TRAINERS

METHODOLOGY
(TRAINER-ASSESSOR) Level I

STEPS IN CONDUCTING
COMPETENCY ASSESSMENT
TMI
 STEPS IN CONDUCTING COMPETENCY
ASSESSMENT
Adapted from the Procedures Manual on Competency Assessment

The Competency Assessor shall:

1. Wear the prescribed Competency Assessor’s ID

2. Ensure that the assessment shall be conducted in accordance
with the methodology and procedures set by TESDA
3. Comply with the steps in Conducting Competency
Assessment

PRE-ASSESSMENT
STEP 1 – ESTABLISH THE ASSESSMENT CONTEXT AND PURPOSE OF
ASSESSMENT
PARTICULARS MATERIALS/
RESOURCES
The Assessor
1. Review the Qualification or Units of Competency • Training Regulations
to be assessed • Assessor’s Guide
 STEPS IN CONDUCTING COMPETENCY
ASSESSMENT
2. Ensure that the environment in which the assessment • Assessor’s Guide
activity shall take place complies with the requirements
and purpose of assessment. This includes:
• Physical setting
• Materials
• Occupational Safety and Health

3. Ensure that the following assessment resources are • Assessor’s Guide

available
• Complete set of safe and functional equipment and
tools
• Complete set of supplies and materials
• Personal protective equipment, when applicable

4. Know the purpose of assessment

• Recognize current existing competency of
assessment
• Determine if competency has been achieved
• Meet organizational requirements
• Certify competence
 STEPS IN CONDUCTING COMPETENCY
ASSESSMENT
STEP 2 – PLAN AND PREPARE THE EVIDENCE GATHERING PROCESS
PARTICULARS MATERIALS/
RESOURCES

1. Receive assessment package composed of the • Competency

following from TESDA Representative Assessment Tools
• One copy of Assessor and Assessment Guides (CATs)
• Copies of Specific Instruction to the Candidates,
CARS and Rating Sheet corresponding to the
number of candidates to be assessed

2. Receive the following from the AC Manager/ • Accomplished

Processing Officer Application Form
• Accomplished Application Form and SAG and SAG
• Folios of the candidates • Folios of the
• Attendance Sheet with the encoded names of candidates
candidates • Attendance Sheet
with the encoded
names of
candidates
 STEPS IN CONDUCTING COMPETENCY
ASSESSMENT
STEP 3 – PREPARE THE CANDIDATE
PARTICULARS MATERIALS/
RESOURCES

In this Step, the Assessor shall use this SCRIPT • Assessor’s Guide

As an Assessor, you shall ensure that

• The candidate is relaxed and not apprehensive
• Rapport with candidate is established

SCRIPT: • Assessor’s Guide

Greetings! (Good Morning!)

I am ________ , a member of the Regional Experts

Panel for TMI Assessment

I would like to introduce also the other members of the

panel _______ and _______.
 STEPS IN CONDUCTING COMPETENCY
ASSESSMENT
I would like to acknowledge the presence of our TESDA • Attendance
Representative (mention the name) Sheet

At this point you will do the following:

1. Collect the admission slip
2. Check the attendance sheet and identity of your candidates (you
may request for a valid ID to validate the identity of your
candidate)
3. Instruct your candidates to sign in the Attendance Sheet

After you have finished with the three activities, you shall conduct • Assessor’s
orientation to the candidates on the following: Guide

1. CONTEXT AND PURPOSE OF ASSESSMENT

You will inform the candidates where the different tasks will be
performed e.g. written report, demonstration of skills, feedback,
among others

2. QUALIFICATION/ UNITS OF COMPETENCY TO BE ASSESSED

• Inform the candidates of the Qualification and Units Of
Competency To Be Assessed
 STEPS IN CONDUCTING COMPETENCY
ASSESSMENT
3. TASKS TO BE PERFORMED, ASSESSMENT METHODS, TIME • Assessor’s
LIMITS, EVIDENCE TO BE COLLECTED, WEIGHT FACTOR AND Guide
CUT OFF MARK

For example
COC2: Conduct Competency Assessment

Assessment Method Wight Factor Time

• Written Report 30% 20-mins.
• Demonstration 63% 20-mins.
• Oral Questioning 7%
TOTAL 100%
A score of 80pts or better: COMPETENT

4. ALLOWABLE/REASONABLE ADJUSTMENTS AND THE LEGAL

AND ETHICAL RESPONSIBILITIES ASSOCIATED WITH THE
ASSESSMENT PROCEDURES
• Designed to ensure that all people are treated equally in the
assessment process
• Must not compromise the integrity of the competency standard
 STEPS IN CONDUCTING COMPETENCY
ASSESSMENT
Example
• Adjustment to physical environment or venue
• Considerations relating to religious observances, age, medication,
among others

