MAKE THE

ASSESSMENT
DECISION
Skills in Making
Assessment Decision

A portfolio requirement is a means of filling the assessment

gaps. A good knowledge of what other evidences to be
reported is must to reinforce other evidences.

filling up the relevant, assessment forms (e.g. assessment

checklist, competency assessment results summary, etc.).
Assessors must be aware of how to fill up assessment forms
to serve its purpose, if not the assessment result might be
jeopardized. If you are not familiar with what to do ask the
assistance of another assessor who are then familiar with the
assessment forms.
Skills in Making
Assessment Decision

The assessor must have a

good knowledge of how to
collect appropriate evidence and
match compatibility to the
elements, performance criteria,
range of variables and evidence
guide in the relevant units of
competency.
Skills in Making
Assessment Decision

The assessor must have a good

knowledge of judging the
evidence in terms of the four
dimensions of competency - task
skills, task management skills,
contingency management skills
and job or role environment
skills.
Skills in Making
Assessment Decision

The assessor must have a good

knowledge of judging the
evidence in terms of the rules of
evidence - task skills, task
management skills, contingency
management skills and job/ role
• environment skills.
 Forms Designed for
Assessment Result
Why are records important?

The conduct of competency assessment needs to keep records for a

number of reasons. These include:
requirements of Competency Providing copies of outcomes for
Assessment of TESDA Policy and candidates in case of lost Competency
Procedure Assessment Results Summary
Providing statistical information providing data for review of
competency assessment process
Forms for Assessment
Results
RATING SHEET- refers to a Competency Assessment
document that contains specific Results Summary- refers to the
questions or activity (ies) consolidated assessment decisions
developed from the selected made by the competency assessor
assessment methods and the which indicates the overall
conditions under which the performance of the candidate
assessment evidence are during the assessment process
recorded.
 Forms for Assessment
Results

Registry of Workers Assessed Attendance Sheet- refers to a

and Certified (RWAC)- refers to record that contains the list of
the record that contains the candidates who are present
documentation of the results of during the conduct of competency
assessment and as a basis for assessment.
national certification.
 FILLING-UP THE
COMPETENCY ASSESSMENT
RESULTS SUMMARY (CARS)
Filling-up the Competency
Assessment Results Summary
(CARS)
It is the task of the competency assessor to ensure the correctness and
completeness of the Competency Assessment Results Summary (CARS). Simply
follow the listed steps below to fill up the CARS

1. Write completely and legibly the candidate's name.

2. Write legibly the assessor's name.
3. Write legibly the title of qualification that had been assessed
(e.g. Bread and Pastry Production NCII)
4. Write legibly the name of assessment center where the
assessment took place.
5. Write the date of assessment.
6. List down the unit of competency/ies covered during the
assessment.
7. Indicate on this columns the candidate’s performance
whether satisfactory or not satisfactory.
8. Tick the check box if the recommendation is for issuance of
National Certificate (NC) of Certificate of Competency (COC)
9. Tick the check box if the candidate is recommended to
submit additional and specify the title of document.
10. Tick the check box if there is a need for the candidate for
re-assessment.
11. Tick the YES check box if the candidate’s performance
meets the required evidences/standard, if not tick the NO check
box.
12. Tick the competent check box if the candidate’s overall
evaluation is competent, for not yet competent tick the not yet
competent check box.
13. Write a general comment for the candidate.
14. Let the candidate affix his or her signature on this area.
15. Affix assessor’s signature in this area.
16. Let the ACAC Manager affix his or her signature
17. Write a corresponding date of assessment.
PREPARE THE NECESSARY
ASSESSMENT REPORTS
Skills in Making
Assessment Decision

the completeness of the assessment records for

reporting.
Assessors should be aware of the completeness of
its assessment documents to avoid problems
processing the candidate’s certification.
1. Record the assessment outcome using the prescribe rating
sheet.
2. Ensure Rating Sheets are signed by the candidate after
providing feedback.
3. Maintain records of the assessment procedures, evidence
collected and assessment outcome.
4. Accomplish the Competency Assessment Result Summary.
✓ Recommend issuance of national
certificate/certificate of competency if the
candidate found competent.
✓ Recommend re-assessment if candidate’s is
found NOT YET COMPETENT.
5. Submits to CAC Manager assessment reports and documents
including:

