The Crux of the Matter - Training Queensland - Queensland ...

Tip 11: Assessment as a pathway to a qualification
When you assess a candidate’s evidence for
recognition of prior learning (RPL) diagnostic and
formative methods should be combined to arrive at
a summative decision i.e. does the candidate have
the full set of competencies required for the formal
issue of a qualification or statement of attainment,
or do they need some gap training
You may use a number of methods to collect
evidence. These include: observing practical
demonstrations in the workplace; conducting an
assessment interview or competency conversation,
and examination of third party reports, references
and support material. You should also take
account of a variety of materials including training
certificates, photos of work examples, a resume, or
performance reviews.
In most cases of RPL assessment you will not have
any prior experience of the candidate as a learner,
as would be the case with a teacher, trainer and
assessor delivering VET. This means you will not be
aware of any difficulties the candidate might have.
Accordingly, you need to be prepared to be flexible
about how you assess and careful to apply the
appropriate LLN demands to the assessment.
LLN has an important yet somewhat tricky part to
play in RPL assessments. In order to assess fairly
you need a realistic knowledge of the role LLN skills
play in both the competency being assessed and its
practical nature in the workplace. Information about
when attention to LLN matters, such as when a
particular form of writing is needed or when accuracy
with calculations is required, must be clearly
provided prior to assessment. You should ensure
that ‘over inflated’ notions of what is required are
excluded. Such as, expecting perfect spelling when
the person only ever needs to write short notes or
accurate paper based maths skills when all that is
needed is ‘in the head’ estimations.
With RPL assessment the evidence in most cases is
‘wild evidence’ that is not necessarily directly linked
to competencies or performance criteria. It therefore
becomes a question of being fully informed of
what the LLN requirements of the qualification or
competencies are and being able to relate this to the
job role and the evidence you are collecting.
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