Competence Assessor Training Standard

OPITO APPROVED STANDARD
Competence Assessor
Training Standard
OPITO Standard Code: 9018
OPITO Approved Standard

Competence Assessor Training Standard
OPITO
OPITO STANDARDS
OPITO is an Industry owned not for profit organisation that exists solely to service the needs of
the Oil and Gas Industry.
OPITO is employer led in all aspects of what it does, therefore all standards development
activities are at the behest of industry employers. The standards are driven by the needs of
employers to help create a safe and competent workforce.
This standard is owned by the Oil and Gas Industry and maintained by OPITO who are the
nominated custodians of all Industry standards within the OPITO portfolio which carry the
OPITO logo.
The contents of this document were developed by an industry workgroup facilitated and
supported by OPITO. The workgroup consisted of representation from a cross section of oil and
gas Industry employers, discipline experts working within the industry and members of the
OPITO Approved Training network.
This standard has been verified and accepted through the governance and integrity
management model for OPITO standards.
Guidance on this standard is available by contacting OPITO at: Standards Enquiries
This standard has been designed to accommodate global variations in national legislation
and regulations. In the absence of relevant national legislation and regulations, OPITO
approved centres should use legislative and regulatory criteria specified within this Standard
OPITO
All rights reserved. No part of this publication may be reproduced, stored in a retrieval or
information storage system, or transmitted in any form or my any means, mechanical,
photocopying, recording or otherwise, without prior permission in writing of the publishers.
Revision 1 (May 2012) Amendment 3 (Jan 2013)
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OPITO
AMENDMENTS
AMENDMENT & DATE
PAGES
Simplified
assessor
qualifications
17-11-08
Changed footer to reflect
amendment
numbering
scheme
15-Dec 2008
15
A.7 Workplace Evidence

Requirements - changed
from three months to six
months for compliance
06-Feb 2009
4
A.7 Workplace Evidence
Requirements - changed
from six months to twelve
months to extend time for
submission of workplace
evidence 23-Jun 2011
Rev Standard Review
1
completed by Industry
Work Group: 31 May 2012
1
Amended wording in D.4
to clarify that registration
of delegates must be
made upon completion of
training
and
final
assessment.
CHANGES
MADE BY
T. Wilson
CHECKED
BY
J. Cameron
APPROVED
BY
J. Cameron
All
except
title page
T. Wilson
SECTION A
M. Duncan
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a
m
e
r
o
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T. Wilson
J. Cameron
M. Duncan
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Melissa Foo
Mike Carr
Peter
Lammiman
All
M. Foo
M. Carr
P.
Lammiman
20
M.Foo
M. Carr
P.
Lammiman
Updated
content
in
Appendix 2 28 Jun 2012
Amended Appendix 1 to Appendix M.Foo
include more relevant 1, page
OPITO information.
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M. Carr
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Revision 1 Amendment 2
23-August 2012
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OPITO
3
Replaced Course Code

with Standard Code in
Title Page and amended
reference to course
identification code with
OPITO registration code
under section D.3
Certification - to align with
other OPITO standards
Title
Page,
page 20
M.Foo
M. Carr
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Revision 1 Amendment 3
10-January 2013
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OPITO
Contents
Introduction and Course Description ..................................................................................... 6
SECTION A
A.1
A.2
A.3
A.4
A.5
A.6
A.7
A.8
Competence Assessor Training Programme ................................................ 7
TARGET GROUP ............................................................................................................ 7

DELEGATE PRE-REQUISITES ........................................................................................... 7
PHYSICAL AND STRESSFUL DEMANDS OF TRAINING PROGRAMME NOT APPLICABLE........ 8
AIMS AND OBJECTIVES ................................................................................................... 8
LEARNING OUTCOMES ................................................................................................... 9
DELEGATE PERFORMANCE ASSESSMENT .......................................................................10
DURATION OF THE TRAINING PROGRAMME .....................................................................10
THE TRAINING PROGRAMME ..........................................................................................11
SECTION B
Workplace Evidence Requirements ..............................................................17
SECTION C
Resources .......................................................................................................18
C.1
C.2
C.3
C.4
STAFF ..........................................................................................................................18
TRAINER/DELEGATE RATIO ...........................................................................................18
FACILITIES AND LOCATION OF TRAINING .........................................................................19
MATERIALS ..................................................................................................................20
SECTION D
D.1
D.2
D.3
D.4
Administration and Certification ...................................................................21
JOINING INSTRUCTIONS .................................................................................................21

