Increase in individual tracking
• More knowledge of individual work roles
• APL expertise
• Interpretation of standards
• Assessment skills

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ENTO
Guardians of the standards ALI Inspection reports
of all organisations offering adult learning
46 inadequate uniformally getting a raw deal
BBC 2004 Success rates for all WB Learning
36 For FMAs 29
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Work Based Assessment
Work-based assessors present the best option for
both employers and candidates. Peripatetic
assessors can do an excellent job but it can be
difficult to arrange assessment opportunities
particularly when dealing with unpredictable
situations in the workplace.
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Work Based Assessment
Although I agree with this in theory - in
practice we have found that employers do not
always recognise the need to give work-based
assessors the TIME and resources to do the job
effectively. This is when external providers
offer the best solution, as they are there solely
for the benefit of the candidates involved.
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Work Based Assessment
As an External Verifier I can safely say that
work based assessors only work if the company is
the training provider. If students are learning
via a college or private training provider, work
based assessors are not the best option.
Employers in the main do not support the
candidates or work based assessors as it is not
normally a priority and consider the college
responsible for everything. Also there is a
danger of a conflict of interest with the
workplace pressurising the assessor to get the
candidates through.
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Work Based Assessment
Work based assessors are often pushed into the
role of the assessor by their employers, who are
often of the opinion that "theres nothing to
it". Full time assessors are able to support
candidates in a far more focused way, which can
only be good for the candidates and the NVQ
process generally.
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Work Based Assessment
I find the work based assessors are not as
prudent as they could be, they miss opportunities
for observation and they are not always committed
as they might be in helping the candidate.
Peripatetic assessor however seem to have a
better understanding of what is required with the
NOS, documentation is clearer and shows a better
audit trail. They also help the candidate more
readily and show commitment to them gaining their
award. On the whole work based assessors sound
great in theory but in practice I certainly feel
they are not always the best option.
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Arguments can be forwarded to support both types
of assessor, but I personally feel that both are
vital, especially for larger organisations where
they could be used together. What does need to be
addressed is the level of support and
understanding from senior management within
organisations to ensure their assessors get the
recognition and assistance they deserve and allow
the assessment process to work to the benefit of
all.
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Supportive information and resources can be found
on www.acvo.co.uk/resources/apd.php
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EDICT a Process for Managing Change
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EntryDiagnosisInterventionContractingTransitio
n
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Personal StylesTough battlerFriendly
helperLogical thinker
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Organisational CulturePerformance drivenValues
drivenSystems driven
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The 7P Model
Purpose Aims Goals,Mission and
Vision Positioning Context, environment, niche,
image, advertising Plans Structure, blueprint,
policies, strategy Power Resources, energy,
drive, commitment Processes Systems,procedures,
communication People Human resource
issues Product Services, Outputs, Deliverables
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3LT The 3 Level Technique Model for
Questioning and Listening
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