PLAN AND CONDUCT ASSESSMENT OF LEARNING OUTCOMES (ASSMT 01)
S.O A.C ASSESSMENT TOOL EVIDENCE REQUIRED RESOURCE DUE DATE CONTINGENCY PLAN
■ Structured Interview with ■ Demonstrated ■ Policy 21 Aug. ‘03 If the learner is unable
Relevant parties. understanding of the documents. to attend the structured
■ Job descriptions. Legislative interview on the fore-
■ Job specifications. Requirements ■ Relevant mentioned date, a
■ Required job profile. (depending on Stakeholders follow-up date will be
policies). /line managers scheduled.
■ Demonstrated individual
understanding of the currently
Company’s specific occupying
■ Propper gathering position
Depending on the level of ■ Direct Evidence: ■ Observation/ ■ If any of the following
the individual, 4 or more of Demonstrating Simulation restraining factors are
the following psychometric understanding of Exercises present; physical
batteries can be used: assessment levels disabilities, literacy
■ Group Exercise. and batteries to be problems, language
■ Roll Play used difficulties; alternative
■ Oral Presentation exercises and batteries
■ Indirect Evidence: ■ Psychometric will be used.
■ Self- evaluation Indicating previous Batteries
Questionnaire. experience with ■ Should the candidate
■ Personality Questionnaires regards to not be able to attend a
(16PF/Disc). assessment centre one-day assessment,
■ In-Basket Exercise. procedures eg. instruments and
■ Problem Analysis. Performance batteries can be
■ Scheduling Exercise. appraisals and other completed over a
■ Fact-finding Exercise. documented period of 2 consecutive
evidence of learner’s dates, OR, some
Additional information can competence batteries can be done
be submitted for our via e-mail, prior to
perusal: assessment date.
■ Performance Appraisals. ■ Supplementary ■ Documents
■ 360º Analysis. Evidence. provided by ■ Candidate may
■ Candidate’s CV. candidate / submit supplementary
■ The learner must company evidence prior to
Once the above-mentioned be able to select an assessment date.
is completed, the following appropriate
procedure applies: procedure for vacant ■ Report and feedback
■ Comprehensive Report is position. This can be done
compiled. procedure must be ■ Selection / telephonically, via fax
■ Management Feedback aligned with legal Assessment or e-mail, or in
indicating the strengths, and organisational Policy person.
development opportunities, requirements.
Once above-mentioned is
finalised, a Short-List can
be compiled, depending on
the number of candidates
evaluated as well as the
requirements of the
company. A practical
application assessment is
A practical application ■ Demonstration of ■ Psychometric ■ If any assessment
assessment of the learner’s the establishing a tests’ tool cannot be
ability to indicate that the developmental standardised validated, alternative
procedure, a and validation tools must be
■ Psychometric assessment standardised manuals. implemented.
batteries are standardised, validation process
therefore valid and reliable. and it being ■ Should a second
Structured interview to psychometrist or
determine reasons for ■ Demonstrated ■ Observation psychologist not be
understanding of records and available, a video
■ Direct observation of which reasons for two embedded recording of oral
the input at least 2 registered separate and knowledge. communications /
psychometrists or objective observation presentations can be
psychologists is given. records. made to be evaluated
the other consultant at
a later stage.
Structured interview to ■ Direct observation: The To be If the cost implications
determine reason for the Selection of psychometric determined exceed the client’s
use of: Assessment tests and prior to budget, alternative
■ Psychometric batteries batteries according batteries used 21 Aug.’03. arrangements can be
■ Supplementary evidence to assessment in our made, for example,
■ Computerised criteria. assessment making use of generic
tests/ batteries centers are tools instead of
■ Customised assessment ■ Indirect cost effective customised tools.
tools observation: The and generic
■ Observation records ability to create pertaining
■ Assessment checklist checking and management
■ Assessment material packing lists as well skills and
packing list as customizing competencies.
material to meet The cost
Behavioural observation of specific job related implication is
selecting and preparing requirements. therefore
resources indicated above limited, except
Behavioural observation of Demonstrating an ■ HR policy Prior to Should current
learner conducting an ability to aligning ■ Assessment 21 Aug.’03 procedures not be in
■ Interview with relevant selection criteria and and selection line with client’s
stakeholders to determine the control procedures of policy. requirements, a
client’s organisational and own company and ■ Relevant procedure needs to be
legal requirements. client’s company. Stakeholders mutually agreed upon.