PERIODICITY ................................................................................................................21
CERTIFICATION .............................................................................................................21
COURSE ADMINISTRATION .............................................................................................21
Glossary of Terms and Abbreviations ...................................................................................22

Appendix 1 OPITO Information ...........................................................................................22
Appendix 2 Feedback Scenarios Examples .......................................................................23
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OPITO
Introduction and Course Description

The information contained in this document is for training providers, whether they are
independent or members of an organisations in-house training department.
Why are competence assessors required?
To be competent, a person must be able to perform their work to the standards laid down by an
organisation, and in accordance with industry demands.
Competence is an outcome. It demonstrates that an individual has the required skills and
knowledge to carry out a role as expected by employers. In order to assess someones
competence, there must be clear standards against which someones performance is measured
and recognised.
To ensure that employees within organisations work in accordance with their operational
standards and are meeting companys expectations, assessors play a key role in assessing
competence.
Personnel have to be trained to consistently perform the competence assessor role
successfully. This document contains the standard for delivery of training for OPITO approved
Competence Assessor Course. Upon successful conclusion of this training, and with evidence
that the skills and knowledge have been successfully applied in the workplace (see Section B),
the delegate will receive an OPITO approved Competence Assessor Certificate, which entitles
them to perform competence assessments on others in any area where they themselves are
considered to be technically competent (see Exclusion Notes below).
Exclusion Notes:
1. Achievement of this qualification does not entitle the holder to award any certificate
bearing OPITOs logo and name. OPITO-approved certificates can only be granted by an
OPITO-approved provider.
2. The holder of the OPITO Competence Assessor certificate may not be recognised to
assess qualifications issued by other organisations e.g. National or Scottish Vocational
Qualifications in the UK. Delegates should clarify with the relevant organisation prior to
conducting assessment.
Associated Standard
OPITO has also developed an Internal Verifier Training Standard.
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OPITO
SECTION A
A.1
Competence Assessor Training Programme
Target Group
The competence assessor standard has been developed for individuals within an organisation
who are designated to be competence assessors.
A.2
Delegate Pre-requisites
There are no prerequisites required for the Competence Assessor Training programme.
Note: For the purpose of this standard:

Delegates are the people attending this Competence Assessor Training programme.
Candidates are the individuals whose performance will be assessed in the workplace
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OPITO
A.3
Physical and Stressful Demands of Training Programme Not

Applicable
This section has been intentionally left blank.
A.4
Aims and Objectives
The aims and objectives of this programme is to impart initial training requirements to enable
trainee assessors, now referred to as delegates, to acquire the necessary knowledge and skills
to carry out assessments.
Upon successful completion of the training and with evidence that the skills and knowledge
have been successfully applied in the workplace , the delegate would be eligible to conduct
workplace assessments, providing they themselves are technically competent in the discipline
being assessed.
Following this training, it will be the responsibility of the employing organisation to allow each
assessor to gain further experience. This will normally fall under the jurisdiction of the
organisations internal verifier position(s).
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OPITO
A.5
Learning Outcomes
During the training programme, delegates will be required to demonstrate their skills and
understanding of the following key areas.
To successfully complete this training delegates must able to explain:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
What competence assessors and internal verifiers do

The reasons for having competence systems in the workplace
Language and formats of competence standards
The value of different evidence sources
How to advise candidates during the planning meeting
The methods of assessment and when best to use each type
The importance of consistency in assessment decisions
Record keeping requirements
How to maintain confidential information
How to deal with special requirements relating to delegates needs
How to deal with disputes and appeals
Why the assessment plan should be updated to reflect progress
Where and when to provide feedback that motivates the delegate
How assessments are quality assured
The role of OPITO and its requirements relative to competence within the Oil & Gas
Industry
16. The importance of involving candidates in the appropriate assessment planning
process
To successfully complete this training delegates must able to demonstrate (in the workplace):
17. How to create assessment plans for candidates
18. How to carry out effective assessment using a variety of sources of evidence
19. How to make an assessment decision based on examination of a collection of
evidence
20. How to record assessment feedback for candidates
21. How to keep pertinent records
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OPITO
A.6
Delegate Performance Assessment
Delegates attending this competence assessor training programme will be given a series of
explanations and demonstrations that will identify what they are expected to know and do.
This will be followed by practical exercises allowing delegates to practice their skills, knowledge
and understanding of the competence assessor role. All practical exercises shall use, wherever
possible, the actual paperwork that the delegates are expected to use in their workplace. Where
this is not possible, suitable alternatives can be used.
Delegates will also complete a 45 minute open book written test (in an invigilated environment)
testing the underpinning knowledge of the theory learning outcomes of this OPITO approved
competence assessor standard. (See below for guidance on content).
Guidance on Test Contents

