Evidence must be from the candidate’s performance in the workplace and will include the integration of the value requirements and the application of knowledge assessed through direct observation of practice by a qualified assessor. Where appropriate assessmenAwarding Body/SSB forum.
It is expected that a range of different assessment methods are used:
• direct observation of practice by a qualified assessor
• observation of occupationally specific units by an expert witness
• inference of knowledge from direct observation of practice
• direct questioning and assignments
• assessment of products
• APEL and APL
The sources of evidence will include:
• candidate practice – including the record of the observation of the candidate’s performance
• candidate’s reflective account/practice journal
• products of the candidate’s own work and contributions they have made such as: care plans, minutes, reports, project reports, etc.
• case studies
• witness testimony
• service user/carer testimony
• answers to oral and written questions
• written assignments and projects
• previous experience and learning
• role play
Performance evidence should be gathered wherever possible from naturally occurring evidence collected in the work place. Knowledge to support performance should be based on practice evidence and reflection.
It is recognised that, in the future, alternative forms of recording assessment evidence will evolve using information & communications technologies. Regardless of the form of recording used, the guiding principle must be that information relating to practice information must comply with legal requirements and best practice in the sector in relation to confidentiality of information and be trackable for internal and external verification purposes.
Where candidates have particular needs the evidence required may vary, provided that any alternative evidence demonstrates the standards of competence as identified in the unit or any part of the unit.