Role-play/Simulation of the
■ Checklist The learner must be ■ Co- Prior to If the plan is not
■ Observation record able to draw up a assessor’s 21 Aug.’03. authorised, it needs to
checklist to ensure acceptance be altered in order to be
that the specific ■ Designated aligned with the client’s
assessment plan is personnel’s needs.
letter of plan
Simulation/ Case Study of Documented Printed or On or before ■ If the candidate does
learner compiling an evidence of electronic assessment not have relevant proof
■ Advertisement for print or competence with advertisements date. of competence, a
electronic media regards to the as done by simulation exercise
placement of learner. must be done to
advertisements. determine skills and
■ If the desired target
market does not
2.2 Structured interview The learner displays ■ Checklist On or before
determining whether learner the ability to adhere ■ Management assessment
adheres to control to control procedures ratings date.
procedures by making and deals with ■ Assessment
effective use of responses Policy
■ Checklist appropriately
■ Management ratings
2.3 Structured interview where The learner will ■ Job Assessment ■ If there is not
the learner will discuss the demonstrate an specifications date sufficient candidates
use and suitability of the understanding and meeting the required
■ Grading and short listing ability to screen ■ Assessment specifications,
scale applicants by using criteria extension on cut-off
the grading and date needs to be
short listing scale. ■ Management implemented and
Rating Scale assessment of this
criteria to be
■ Should it be an
internal post that needs
to be filled, the
screening and short
listing procedure may
not always be
interview to be
KPA of learner.
2.4 Structured interview/ Demonstrating an ■ Job Assessment Should it be an internal
questionnaire demanding ability and specifications date post that needs to be
written response where the understanding of ■ Management filled, the short listing
learner discuss the way a how to draw up a ratings procedure may not
shortlist is compiled short list always be necessary
then a case study
needs to be compiled to
evaluate the ability to
draw up this short list.
Computerised data base ■ The ability to use ■ Computer- Day of ■ If a database is not in
and demonstrating ised database assessment. place, an appropriate
understanding of ■ Develop- database needs to be
existing database. mental reports. created.
■ Ability to compile ■ Assessment ■ If the candidate does
report distribution policy not display sufficient
lists and a future documents knowledge of the
development matrix. assessment policy,
■ Maintaining he/she needs to be
database according given sufficient time to
company’s specific study the content
assessment policies. thereof. A re-
assessment can be
Questioning pertaining the Demonstrate an ■ Assessment Assessment ■ If a verification
use of background checks understanding of policy of date. checklist does not
and validation procedures ■ Existing company. already exist, one
using company specific verification methods ■ Verification needs to be compiled.
■ Evaluation tool (checklist) used. checklist. ■ If the candidate is
Case study/Simulation/Role Performing at least verification methods,
Play to determine learners two techniques time should be allowed
ability to validate and verify during verification for the candidate to
authenticity of documents process. familiarise him/herself
Questioning to determine Demonstrating an ■ Assessment Assessment If the candidate is not
■ the use of checklists for understanding of the material. date. able to process
assessment centre. benefits of using and ■ Report and information and compile
■ candidate’s ability to compiling profile. a developmental report
evaluate, interpret and ■ Completed ■ Job on the assessment date
integrate assessed checklists. description and due to time
information into a required profile. considerations,
comprehensive development ■ Demonstrated alternative
report and profile. ability to create a arrangements needs to
conducive be made.
Direct observation of environment.
conduct during assessment ■ Demonstrated
procedure and report ability to compile a
writing. development report
Direct observation of ■ Transcribed ■ Video tapes. Prior to or■ If transcribed
interview. interview. ■ Transcribed on assess- documents or video
■ Video recording of documents. ment date. recordings of previous
previous interviews. ■ Direct interviews are not
observation. available, damaged or
outdated, a date needs
to be scheduled for
3.4 Questioning pertaining short Ability and ■ Screening Assessment If insufficient
list results understanding of methods. date. information is available
how to draw up a ■ Job to compile a fair and
short list reflecting specifications. objective short list,
assessment results. ■ Assessment more information
results. should first be
■ Management gathered.
3.5 Questioning pertaining ■ Demonstrate a ■ Short list. Assessment If legislative
■ Assessment and selection knowledge of the ■ Screening date. requirements are not
checklist/strategy. legislative methods. met during selection
■ How to meet legislative requirements and ■ Develop- procedure, the strategy
requirements when making assessment mental report needs to be revised.
selections using profiles and strategies. and profile.
job specifications ■ The ability to ■ Policies and
determine best legal
match between requirements
required profile and
■ An understanding
of the need to
comply to the above.
3.6 Direct observation/ Role Play Ability to provide the ■ Feedback Prior to or Should candidates not
indicating learner’s ability to candidate with form. on assess- be available for oral
give feedback to successful proper written and/or ■ Video ment date. feedback, electronic
and unsuccessful candidates oral feedback in a recording. feedback should be
tactful manner. ■ Case study given or role play used.
(written / oral)
3.7 ■ Observation of the use of ■ Ability to effectively ■ Relevant Assessment If a database is not in
existing database record and stakeholders. date. place, an appropriate
document all ■ Database. database needs to be
■ Structured interview where information ■ Reports. created.
the learner will discuss the pertaining the
process of documenting assessment.
results, agreements reached, ■ Finalised report
and how results are forwarded authorised by and
to designated personnel forwarded to
3.8 Role-play where The ability to ■ Alternative Assessment
unpredictable situation is implement plans put into date
played out and learner contingency plans place.
needs to adapt to it by using and adapt to ■ Simulation
■ Check lists and changing situation/ exercises
■ Contingency plans environment.