The test questions will be set against the stated learning outcomes in Section A.5.
The duration of the test is 45 minutes and must be in the form of a knowledge test covering
Learning Outcomes 1-16. The following questions will be included in the test:
1. List three of the main responsibilities of an assessor.
2. Give two reasons why planning is important before carrying out an assessment.
3. List 4 methods of assessment most commonly used in your workplace.
The issue of an OPITO Competence Assessor Certificate will only be issued to the delegate
after the OPITO-approved Centre has assessed the delegates work place evidence and
deemed it as meeting the required standard.
Note: Learning Outcomes 17-21 will be achieved from evidence gathered in the workplace (refer
to Section B) over a 12 month period.
A.7
Duration of the Training Programme
The optimum 'contact time' for this training and assessment programme is 14 hours.
It is suggested that a ratio of 60% to 40% theory to practical is appropriate.
The total contact time per day shall not exceed 8 hours.
The total training day shall not exceed 10 hours (the total training day includes contact time,
coffee and meal breaks, and travel time between training sites where applicable).
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OPITO
A.8
The Training Programme
The training programme provided below is designed to help delegates achieve the stated
learning outcomes specified in section A.5. Contents in Appendix 1 must be covered prior to
course commencement.
To make efficient use of time and ensure effective learning there should, wherever practicable,
be an integration of the three phases of explanation, demonstration and practice. Full use
should be made of audio / visual aids and course handout material.
Prior to the start of the course, the following must be included as part of the introduction by
training staff:
(a)
(b)
(c)
(d)
(e)
Aim The main purpose of the module

Learning Outcomes What the delegates are expected to learn
Timetable Training module duration and timing
Assessment how delegates will be assessed and what they will be assessed
against
Staff - who will be delivering the training and roles of training support staff.
The time taken for this introduction is expected to be approximately 10 minutes.

The training course consists of the following modules and elements:
Module 1
Element 1.1
Element 1.2
Introduction to Assessment
Introduction to competence assessment
Evidence Sources
Module 2
Element 2.1
Element 2.2
Carrying out the Assessment

Defining and agreeing to the assessment process
Evaluating evidence and making the assessment decision
Module 3
Element 3.1
Element 3.2
Giving Feedback and Record Keeping

Giving candidates feedback on performance
Recording assessment decisions
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OPITO
MODULE 1
Introduction to Assessment
ELEMENT 1.1
Introduction to Competence Assessment
Training staff to explain:

1.1.1
1.1.2
1.1.3
1.1.4
ELEMENT 1.2
The purpose of competence programmes (content, procedures and

processes) which the delegate will encounter in the workplace.
The main benefits of competence assessment for employers and employees
The responsibilities of employees, competence assessors, internal verifiers
and line managers in the assessment and quality assurance process
Assessor and assessment-related language used within the delegates
organisation.
Evidence Sources

1.2.1
The two main sources of assessing competence:

(a) Observation
(b) Questioning
1.2.2
Other sources of assessing competence, to include:

(a) Reports (R)
(b) Accredited Prior Learning (APL) / Accredited Prior Experience (APE)/
Accredited Prior Knowledge (APK)
(c) Simulations (S)
(d) Witness testimony (W)
(e) Using audio/visual records of performance
(f) Professional discussion.
1.2.3
The strengths and weaknesses of each source of evidence.
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OPITO
MODULE 2
Carrying out the Assessment
ELEMENT 2.1
Defining and Agreeing to the Assessment Process

2.1.1
Involving candidates in the competence assessment planning process, to

include:
(a)
(b)
(c)
(d)
(e)
2.1.2
2.1.3
2.1.4
2.1.5
2.1.6
Evaluating the past experience and achievements of the candidate

