Learning Objectives:

After reading this information sheet you must be able to:

1. Explain to the candidate the competency standard to be
2. Explain the assessment
3. Explain reasonable adjustment

The Competency Standard

The competency standard is a document that defines the competencies required for effective performance in the workplace. It is a written specification of the knowledge, skills and attitude required for a peformance of job or occupation and the corresponding standard required for these in a workplace.

Another aspect of preparing the candidate is the introduction of the competency/ies to be assessed. The assessor must explicitly explain the following;

• The relevant unit of competency/ies covered in the assessment. The assessor must explain the different elements covered for each competency.
• The evidence requirements as stipulated in the evidence guide for each unit of competency.

Assessment Guidelines and the Assessment Process

Assessment Guidelines are being developed to support each set of competency standards developed by TESDA. The Guidelines:

• confirm that     the     benchmarks      for    assessment     are     the competency standards.
• set out the rules on how evidence will be gathered
• describe the process for designing evidence gathering tools
• describe the assessment process set out the assessor requirements.

The assessor must follow the relevant Assessment Guidelines in order to ensure that:

• assessment processes are fair to all candidates
• assessment processes are implemented in a consistent manner
• assessment processes produce high quality and consistent

Reasonable Adjustment

Reasonable adjustment, sometimes called reasonable accommodation or allowable adjustment, is designed to ensure that all people are treated equally in the assessment process.

This means that, wherever possible, ‘reasonable’ adjustments are made to the assessment process to meet the individual needs of candidates.

For example, this may involve translating written instructions into local dialect for candidates from non-English speaking backgrounds or providing instructions orally rather than in writing for candidates with limited language skills.

Adjustments are considered ‘reasonable’ if they do not impose an unjustifiable hardship upon the assessment centre. In determining whether an adjustment would impose unjustifiable hardship, the following factors should be taken into account:

• the nature    of    the    benefit    or    disadvantage    likely     to    be experienced by the candidate
• the effect of the disadvantage on the person concerned
• the cost of making the

Forms of reasonable adjustment

• Translate English into local dialects
• Use oral in place of written instructions

Legal and ethical responsibilities

• Occupational Health & Safety – it is important to inform the candidate the nature of work and the potential hazard it may cause to Candidate should be reminded of the precautionary measures; like not be allowing them to undergo assessment if they are not wearing appropriate personal protective equipment, or they are exhibiting unsafe actions.

Confidentiality of the assessment process means that all information about the assessment should be kept confidential. The assessor must ensure that the following must be kept secured; 

• Assessment Package must kept in secured place, the assessor should ensure that all the copies of the assessment package are retrieved after the assessment activity. This will guarantee the integrity of the assessment package.
• Candidate’s assessment result must also be kept confidential to ensure candidates personal integrity. The assessment result can only be made available to authorized personnel, like to his supervisor or human resource personnel where he works and to the institution where he is actually have his
• Assessment procedure or process must also be kept confidential. The assessor must inform the candidate to refrain from giving any form of information that took place during the assessment process.

• Free consent of candidates – Assessor must ensure that the candidate was not pressured in any way to be assessed.
• Adheres to quality system, policies and procedures of the
• Integrity of the assessor – assessor must not in any way make assessment decision in favor of somebody request, be it the candidate, a close acquaintance/friend, or even powerful The decision must be solely based on the result of the assessment.
• Appeal Process – appeal for reassessment to gain an independent second opinion will apply in cases where a candidate is judged as “Not yet competent” and believes they have been incorrectly assessed. The underlying principles of an appeal process include:
  • a natural justice for a candidate, to avoid unfair treatment or an assessors’ error of judgment;
  • an incentive to quality and consistent performance bv assessors;
  • assurance to employers and candidates of the objectivity of the assessment system.