11. CBLM_ Organise and Conduct Competency Assessment

What is the purpose of a competency-based assessment?

• To compare candidates

• To assess knowledge only

• To confirm a candidate’s ability to perform to workplace standards

• To test memory recall

The unit of competency defines:

• How long the assessment should take

• The assessor's personal approach

• What is required for a person to be considered competent

• The cost of training

Which of the following is a principle of assessment?

• Flexibility

• Simplicity

• Popularity

• Affordability

The rules of evidence include:

• Creativity, affordability, speed, and compliance

• Validity, sufficiency, authenticity, and currency

• Reasoning, logic, intuition, and instinct

• Practicality, common sense, and convenience

Assessment tools must be:

• Colorful and entertaining

• Aligned with training package requirements

• Developed without reference to the workplace

• Based only on oral questioning

Who is responsible for making the final judgment of competency?

• The candidate

• The employer

• The assessor

• The training manager

Which of the following is an example of indirect evidence?

• Performance observation

• Written test completed on-site

• Supervisor’s report

• Task demonstration

What should be confirmed before conducting the assessment?

• Weather forecast

• Personal interests of the assessor

• Assessment context, resources, and support needs

• Candidate’s social media activity

A candidate’s prior learning can be assessed through:

• Observation only

• Recognition of Prior Learning (RPL)

• Ignoring previous experience

• Verbal questioning only

What is a key benefit of using a range of assessment methods?

• It shortens the assessment process

• It ensures a more reliable judgment

• It makes the assessor look busy

• It avoids paperwork