Agreeing the current standard expected of the candidate
Agreeing what needs to be done to satisfy the standard
Planning to make the best use of time and evidence
Identifying good assessment opportunities
Advising and encouraging candidates who have different levels of confidence

and experience to reach their potential
Assessment requirements for candidates with special requirements and how
to provide for them
Agreeing arrangements to deal with confidentiality and sensitive issues
How disputes that occur during the assessment will be handled
Record keeping requirements for assessment plans and future updating
arrangements.
Practical Exercise 2.1.7:

Each delegate is to practise creating an assessment plan based on a unit from an appropriate
standard using a blank company assessment plan form (see list in C.4 Materials).
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OPITO
ELEMENT 2.2
Evaluating Evidence and Making the Assessment Decision

2.2.1
2.2.2
Identifying and using different types of evidence for carrying out assessments
How evidence should be produced from normal work activities and be:
(a)
(b)
(c)
(d)
(e)
2.2.3
2.2.4
2.2.5
2.2.6
Communication skills to include: active listening, body language, barriers

Unobtrusively observing candidates perform in the workplace
Asking questions during or as soon as possible after the observation in a
suitable environment
The differences between types of questions, to include:
(a)
(b)
(c)
(d)
(e)
2.2.7
2.2.8
2.2.9
2.2.10
2.2.11
2.2.12
2.2.13
2.2.14
Valid
Authentic
Current
Relevant
Sufficient
Open
Closed
Specific
Hypothetical
Leading
Asking clear, appropriate questions which do not lead candidates or

negatively affect their confidence
Asking clear, appropriate questions which examine the candidates
knowledge
Judging reports of APL, APE, APK, previous work experience and candidate
achievement
When simulation can be used and setting appropriate tasks
Using evidence from other authenticated witnesses/sources
Using audio/visual records of performance
Encouraging the candidates to contribute evidence that adds value to the
assessment
Making the assessment decision:
(a) Competent
(b) Not Yet Competent (NYC)
2.2.15
2.2.16
2.2.17
2.2.18
The importance of consistency in assessment decisions

Reviewing and updating the assessment plan to reflect progress of the
candidate
The issues that might arise assessing friends or people averse to the
process
How to recognise and challenge discrimination in assessment
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OPITO

In groups, delegates to practice evaluating and discussing a series of completed
documentation that would, and would not be acceptable for assessment evidence (see list in
C.4 Materials).

Individually, each delegate to practice evaluating samples of workplace evidence (see list in
C.4 Materials), making an assessment decision and explaining the rationale behind their
conclusion. Discuss the results as a group.
Please note: It is the responsibility of the training provider to present realistic completed
documents that will test the delegatess ability to make an assessment decision. It is particularly
important, if the decisions are not the same across the group to discuss the importance of
consistency in assessment decisions.
MODULE 3
Giving Feedback and Record Keeping
ELEMENT 3.1
Giving Candidates Feedback on Performance

3.1.1
Providing feedback to the candidate that is:

(a) At an appropriate time and place
(b) In a constructive and encouraging way
(c) Appropriate to their level of confidence
3.1.2
3.1.3
3.1.4
3.1.5
3.1.6
3.1.7
Conveying and explaining assessment decisions to the candidate

Giving candidates constructive advice when they cannot prove their
competence
Identifying and agreeing to the next steps in the assessment process
Obtaining feedback from the candidate on the assessment
Recording feedback
The appeals procedure, and processes for handling appeals

Based on the completed evidence forms from the practical exercises 2.2.19 and 2.2.20,
delegates to practice role-playing a feedback session where the decision is Competent and a
feedback session where the decision is Not Yet Competent.
The remainder of the class must evaluate the role play performances and make suggestions (if
necessary) for improving the feedback sessions.
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OPITO

Using several feedback scenarios (see example in Appendix 2), delegates to practice roleplaying feedback sessions in which difficult issues or disagreements are raised.
The remainder of the class must evaluate the performances and make suggestions (if
necessary) for improving the feedback sessions.
Delegates to practice recording the feedback from these sessions..
ELEMENT 3.2
Recording Assessment Decisions

3.2.1
3.2.2
3.2.3
Recording the outcome of an assessment

Ensuring assessment records are accurate, complete, up to date, and
provide an auditable trail of evidence
The internal verification process.

