If the previous validation records are present, have the recommendations been auctioned?
Validity - Assessments should cover the range of skills & knowledge necessary to demonstrate competency. Attach an assessment map & guide. List evidence & record comments. If no is selected, then make recommendation.
The assessment tasks are based on realistic workplace activities, contexts & demonstrate currency?
The evidents relates directly to the unit of competence.
The tool will assess the candidate's ability to meet all the performance criteria for this unit of competency?
The tool has at least two forms of evidence for each performance criteria?
The assessment tasks have been designed to allow holistic & integrated assessment of knowledge, skills & attitudes?
More than one task & source of evidence will be used as the basis for judgement?
Evidence drawn from a variety of performances over time where practical? (Formative Assessment)
Different sources of evidence of knowledge & skills that are underpinning for this unit of competency will be considered in the assessment?
The purpose, boundaries & limitations of the interpretations of evidence have been clearly identified?
The methods & instruments selected are appropriate for the industry sector?
The methods & instruments selected meet approved current industry standards?
Where practical, the methods & processes for assessment have been validated by another person with expertise in the competencies being assessed?
Reliability -Reliability is the consistency with which an assessment method measures what it is supposed to measure. Highly reliable assessment methods are designed so as to eliminate all possible errors & as such can be used repeatedly in a unchanging situation to produce constant results.
Critical aspects of evidence have been identified, & the assessment tool ensures that these aspects are assessed?
Assessors have prepared assessment exemplars, checklists & sample answers?
The assessment guide/tools for observing & recording evidence are based on the unit of competency?
Clear guidelines are available from the RTO to ensure that assessors make consistent decisions over time & with different candidates?
Where multiple assessors are involved in conducting parallel assessment events, the strategies used have been agreed in a delivery strategy?
Consistent instructions to candidates & procedures for undertaking assessment are available to all assessors from RTO's?
Where work samples are to be used as evidence, candidates will receive specific guidelines on requirements, including information about ensuring authenticity & currency of the evidence?
Where a unit or units of competency are to be assessed in different situations, the situations are generally comparable?
Flexibility - Assessment should cover both on-and off-the job components of training. Assessment procedures should be relevant for the recognition of competencies no matter how, where or when they have been acquired.
The assessment approach cab be adapted to meet the needs of all candidates & workplaces?
Where practical & appropriate, assessment/evidence will be negotiated & agreed between the assessor & the candidate?
Candidates will be able to have their previous experience or expertise recognised?
The assessment strategy adequately covers both the on- and off-the job components of the training?
Fairness - Assessment procedures & criteria for judging performance must be clear to all learners seeking assessment.
Candidates will be given clear & timely information on assessment?
Information for candidates will cover assessment methods, procedures, the criteria against which they will be assessed, when & how they will receive feedback & the mechanism for appeal?
The assessment tool has a process for customization of the assessment, which will be negotiated with candidates to meet any special needs?
Candidates will be made aware of their responsibilities with regard to assessment?
The assessment approach chosen caters for the language, literacy & numeracy needs of all candidates?
The special geographic, financial or social needs of candidates have been considered in the development & conduct of the assessment?
Reasonable adjustment can be made to the assessment strategy to ensure equity for all candidate, while maintaining the integrity of the assessment outcomes?
Opportunities for feedback & review of all aspects of assessment will be provided to candidates?
There are clearly documented mechanisms for appeal against assessment processes & decisions & these will be provided to candidates prior to assessment?
General review of assessment tool by validation team.
Assessment tool 1 [...]
Assessment tool 2 [...]
Assessment tool 3 [...]
Assessment tool 4 [...]
Assessment tool 5 [...]
Modification is required of the tool, & will be carried out by?
Moderation leader to sign ( on behalf of the validation team).
Please note that this checklist template is a hypothetical appuses-hero example and provides only standard information. The template does not aim to replace, among other things, workplace, health and safety advice, medical advice, diagnosis or treatment, or any other applicable law. You should seek your professional advice to determine whether the use of such a checklist is appropriate in your workplace or jurisdiction.
Please, finish the registration to access the content of the checklist.