Question Answer What is considered evidence Evidence can be any of the following: Letter from your employer. References from your peers. Documents you have created such as project plans, memos, instruction guides. Copies of manuals, policies written by you. What about work conducted under confidentiality agreements? Any information provided to us is treated in confidence. The information is used for the purpose of assessing your competence and nothing else. Whilst we keep the information for up to 7 years, this is done to comply with government regulations under the Australian National Authority requirements for recognition of Prior Learning. If you have any concerns, we recommend you contact the party with whom you have the confidentiality agreement. I have documents from non English speaking countries. How do I present those? You will need to have them officially translated and duly notarised. I have done many courses with my company but have never been given any certificates. How do I have these recognised? Include the details of the course you did against the relevant competency. Please make sure you include the name of the course, the course content and who provided the course. If you have a copy of the course notes you can include a copy with your physical evidence. How do I use the reference number provided? As you provide evidence for a particular competency, use the "reference list" button to print out the relevant competency and attach it to the documentary evidence. For example, you may have one or more competencies where you are submitting the same evidence, just print out the relevant reference list and attach it as you go. How would I use unlimited future access to my records? For updating and career use How long does the process take? The self-assessment takes about half an hour to an hour to complete, depending on which industry field you select. Presenting evidence to competencies we estimate that the process takes about 90 days to complete. From the submission of your completed RPL documentation, the formal Recognition of Equivalence (ROE) process takes approximately four weeks. What is the role of the registered training organisation Assessment for national recognition purposes must be undertaken by, or auspiced through, a Registered Training Organisation or conducted under quality assurance arrangements approved by State and Territory Recognition Authorities. Training organisations – public and private providers, Recognition of Prior Learning (RPL) and assessment centres, group training companies, industry organisations and workplaces – can apply for registration through a State and Territory Recognition Authority to develop and deliver training products and services. The range of products and services which training organisations can be registered for are: The provision of training delivery, assessment and the issuance of nationally recognised qualifications and Statements of Attainment; or The provision of skill recognition services (assessment only) and the issuance of nationally recognised qualifications and Statements of Attainment. RTOs can also receive defined delegations from a State Training/Recognit Who can be a workplace supervisor A workplace supervisor is a competent person who works in partnership with a qualified assessor meeting the relevant vocational standards. A workplace supervisor may be referred to as a team leader or manager in some enterprises. The workplace supervisor is the person to whom an assessee reports and has responsibility for the assessee’s work. Workplace supervisors assist in advising the assessment candidate on the appropriate evidence applicable to that industry/sector to collect, and can verify the candidate’s application of skills and knowledge in the workplace. Workplace supervisors do not require formal recognition of their vocational competencies. What is collecting evidence of competency Assessment of competency should involve demonstration of competency in all dimensions of competency (task skills, task management skills, contingency management skills, job role/environment skills and transferability). Evidence should involve a range of evidence types, which demonstrate that, the assessment and training aligns with relevant units in the Competency Standards. In assessing against the Competency Standards, at least one form of direct evidence should be considered to make a judgment on the practical performance component of the competencies, for example, observation of actual workplace activities. Supplementary and indirect forms of evidence should be used as well as direct evidence to: extend on direct forms of evidence, for example, a range of situations, with different types of persons being assessed, or in conflict situations ensure transferability of competencies to new situations and contexts assess underpinning or required knowledge and understanding provide What is valid evidence? Evidence of competency must cover the broad range of knowledge, skills and the application of such knowledge and skills specified in the Competency Standards. When assessing against the Competency Standards, assessors need to ensure that the evidence collected focuses on the appropriate knowledge and skills specified in the Performance Criteria and Evidence Guides. What is considered sufficient evidence? This relates to the amount of evidence. Assessors must collect enough evidence to satisfy that the person being assessed is competent across all elements according to the performance criteria, taking into account the Range of Variables. To ensure enough evidence of competency is collected, it may be necessary or desirable to use a supplementary source of evidence such as oral or written questioning, case studies or third party reports. Explain authentic evidence Evidence needs to be checked for authenticity - that is, it actually relates to the performance of the person being assessed, and not that of another person. To determine authenticity, validation of the evidence by a third party may be necessary. What does current evidence mean? An assessor needs to determine how recent the evidence of competency is. The focus is on whether the person being assessed has current competencies in assessment and/or training. The issue of currency of evidence is of particular concern when assessing for the purposes of recognition of current competencies. Explain Recognition of current competencies/recognition of prior learning Recognition of Current Competencies (RCC) or Recognition of Prior Learning (RPL) is an example of the different purposes of assessment. They are a means of recognising competencies, through previous informal and formal learning, or through work and life experience. Does inhouse training courses contribute towards a competence? Yes. Inhouse training courses placed together with experience contributes towards certain competencies. If you are trained by a product supplier or maintenance of new equipment for the workplace, then these skills may very well contribute to a competency in a qualification