Using the information from previous exercises 2.2.19 and 2.2.20, delegates to practice
recording and cross-referencing evidence to the standard being assessed using the blank
assessment form. Exchange and check (verify) another delegates work for accuracy and
understanding. Discuss the issues of recording information as a group.
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OPITO
SECTION B
Workplace Evidence Requirements
The following assessment evidence, generated in the workplace, is to be provided by the

delegate or the organisations representative to the training provider as soon as possible but
within twelve months of completion of the OPITO Competence Assessor Training course.
Workplace evidence submitted must be sufficient to meet the Learning Outcomes. This
evidence will be assessed by the training provider prior to issuing an OPITO certificate. .
Should the OPITO Competence Assessor certification not be achieved within twelve months,
delegates are to re-take assessments as detailed in Section A.6. Assessments are carried out
by OPITO-approved training providers.
Evidence Requirements to meet Learning Outcomes 17-21:

In order to achieve learning outcomes 17-21, delegates must submit, as a minimum, the
assessment-related documentation listed below to the OPITO-approved Training Provider within
a twelve month period. Two candidates must be assessed in the workplace and the same two
candidates must be used throughout the assessment process:
a) Assessment plans for each candidate
b) Records showing that the assessments were carried out using a variety of
methods but with observation and questioning being the minimum and prime
sources of evidence and supporting secondary sources of evidence covering
naturally occurring product evidence and simulation
c) Records showing how the individual assessment decisions were reached
d) Records of assessment feedback to each candidate
e) Verification of both assessments by the employing organisation's representative
who has the responsibility for the quality assurance of assessment decisions
On receipt of the above documentation, the training provider will:
1. Make a judgement for each delegate of "Competent", or "Not Yet Competent", based on
the assessment evidence only (i.e. points a) d) above). The internal verification
process should be seen to be robust but not part of this assessment decision.
2. Where the judgement is "Competent", the training provider will inform the delegate and
will issue a certificate. The delegate will retain all training material and assessment
records resulting from the course. The training provider will keep a copy of the
completed assessment evidence i.e. completed test paper, evidence required from the
workplace plus course evaluation forms, for OPITO audit purposes.
3. Where the judgement is "Not Yet Competent", the training provider should make every
effort, via feedback to the delegate and the Internal Verifier to assist the delegate to
become Competent (then revert to Point 2 above).
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OPITO
SECTION C
Resources
In order that a training programme may be delivered successfully it is essential that

appropriately qualified and experienced people are there to deliver and support the programme
and that the appropriate facilities and equipment are in place. Instructional staff will be required
to carry out training, and assessors will be required to judge the delegates competence.
C.1
Staff
All instructional staff must:

(a) Be trained in instructional/lecture
instructing/teaching experience
techniques
and/or
have
proven
(b) Have their training and development needs regularly reviewed and have a
programme in place to meet any identified requirements
Assessors will be discipline experts in competence assessment, trained and qualified in
assessment techniques.
All staff will have the appropriate competencies to conduct/assist with the element of training
being undertaken.
C.2
Trainer/Delegate Ratio
(a)
The maximum number of delegates attending this programme is eight using one
instructor or sixteen using two instructors.
(b)
The minimum number of delegates attending this programme is two
(c)
The following ratios indicate the maximum number of delegates to be supervised

by one instructor at any one time during each activity or two instructors at any
one time:
Theory
Demonstration
Practical
1:8
1:8
1:8
1:16
2:16
2:16
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OPITO
C.3
Facilities and Location of Training
In order to deliver the competence assessor course effectively, the following facilities need to be
in place:
Administration arrangements to support delegates from booking, through registration

and assessment to certification
Theory training area(s) and practical training area(s) designed to enable each delegate
to participate fully in the activities listed in the training programme and which will not be
used simultaneously for any other activity
.
All facilities must be maintained, and where appropriate, inspected and tested in
accordance with current standards/legislation.
Location of Training
It is recognised that the restricted range of resources and facilities required makes this course
suitable for on-location training. However, prior to any courses being delivered remotely,
training providers must comply with the following requirements:
a) Prior to initial approval, the training provider will specify a single approved site and
advise OPITO of its intention to deliver training remotely.
b) The training provider will advise OPITO of the location of any remote training in advance
of each delivery (where possible, 10 days in advance).
c) The training provider shall ensure the suitability of facilities and arrangements prior to
delivery.
d) Documented evidence will be retained by the training provider to show that delivery of
training at the remote site meets the criteria detailed in this OPITO standard including,
but not limited to, facilities, equipment and qualification of instructional & assessment
staff.
e) Documented management procedures shall be retained which record any measures
required to assure the quality and safety of on location training.
f)
All records and associated documentation must be retained at a single, specified

