1:1 Functions of assessment
Initial assessment- the starting part, used to decide what is known, what needs to be taught and what can be assessed. Formative assessment- this stage is where the learner is still in training and requires feedback on how they are progressing. Summative- used to judge completion. Whether you have passed or not. Holistic- clustering of assessments based on the grouping of a work role, rather than stand alone.
Functions of assessment in training
– Identify the skill gap – Design the training – Deliver the training – Plan the assessment – Assess – Feedback – Either move on to the next part of training or go back and re do the previous assessment.
This starts from the minute you get a new learner signed on. I do this by, setting out a training plan, giving the training, deciding with the learner when we both feel they are ready to be assessed and then do the assessment. With Sonya, she came from another salon where she had already done her level 2, she was about to be signed on to level 3. Before we got her signed on we done an assessment on a colour and a cut to make sure she was competent at level 2.
1:2 Key concepts and principles of assessment
Reliability: By using the criteria and qualification and credit framework any assessor working independently should come to the same decision when assessing a learner. The learner should have been given the appropriate training and be competent to do the assessment. Validity: Is the work valid to the unit? The learner should be watched at all times to make sure the work is authentic.
Assessments show us, what the learner is capable of and where further training would be required. It would also show if the learner needed any extra help.
1:3 Responsibilities of the assessor
– Make sure the candidates logbook is marked of when an assessment has been passed.
– Provide opportunities for assessment and make sure you book time out in your column. – Be fair to all candidates, avoid any discrimination, comparing one against the other. – Assess the learner against the national occupational standards and not your own opinion of what the standards should be. – Consider the needs of the individual candidates; one might have a different learning style to the other. Learning difficulties should also be taken into account and help appropriate given where needed.
– Plan and assess assessments with candidates. Make sure learner and assessor think it is the right assessment to be done and that the learner is capable of doing the assessment. – Place the learner under no undue pressure. If the candidate does not feel good about doing the assessment you should encourage them, if as an assessor you think they are capable of passing the assessment. But do not apply pressure as this could make the learner worry or feel stressed out by this. – Check and ensure all the evidence is valid, authentic, current, sufficient and reliable. Make sure the work is valid to the unit and accurate, the learners own work, the work is consistent and of the appropriate nvq level criteria and is not a fluke. The work should also be current, i.e. if the learner has transferred salons and had some assessments already signed off you should make sure they are currently competent. – Give constructive feedback. Using “complement sandwich” Positive comment
Critical comment Positive comment Make sure you include the learner to give self assessment so you know how they think they have done. When giving your feedback always start with “how do you think you did?” Always give feedback promptly and record all assessment decisions and evidence clearly and fully so that everyone can always look back and see what has been said and done. Also in case there are any disagreements on the outcome you can look back at the records. – Agree future action plans with the learner so that both the learner and assessor know what the next stage will be. – Any discussions with the learner should be carried out in a professional manor. During meetings with the learner you should review the progress of assessment plans and determine where additional learning and training is required.
I have recently had an issue with one of my trainee’s, she did not want to be taught anymore, and just wanted to be assessed on her cutting. She felt she had had enough training , although I didn’t. As she felt very strongly about this I allowed her to do a model we were going to use as training as an assessment, I did this so she would understand that she needs more training. Once she had completed the assessment I checked the cut, and explained to her where she had gone wrong, and also explained to her that with a little bit more practice she would be able to be assessed on models similar to what she had done and would be able to be marked off on them. She has agreed to have a little bit more training and agreed we will decide together in future when she will be assessed so as not to waste models.
1:4 Regulations and requirements relevant to assess hairdressing.
– Realistic working environment. Must develop realistic management procedures that incorporate a ‘salon image’. – All assessments must be carried out under realistic commercial pressures and on paying clients. Assessments should be completed within the commercial timescale. Candidates must be able to achieve a realistic volume of work. – The space per working area conforms to health and safety legislation. – The range of services, professional tools, products, materials and equipment must be up to date and available for use. A reception area for clients to be greeted must be available. It must also include a payment facility. – A retail facility must be provided.
University/College: University of Arkansas System
Type of paper: Thesis/Dissertation Chapter
Date: 20 September 2016
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