TRAINER’S METHODOLOGY

ASSESSMENT

COC 1 COC 2
Plan Training Session Conduct Competency
Facilitate Training Session Assessment
Supervise Work Based
Maintain Training Facilities
Utilize Multi-Media

COC 1 COC 2
Written Exam – 30% Written Exam – 30%
Demonstration – 40% Demonstration – 60%
Portfolio – 30% Oral Questioning – 10%
Oral Questioning -
TM1 – COC2
CONDUCT COMPETENCY ASSESSMENT
EVIDENCE GATHERING
Check Assessment Venue prior to Assessment
Plan and Prepare the Evidence Gathering Process. (Receive
Assessment Package)
A. PREPARE THE CANDIDATES
- Introduction
- Acknowledgement of the TESDA Representative and AC Manager
- Check Attendance and Identity of the Candidates
- Check and Collect Admission Slip
- Check Application Forms for the Self-Assessment Guide (All are
checked YES)
TM1 – COC2
CONDUCT COMPETENCY ASSESSMENT
B. ESTABLISH CONTEXT OF THE ASSESSMENT
- Conduct Orientation to the Candidates
- Purpose and Context of the Assessment
- Qualification and Unit of Competencies
- Task to be performed
- Evidence to be collected
- Assessment Procedures
- Needs of the candidates to be considered during the Assessment
- Allowable and reasonable adjustment
TM1 – COC2
CONDUCT COMPETENCY ASSESSMENT
B. ESTABLISH CONTEXT OF THE ASSESSMENT
- Do’s and Don’t during the Assessment
- Ethical and Legal Responsibilities
- Rights and Appeal System
- Result of the Assessment
- Issuance of National Certificate
- Re-assessment Procedures
- OSH Requirements
- Confidentiality of Assessment Outcomes
TM1 – COC2
CONDUCT COMPETENCY ASSESSMENT
C. GATHER AND COLLECT EVIDENCES
- Provide a copy of Specific Instruction
- Explain and ensure that the candidates understand the content of
the specific instruction
- Assign number to the candidates
- Instruct the candidate to proceed to the assessment area
- Collect evidence through written exam, Demonstration of Skills
and oral questioning
- Observe performance based on competency standards
- Do not destruct the candidate
- Write your observation
TM1 – COC2
CONDUCT COMPETENCY ASSESSMENT
D. PROVIDE FEEDBACK
-  Positive points ,irst, then the things to improve

E. MAKE ASSESSMENT DECISION

- Based on the evidences I have gathered I ,ind you:
COMPETENT (C)
NOT YET COMPETENT (NYC)
- Candidate sign the CARS
- AC Manager will issue the CARS
TM1 – COC2
CONDUCT COMPETENCY ASSESSMENT
F. RECORD/REPORT TO TESDA
- Results of Assessment
- Submitted to AC Manager

G. PERFORM HOUSEKEEPING
 CONDUCT COMPETENCY ASSESSMENT

THINGS YOU SHOULD DO BEFORE THE ASSESSMENT ACTIVITY

Conduct site inspection
Check the completeness of assessment resources
Check and ensure safe and accessible
Assessment package

1.  Assessment guidelines, schedule of assessment, availability of the Assessment Center

and candidates evidence and evidence gathering tools, workplace policies and
procedures.
2.  Coordinate with assessment center manager
3.  Prepare oneself re: punctuality, grooming, review on the assessment procedure
4.  Roles of all people involved
5.  Confirm assessment record keeping and reporting arrangement are confirmed
 CONDUCT COMPETENCY ASSESSMENT

CONTENT OF THE ORIENTATION

Establish allowable adjustment such as:
Language, Religion, Culture, Health Condition, Disability

Explained Legal and Ethical Resposibilities:

Right to appeal, Confidentiality, Free consent of candidates, Transparent reporting,
recording and retrieval systems for assessment, OH & S, Adheres to quality system and
policies and procedures, Integrity of assessors.

Explained clearly the competency standards and the evidence to be collected:

Qualification Title, Unit of Competency, Task to be performed, Evidence to be collected,
Methods of assessment.

Explained the assessment procedure to the candidate in line with the relevant Assessment
Guideline. Asked the candidate to sign the attendance sheet (Admission Slip, Present Valid
ID, Sign attendance sheet and compare with signature in the admission slip
 CONDUCT COMPETENCY ASSESSMENT

PURPOSE OF GIVING AN ORIENTATION TO CANDIDATES

1.  The orientation is part of preparing the candidate for assessment.
2.  It is a means to make the candidate relax and not apprehensive
3.  It is a means to provide a supportive environment by allowing the candidate to be
clarified on:
•  The competencies to be assessed
•  The assessment methods to be used
•  The flow of assessment
•  The responsibilities of the people involved in the assessment.
 CONDUCT COMPETENCY ASSESSMENT

ENSURE THAT THE CANDIDATE TAKING THE ASSESSMENT IS THE SAME PERSON
IN THE APPLICATION FORM
Asked the candidate to sign the attendance sheet (Admission Slip, Present Valid ID, Sign
attendance sheet and compare with signature in the admission slip

ENSURE THAT THE CANDIDATE UNDERESTAND THE TASKS TO BE PERFORMED

Allowed the candidate to read the specific instructions for the candidate:
•  Explained task to be performed rally
•  Provide the specific instruction to candidate and allow candidate to read the task to be
performed by himself.
•  Provide time for the candidate to clarify the task
 CONDUCT COMPETENCY ASSESSMENT

WHILE THE CANDIDATE IS PERFORMING THE TASK, THE ASSESSOR SHOULD:

Gathered evidences using assessment methods specified in the relevant Evidence Guide
(Do’s and Don’t)
•  Do not interrupt
•  Do not ask questions
•  Do not leave the assessment room
•  Record your observations
•  Observe Safety
•  Stop assessment only if it will result to injury or loss of life and property.
 CONDUCT COMPETENCY ASSESSMENT
BASIS OF YOUR ASSESSMENT DECISION
The basis of my decision are:
•  4 dimensions of compentency
•  Rules of Evidence
•  Evidence Requirements
•  Corroboration of the evidence to other evidences
I make my decision based on the evidences gathered in accordance to performance criteria.

IF THE ANSWER OF THE CANDIDATE IS WRONG:

During the interview, if the answer of the candidate is wrong the assessor, I will:
•  Not provide the correct answer because
•  It may pre-emp the answer to the next question
•  The candidate may think that the assessment is finished
•  The assessor is already providing feedback.
 CONDUCT COMPETENCY ASSESSMENT

FEEDBACKING
Give clear and constructive feedback to the candidate in line with the assessment guidelines:
•  Reinforce good performance
•  Explain specific areas for improvement
•  Use the specific approach, kiss before you kick plus advice for re-assessment, sandwich
technique
•  Provide advice on further training or practice to improve performance.
•  In case the candidate does not agree with my decision even after clear feedback I will ask
the candidate to identify area of disagreement and record it in rating sheet for both of to
sign, prepare incident report and submit to TESDA Rep.
Provide advice on further training or practice to improve performance.