location, mutually agreed with OPITO, and made available at time of audit.
g) OPITO reserves the right to physically audit any or all of the remote sites operated by
the training provider.
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OPITO
C.4
Materials
As a minimum, the following materials will be required:

Element 2.1 Defining and Agreeing to the Assessment Process
(1) A competence standard appropriate to the delegates expertise
(2) Blank Company Assessment Plan to complete for one unit of the standard
Element 2.2 Evaluating Evidence and Making the Assessment Decision

(3) Examples of completed CVs, witness testimonies, evaluation reports, work logs,
Tool Box Talk records, observation/assessment forms, management records,
certificates etc. containing a mix of evidence which demonstrates competence or
lacks the appropriate details
(4) A completed Observation Assessment form
(5) Additional completed item(s) of evidence (e.g. Witness testimony, simulated
evidence form, certificate, CVs etc.)
(6) Relevant section of a standard that applies to the evidence collected in the first
two requirements of Practical Exercise 2.2.20
Element 3.1 Giving Candidates Feedback on Performance

(7) Use evidence generated in Practical Exercises 2.2.19 and 2.2.20 that will prompt
role play for a Competent and a Not Yet Competent decision
(8) Feedback scenarios that will prompt role play in several feedback sessions in
which difficult issues or appeals might be raised (see Appendix 2 for an example)
(9) Blank feedback forms for recording feedback summary
Element 3.2 Recording Assessment Decisions

(10)
A blank Assessment form
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OPITO
SECTION D
D.1
Administration and Certification
Joining Instructions
The OPITO-approved Training Provider must provide the delegate with course information prior
to course so that delegates are aware of the requirements of the standard.
D.2
Periodicity
There is no expiry date for the OPITO approved Competence Assessor Training certificate.
Note: It is the delegates employing companys responsibility to determine the validity of this
certificate and how to re-validate the delegates training.
D.3
Certification
Training Centres are responsible for issuing a certificate direct to the delegate completing the
programme and to the sponsoring company (when required). An OPITO certificate will be
issued by the training provider to all delegates assessed as meeting the stated learning
outcomes and workplace evidence requirements specified in Section B. The issue of a
certificate indicates that the delegate has achieved the level of competence required to be
recognised as an OPITO Certified Competence Assessor and must contain the following:
(a)
(b)
(c)
(d)
(e)
(f)
(g)
D.4
Training Centre name

Full OPITO course title stating that it is OPITO-approved
OPITO registration code
Delegate's name
Course dates
Unique Certificate Number (UCN) Refer to OPITO UCN Guidance doc. for
details
Training Centre Signatory.
Course Administration
Each delegate attending any OPITO approved programme must be registered with the Central
Register (CR) operated by OPITO. Registration must be made by the training establishment to
OPITO within one week of the delegate completing the training and final assessment.
OPITO confirms that information on the registration form will be contained in a computerised
register which will be available to employers, prospective employers and training providers in
the oil and gas industry to verify training records. At all times use of this data will be strictly in
accordance with principles laid down in relevant data protection legislation.
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OPITO
Glossary of Terms and Abbreviations

APE
Accredited Prior Experience
APL
Accredited Prior Learning
APK
Accredited Prior Knowledge
Competence Assessor
Trained to conduct assessments on the organisations

personnel to ensure they are competent to perform their
work according to operational standards
Internal verifier
Trained to authenticate the organisations assessors

judgements to ensure assessments are carried out
consistently.
Appendix 1 OPITO Information

