Recognising Competency supports assessors make sound judgments of competency
Build your professional skills and career prospects by becoming a connoisseur of competency
The Recognising Competency approach support valid, reliable and AQTF compliant assessment.
The tools are simple. The techniques are based on sound learning theory and accepted industry practices.
We can guide you through this process to develop your skills as an assessor. You can chose to use the Recognising Competency model to gain nationally accredited Training and Assessment competencies.
This is not a “tick and flick” program, the tools and processes have been developed by industry leaders and experienced trainers and assessors to ensure that the process is reliable, consistent, and valid.
If you are like many teachers you probably think that conducting an RPL/RCC process is complicated, stressful, time consuming and generally not worth it.
Guess what? You would be totally wrong.
Unlike other RCC approaches the Recognising Competency Model is interview and observation driven, not a paper chase.
The Recognising Competency approach empowers you to be a professional assessor.
Does the Recognising Competency approach work?
The “Recognising Competency” model provides a more cost effective and efficient solution to staff development and training in organisations.
The process is based on peer and self assessment, interviews and observation of work performance. Paper based evidence is either generated through the process or uses readily available workplace documentation.
The initial assessment highlights any gaps in knowledge or skill and enables the worker to do additional reading or gain further experience prior to the final assessment.
Gathering evidence no longer involves a time-consuming, retrospective paper chase. However, this in no way undermines the rigor of the assessment process.
The process strengthens the validity and reliability of the assessment by its emphasis on real time, direct observation of the candidate, questioning, and testimonials from relevant third parties.
One of the strengths of this model is that allows for an audio or videotape of the final assessment interview to generate additional evidence if required. This option is a way of clearly demonstrating the competency of the candidate without relying unduly on paper evidence.