5. THE DO’S AND DON’TS INSIDE THE COMPETENCY

ASSESSMENT CENTER

Example: DO’s
• Follow the security policy and procedures
• Follow rules on the use of facilities
• Observe OSH

Example: DON’Ts
• Using cellphone during assessment
• Leaving the premises of the AC without informing the Assessor or
any staff
• Loitering in the premises
 STEPS IN CONDUCTING COMPETENCY
ASSESSMENT
6. THE RIGHTS AND APPEAL SYSTEM
• Inform the candidates that in the event he/she is not satisfied of
the result of assessment, he/she can appeal in writing addressed
to the AC Manager immediately after the assessment (and not
several days after the assessment)

7. ISSUANCES AND VALIDITY OF THE TMC/COC

• The TMC/COC is issued by the Provincial Office upon
presentation of CARS. It has a validity period of five (5) years

8. RE-ASSESSMENT PROCEDURES
• A candidate for Full Qualification assessed as NOT YET
COMPETENT may apply for reassessment anytime at his/her
own convenience. Reassessment shall only focused on the
specific areas not satisfactorily achieved
 STEPS IN CONDUCTING COMPETENCY
ASSESSMENT
DURING ASSESSMENT
STEP 4 – COLLECT THE EVIDENCE AND MAKE THE ASSESSMENT DECISION

PARTICULARS MATERIALS/
RESOURCES
1. Provide the candidates with all materials, tools, and • Assessor’s Guide
equipment required to complete the tasks

2. Provide each candidate a copy of the Specific • Specific Instructions to

Instructions to the Candidate the Candidate
• Provide time (5-10 minutes) for the candidate to
read this document
• Ask questions for clarity of instruction

3. Conduct assessment in accordance with the

methodologies specified in the Evidence Plan and
the Specific Instructions for the Competency
Assessor
 STEPS IN CONDUCTING COMPETENCY
ASSESSMENT
4. Implement the evidence gathering process in • Assessors Guide
accordance to the principles of competency based • Rating Sheet
assessment and ensure its VALIDITY, RELIABILITY,
FAIRNESS AND FLEXIBILITY
• VALIDITY refers to the extent to which the
interpretation and use of an assessment outcome
can be supported by evidence
• RELIABILITY refers to the degree of consistency and
accuracy of the assessment outcomes
• FAIRNESS means that assessment does not
disadvantage particular groups
• FLEXIBILITY refers to the opportunity for a candidate
to negotiate certain aspects of the assessment (e.g.
religious observances) with their assessor

5. Observe the candidate and keep notes of unusual

conditions or situation during the entire conduct of
assessment
 STEPS IN CONDUCTING COMPETENCY
ASSESSMENT
6. Collect appropriate evidence and match compatibility to the
elements, performance criteria, range of variables and
evidence guide in the relevant units of competency
• Characteristics of quality evidence
o Encompass the performance criteria to demonstrate
achievement of the outcomes (elements)
o Reflect the skills, knowledge attitudes defined in the
relevant unit of competency
o Show application of skills in the context describe in
the range
o Demonstrate competence over a period of time
o Demonstrate repeatable competence
o Be the work of the candidates
o Demonstrate current skills/knowledge of the
candidate
• Requirements for the collection of quality evidence
o Assessment must address the scope of the unit and
reflect all components of the unit
o A range of appropriate assessment methods/
evidence gathering techniques is used to determine
competency
 STEPS IN CONDUCTING COMPETENCY
ASSESSMENT
o Evidence must be gathered in the workplace or
simulated workplace
o Evidence collected must relate to the number of
performances assessed at different points in time
o A judgment of competence should only be made
when the assessor is confident that the required
outcomes of the unit have been achieved and that
consistent performance has been demonstrated

7. Collect Evidence That Meets The Rules Of Evidence

• VALID – Is the evidence
o Related to the current version of the standards?
o Relevant to the elements performance criteria in
the standard?
o Consistent with range of variables and the
evidence guide?

• CURRENT – Does the evidence

o Reflect the candidate’s current knowledge/skills in
the relevant aspect of work?
 STEPS IN CONDUCTING COMPETENCY
ASSESSMENT
o Establish that the candidate can meet the elements
and performance criteria specified in the current
version of the relevant standards?
• SUFFICIENT – Does the evidence
o Cover all the elements?
o Meet all the evidence requirements?
o Illustrate that the candidate can meet the
dimensions of competency?
• AUTHENTIC – Is the evidence presented the
candidate’s own work? What procedures are in place to
ensure the authenticity of the evidence?
• CONSISTENT – Does the evidence
o Show that the candidate consistently meets the
standards under workplace conditions rather than
showing a one-off demonstration of standards?
o Incorporate multiple items of evidence?
• RECENT – Does the evidence shows that the latest
training attended by the candidate is related to the
current version of competency standards?
 STEPS IN CONDUCTING COMPETENCY
ASSESSMENT
8. Judge The Evidence In Terms Of The Four Dimensions Of
Competency

