Workplace Assessment

[Date of Submission]

Answer No. 1 (A)3

Answer No. 1 (B)3

Answer No. 1 (C )3

Answer No. 2 (A)4

Answer No. 2 (B)4

Answer No. 2 (C )5

Answer No. 2 (D)5

Answer No. 3 (A)5

Answer No. 3 (B)6

Answer No. 3 (C )6

Answer No. 3 (D)6

Answer No. 4 (A)7

Answer No. 4 (B)7

Answer No. 4 (C )7

Answer No. 4 (D)8

Answer No. 5 (A)8

Answer No. 5 (B)9

Answer No. 69

Answer No. 7 (A)10

Answer No. 7 (B)11

Answer No. 811

Answer No. 9 (A)11

Answer No. 9 (B)12

Answer No. 9 (C )12

Workplace Assessment

Answer No. 1 (A)

Regardless of whether the benchmarks are other types of benchmarks or competency standards, the term competency-based assessment is used in vocational education and training and is a form of criterion referenced assessment. To award grades that express quite different values about student achievement, learning and teaching, there are two distinct methods that can be used, i.e. criterion and norm referenced assessment. To set of criteria for the skill being assessed or to set a benchmark the performance of the student is compared and measured by criterion-referenced whereas, the performance of an individual is compared to the performance of the norm group or her or his peers by a norm-referenced test.

The purpose for which the assessment will be used, like, performance appraisals, training needs and identification of development, and selection etc., and the specific requirements of the client must be linked with the decision to use a competency-based assessment (Wolf, 1995). The client must be clearly communicated about the time consuming process of implementing and constructing a competency-based assessment.

Answer No. 1 (B)

To set the assessment the identification of their own readiness, in negotiating the time, date and type of assessment an active role taken, understanding the expectations from the unit of competency and being familiar with it and being aware of the assessment process are the responsibilities and roles of the candidate (Stretton, 1995).

Answer No. 1 (C )

It is the responsibility of the assessor to inform the candidate on the purpose and context of assessment, based on the evidence collected making a judgment, the collection of evidence and responsibilities and rights of the candidate. The Assessor must undertake his or her role in a safe work environment which includes providing care to the people whom he or she is supervising, cooperating with any reasonable procedure or policy related to safety and health which can be applied to his or her people, colleagues and himself or herself, complying with any reasonable instructions related to safety and health, making sure that the conduct is not adversely affecting the safety and health of others and taking reasonable care for her or his own safety and health (Gonczi, 1994).

Answer No. 2 (A)

The first principle of assessment is Validity, which demonstrates the meeting of performance criteria reflects the collected evidence, and its relevance to the activity and assess what is claims to assess. The validity of assessments is reflected by using multiple approaches to assessment, assessment tasks similar to workplace expectations, sampling of a sufficient range of performance and skills and focus on the ...