The topics listed below are to be delivered as part of the introduction to this course and included
in the Lesson Plans/Instructor guides/Exercise Plans. Additional introduction topics may include
training centre layout and alarms, emergency actions, first aid and domestic arrangements
Mandatory OPITO Information:
a) Medical Fitness
b) Certification Periods
c) CR/Vantage (provided by OPITO)
d) OPITO Customer Service Statement (provided by OPITO)
e) The roles of employers and training providers (provided by OPITO)
f) What is OPITOs role in industry? (provided by OPITO)
g) Current Global Network of training providers (provided by OPITO)
h) Emergency Response Framework (provided by OPITO applicable for ER Training
Providers)
i) OPITO DVD (BOSIET/TBOSIET only) provided by OPITO
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OPITO
Appendix 2 Feedback Scenarios Examples

Feedback scenarios, based on characteristics similar to the examples below, are to be devised
by the training provider.
Example #1
Candidate:
Very experienced and confident, but unable to communicate some of the technical know-how
Assessor:
Knowledgeable, calm, considerate
You like the candidate and want him to succeed
Assessment:
During an Observation Assessment with some additional questions, you have deemed the
candidate competent. However, afterwards, you have reservations that youve been too easy
and havent explored their competence in detail.
Challenge:
The assessor needs to consider the importance of the impartiality and objectivity of assessment
decisions rather than making judgements based on personal feelings, especially when
assessing candidates they know and like. Will the assessor demonstrate effective
communication skills, explored during the training, to research more avenues of assessment
before giving a final conclusion?
Example #2
Candidate:
Not especially experienced but very confident
Liable to make silly mistakes by trying to work too fast
Arrogant when their abilities are called into question
Assessor:
Knowledgeable, calm, considerate, but quite timid (you give-in quite easily)
You dont know the candidate and dont think youll ever meet them again
Assessment:
During an Observation Assessment, the candidate made quite a few mistakes but quickly
explained that they were due to just being far too busy. The judgement was Not yet
Competent.
Challenge:
The assessor needs to be able to explain his/her decision with confidence, especially when
dealing with difficult personalities.
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OPITO
Example #3
Candidate:
Very experienced but lacking in confidence
Not able to communicate well with superiors
Will give in to another persons view when challenged
Assessor:
Knowledgeable, but slightly arrogant with the position of being a supervisor and an assessor
You know the candidate, but dont have much consideration for them as you think they are too
timid
Assessment:
During a Questioning Assessment, the candidate was very nervous and found it difficult to
answer all your questions. Once they did answer, they clearly showed clear knowledge of the
subject matter. Maybe the awkward phrasing of your questions was compounded by your
aversion for the candidate? The judgement was (eventually) Competent, but you feel you need
to tell the candidate that you nearly deemed them Not Yet Competent as you think theyre not
confident enough.
Challenge:
The assessor needs to temper their own feelings when making competence decisions, and
understand the importance of supporting the candidate whenever possible.
Page 24 of 24

Competence Assessor Training Standard

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OPITO APPROVED STANDARD

OPITO Approved Standard

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OPITO Approved Standard

A.7 Workplace Evidence

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Replaced Course Code

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Competence Assessor Training Programme ................................................ 7

TARGET GROUP ............................................................................................................ 7

Workplace Evidence Requirements ..............................................................17

Administration and Certification ...................................................................21

JOINING INSTRUCTIONS .................................................................................................21

Glossary of Terms and Abbreviations ...................................................................................22

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Introduction and Course Description

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Competence Assessor Training Programme

Note: For the purpose of this standard:

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Physical and Stressful Demands of Training Programme Not

This section has been intentionally left blank.

Aims and Objectives

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What competence assessors and internal verifiers do

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Delegate Performance Assessment

Guidance on Test Contents

Duration of the Training Programme

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The Training Programme

Aim The main purpose of the module

The time taken for this introduction is expected to be approximately 10 minutes.

Carrying out the Assessment

Giving Feedback and Record Keeping

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Introduction to Competence Assessment

Training staff to explain:

The purpose of competence programmes (content, procedures and

Training staff to explain:

The two main sources of assessing competence:

Other sources of assessing competence, to include:

The strengths and weaknesses of each source of evidence.

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Carrying out the Assessment

Defining and Agreeing to the Assessment Process

Training staff to explain:

Involving candidates in the competence assessment planning process, to

Evaluating the past experience and achievements of the candidate

Advising and encouraging candidates who have different levels of confidence

Practical Exercise 2.1.7:

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Evaluating Evidence and Making the Assessment Decision