• TASK SKILLS – this requires performance of the tasks to

the required standard as prescribed in the unit of
competency and expected in the workplace. The
assessor needs to collect evidence that the candidates
can do the individual actions as well as the whole task

• TASK MANAGEMENT SKILLS – candidates should

provide evidence that they can work efficiently to meet
deadlines, handle a sequence of inter related tasks and
progress smoothly between tasks

• CONTINGENCY MANAGEMENT SKILLS – the

candidates should show evidence to respond to
irregularities and dealing with contingencies

• JOB ROLE/ENVIRONMENT SKILLS – the ability of the

candidate deal with responsibilities and expectations of
the work environment
 STEPS IN CONDUCTING COMPETENCY
ASSESSMENT
9. Record on the appropriate Rating Sheet details of
evidences collected and judgment made about the
candidate’s performance

POST ASSESSMENT
STEP 5 – PROVIDE FEEDBACK ON THE ASSESSMENT

NOTE: If the Assessor has established good rapport with the

candidate before and during the assessment, it is easier to
discuss performance
After all the tasks have been completed by the candidate, the • Accomplished
Assessor shall: Rating Sheet
1. Record the assessment outcome using the prescribed
Rating Sheet

2. Review the assessment decision indicated in the Rating

Sheet against the evidence plan before providing feedback

3. Accomplish CARS • CARS

o Recommend issuance of TMC/COC if candidate is found
Competent
 STEPS IN CONDUCTING COMPETENCY
ASSESSMENT
o Recommend reassessment if Candidate is found Not Yet
Competent (the assessor must be familiar with the
Assessment and Certification arrangement of the
Qualification)

4. Provide the candidate feedback on the outcomes of the • Accomplished

assessment process. This includes providing the candidates Rating Sheet
with: • Accomplished
o Clear and constructive feedback on the assessment CARS
decision
o Information on ways of overcoming any identified gaps in
competency revealed by the assessment (if Not Yet
Competent)
o The opportunity to discuss the assessment process and
outcome
o Information on reassessment process when required
o Information that successful candidates may claim their
TMC/COC at the TESDA PO within three(3) working
days after assessment
 STEPS IN CONDUCTING COMPETENCY
ASSESSMENT
• TIPS ON FEEDBACK ON NEGATIVE ASSESSMENT
o Be as positive without raising any false expectations
o Be as precise about the gaps in the candidate’s
competence
o Identify whether any part/s of the assessment needs
to be repeated, if so, which part/s
o Emphasize and explain the results
o Suggest further learning or practice to fix the gaps
o Arrange further opportunity for candidate to
complete assessment requirements

5. Ensure that the Rating Sheet and CARS are signed by the • Accomplished
candidate after providing feedback Rating Sheet
• Accomplished
CARS

6. Submits accomplished CARS to the AC Manager for • Signed Rating

signature together with the accomplished Rating Sheet Sheet
• Accomplished
and signed
CARS
 STEPS IN CONDUCTING COMPETENCY
ASSESSMENT
STEP 6 – Recording and Reporting the Assessment Results
After providing the candidate feedback on the result of assessment, the Assessor
shall
1. REVIEW ALL ASSESSMENT REPORTS • Rating Sheets
• Rating sheets are signed by the candidates • Attendance sheet
• Attendance sheet is completely accomplished
o Signed by the candidates
o With complete assessment results
o Signed by the Assessors
• CARS are completely accomplished

2. RETURNS ASSESSMENT RELATED DOCUMENTS TO • Assessor’s Guide

THE TESDA REPRESENTATIVE • Assessment
• Assessor’s Guide Guide
• Assessment Guide • Specific
• Specific Instructions to the Candidate Instructions to the
• Attendance Sheet Candidate
• Rating Sheet with Summary Sheet
 STEPS IN CONDUCTING COMPETENCY
ASSESSMENT
3. Ensure that assessment results have been recorded • Rating Sheet
accurately. These shall be validated from the Rating • CARS
Sheet, CARS, and Attendance Sheet • Attendance Sheet

4. REVIEW AND SIGN THE REGISTRY OF WORKERS • RWAC

ASSESSED AND CERTIFIED (RWAC) • Rating Sheet
The assessor shall review and validate the Assessment • CARS
Result in the Registry from the Rating Sheet, Summary • Attendance Sheet
Sheet, CARS, and Attendance Sheet before signing the
document.
The RWAC is a record that contains the documentation
of the results of assessment and as basis for national
certification.
NOTE: THE RWAC MUST BE SIGNED WITHIN THE
DAY. DO NOT LEAVE THE ASSESSMENT CENTER
WITHOUT SIGNING THIS DOCUMENT!
 STEPS IN CONDUCTING COMPETENCY
ASSESSMENT
5. Submit complete set of assessment documents to the AC • Application Form
Manager • SAG
• Application Form • RWAC
• SAG
• RWAC