✓ Rating Sheets corresponding to the number of

copies issued.
✓ Accomplished Attendance Sheet
✓ Competency Assessment Result Summary
(CARS)
ASSESSMENT FEEDBACK ON
ASSESSMENT PROCEEDINGS
Feedback is process of
identifying assessment
outcomes and explaining
them to the candidate. It
includes describing:
1.Assessment process
2.Assessor’s techniques
3.Assessment decisions
4.Follow up actions
Effective feedback should be given as soon as possible. The longer
the delay between the candidate's assessment and feedback, the longer
they will they will continue to have some misconceptions. Also, delay
reduce the relationship between candidates' performance and the
feedback, and the candidate might not remember what they are thinking
during the evaluation
▪ Discuss areas for improvement in detail
▪ Discuss needed for further evidence
▪ Inform candidate
▪ Workout ways in which the gaps from the
assessment maybe filled.
▪ Remind the candidates of the next
procedure
▪ Ask the how you can improve assessment
for other candidates in the future.
 TIPS FOR FEEDBACK ON
NEGATIVE ASSESSMENT
Be positive without Be as precise about the
raising any false gaps in the candidate’s
accusation. competence.

Identify the whether any part(s) of the

assessment needed to be repeated and if
so, which part?
 TIPS FOR FEEDBACK ON
NEGATIVE ASSESSMENT
Emphasize and Suggest further learning
explain the results or practice to fix the gaps

Arrange further opportunity for

candidate to complete assessment
requirements.
SKILLS IN GIVING FEEDBACK
Assessors must be well
versed in providing
assessment feedback to
candidate. In order to do
this, he must have the
following skills in giving
assessment feedback.
SKILLS IN GIVING FEEDBACK
The assessor must be good in providing clear and
constructive feedback on assessment decisions.
Assessor must have a good understanding of
exploring any gaps in the competency.
Assessor must be good in advising candidate
reassessment procedure in line with organizational
policy and procedure.
SKILLS IN GIVING FEEDBACK

Assessor must be The assessor must be

good in recording and knowledgeable on the
reporting assessment procedure in claiming
decision disputed by COC/NC at TESDA PO or
the candidate DO.
 TYPES OF FEEDBACK
POSITIVE FEEDBACK
Serves to sustain behavior that is appropriate and
effective.
NEGATIVE or COERCIVE FEEDBACK
Serves to change behavior that is or ineffective.
 PRINCIPLES IN GIVING
FEEDBACK
Give feedback only when asked to do so or your
offer is accepted.
Give feedback as soon as possible.
Feedback needs to be given privately wherever
possible, especially more negative feedback.
Focus on the positive.
 PRINCIPLES IN GIVING
FEEDBACK
Feedbacks needs to be part of the overall
communication process “developmental dialogue”.
Use skills such as rapport of mirroring, developing
respect and trust with the learner..
Stay in the here and now don’t bring up old
concerns or previous mistakes, unless this is
highlighting a pattern of behavior.
 PRINCIPLES IN GIVING
FEEDBACK
Focus on behaviors that can be changed, not
personality traits.
Talk about and describe specific behavior, giving
examples where possible and do not evaluate or
assumes motives.
 PRINCIPLES IN GIVING
FEEDBACK
Use “I” and give your experience of the behavior (when
you said. I thought that you were..)
Talk about and describe specific behavior, giving
examples where possible and do not evaluate or
assumes motives.
When giving negative feedback, suggest alternative
behaviors.
 PRINCIPLES IN GIVING
FEEDBACK
Feedback is for the recipient, not the giver- be sensitive
to the impact of your message.
Consider the content of the message, the process of
giving feedback and the congruence between your
verbal and nonverbal messages.
Do not overload-identify two or three key messages that
you summarize at the end.