Workplace Assessment Processes

The process of workplace assessment provides a practical approach to competency assessment using unit standards from the National Qualifications Framework (NFQ) to formally recognise individual competency, skills and knowledge. Assessment is made against competency based unit standards which are linked to an approved learning plan.

Workplace assessment establishes the scope and integrity of a person's practical competence rather than depending solely on written tests and formal examinations, or measuring an employee's time served.  Assessment focuses on the person meeting the requirements of industry work standards repeatedly and consistently.

When a person can adequately complete the performance criteria listed in a specific unit standard they are ready to be assessed.  Assessment is usually carried out as part of a person's normal working day either on the job or in the classroom.  The assessment process is typically based on naturally occurring evidence found in the workplace or during a course with a training provider.

The assessment process has five stages; planning, collecting, judging, deciding and then finally recording and reporting. Consequently, the process of competency assessment requires ongoing liaison between

• the employer (usually a supervisor or manager), the assessor and the employee while in the workplace, or

• the tutor (or teacher) and the student while on a course at the training provider

Unit standard credits are awarded upon successful completion of a competency assessment. The results of an assessment describe what a candidate can do and are not expressed in grades, marks or percentages.  If a person cannot adequately meet the criteria of the unit standard they are judged ‘not yet competent' and must gain further skills and experience before being reassessed.

Assessment methods usually include a combination of the following

• Observation on the job by a workplace assessor

• Skills/proficiency/competency tests

• Projects and assignments

• Evidence from prior experience - portfolios, workbooks, reports, references

• Written tests

• Oral questioning

About workplace assessors

Workplace assessors are key to maintaining the quality of assessment for industry apprentices and trainees.  The assessor must be trained, competent and able to follow the Competenz quality assurance procedures.

The workplace assessor could be

• The immediate supervisor or manager

• The owner of the business

• A specialist trainer

• A suitably experienced person auditing the training and assessment functions within the company

• A roving (external) assessor carrying out workplace assessment for a group of firms in an industry or region on behalf of an ITO (industry training organisation).

If you do not have access to a workplace assessor Competenz can help you to train a staff member to be a workplace assessor. Alternatively, we can help you to make contact with suitably qualified and experienced roving assessors who can come to your workplace to carry out assessments.

For assistance contact the Competenz Customer Support Centre on 0800 526 1800.

Workplace assessor training

An employer can arrange for their own personnel to be trained as registered workplace assessors.  To become a Competenz registered workplace assessor a person must first be suitably experienced and qualified.  Competenz can then arrange for the employee to attend an assessor training course.

If you're interested in workplace assessor training, please call our Customer Support Centre on 0800 526 1800.

Key Considerations

• Do you have a suitably qualified and experienced person on site, who is prepared to devote time to consistently assess the competency of their work colleagues?
• Is this person able to undertake extra responsibilities?
• Do they have the people skills required to ensure that valid, consistent, fair and constructive assessments always take place?
• Does your company recognise and accept that having one or more of your experienced employees carrying out workplace assessments on a regular and ongoing basis will require time and resources?
• Does your company have specific language requirements or operating practices that could impact on the assessment process?