Competence Assessor Training
Standard
OPITO APPROVED STANDARD
Competence Assessor
Training Standard
OPITO Standard Code: 9018
Standard Title
OPITO Competence Assessor Training Standard
Code
9018
Competence Assessor Training Standard
OPITO STANDARDS
OPITO is an Industry owned not for profit organisation that exists solely to service the needs of the Oil
and Gas Industry.
OPITO is employer led in all aspects of what it does, therefore all standards development activities are at
the behest of industry employers. The standards are driven by the needs of employers to help create a
safe and competent workforce.
This standard is owned by the Oil and Gas Industry and maintained by OPITO who are the nominated
custodians of all Industry standards within the OPITO portfolio which carry the OPITO logo.
The contents of this document were developed by an industry workgroup facilitated and supported by
OPITO. The workgroup consisted of representation from a cross section of oil and gas Industry
employers, discipline experts working within the industry and members of the OPITO Approved Training
network.
This standard has been verified and accepted through the governance and integrity management model
for OPITO standards.
Guidance on this standard is available by contacting OPITO
This standard has been designed to accommodate global variations in national legislation and
regulations. In the absence of relevant national legislation and regulations, OPITO approved centres
should use legislative and regulatory criteria specified within this Standard
© OPITO
All rights reserved. No part of this publication may be reproduced, stored in a retrieval or information
storage system, or transmitted in any form or by any means, mechanical, photocopying, recording or
otherwise, without prior permission in writing of the publishers.
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Competence Assessor Training Standard
AMENDMENTS
Amendment and Date
1
2
3
4
Rev
1
1
2
Pages
Changes
Made By
Checked By
Approved
By
Simplified
assessor 15
T. Wilson
qualifications
17-11-08
Changed footer to reflect All
except T. Wilson
amendment
numbering title page
scheme
15-Dec 2008
J. Cameron
J. Cameron
J. Cameron
M. Duncan
A.7 Workplace Evidence
Requirements - changed
from three months to six
months for compliance 06Feb 2009
A.7 Workplace Evidence
Requirements - changed
from six months to twelve
months to extend time for
submission of workplace
evidence 23-Jun 2011
Standard Review completed
by Industry Work Group: 31
May 2012
Amended wording in D.4 to
clarify that registration of
delegates must be made
upon completion of training
and final assessment.
14
T. Wilson
J. Cameron
M. Duncan
14
Melissa Foo
Mike Carr
Peter
Lammiman
All
M. Foo
M. Carr
P.
Lammiman
20
M.Foo
M. Carr
P.
Lammiman
Updated
content
in
Appendix 1 – 28 Jun 2012
Amended Appendix 1 to Appendix 1, M.Foo
include more relevant OPITO page 21
information.
M. Carr
P.
Lammiman
M. Carr
P.
Lammiman
Revision 1 Amendment 2
23-August 2012
3
Replaced Course Code with
Standard Code in Title Page
and amended reference to
‘course identification code’
with ‘OPITO registration
code’ under section D.3
Certification - to align with
other OPITO standards
Title
Page, M.Foo
page 20
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Competence Assessor Training Standard
Revision 1 Amendment 3
10-January 2013
Rev
2
1
Standard Review completed All
by Industry Work Group:
Date tbc and Standard
reformatted into new
branding
Amendment 1 17/01/2020 – Appendix 1
A3 updated.
SA
SM
SAA
Standards
Coordinator
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Competence Assessor Training Standard
Contents
Introduction and Course Description ..................................................................................................6
SECTION A
A.1
A.2
A.3
A.4
A.5
A.6
A.7
A.8
Competence Assessor Training Programme ...............................................................7
TARGET GROUP ................................................................................................................................. 7
DELEGATE PRE-REQUISITES ................................................................................................................. 7
PHYSICAL AND STRESSFUL DEMANDS OF TRAINING PROGRAMME – NOT APPLICABLE ................................... 8
AIMS AND OBJECTIVES ....................................................................................................................... 8
LEARNING OUTCOMES........................................................................................................................ 9
DELEGATE PERFORMANCE ASSESSMENT .............................................................................................. 10
DURATION OF THE TRAINING PROGRAMME ......................................................................................... 10
THE TRAINING PROGRAMME ............................................................................................................. 11
SECTION B
Workplace Evidence Requirements ......................................................................... 16
SECTION C
Resources .............................................................................................................. 18
C.1
C.2
C.3
C.4
STAFF ............................................................................................................................................ 18
TRAINER/DELEGATE RATIO................................................................................................................ 18
FACILITIES AND LOCATION OF TRAINING .............................................................................................. 19
MATERIALS..................................................................................................................................... 20
SECTION D
D.1
D.2
D.3
D.4
Administration and Certification ............................................................................. 21
JOINING INSTRUCTIONS .................................................................................................................... 21
PERIODICITY.................................................................................................................................... 21
CERTIFICATION ................................................................................................................................ 21
COURSE ADMINISTRATION ................................................................................................................ 21
Glossary of Terms and Abbreviations................................................................................................ 22
Appendix 1 – Feedback Scenarios Examples ...................................................................................... 23
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Competence Assessor Training Standard
Introduction and Course Description
To ensure that employees within organisations work in accordance with their operational standards and
are meeting company’s expectations, assessors play a key role in assessing competence.
Personnel have to be trained to consistently perform the competence assessor role successfully. This
document contains the standard for delivery of training for OPITO approved Competence Assessor
Course. Upon successful conclusion of this training, and with evidence that the skills and knowledge
have been successfully applied in the workplace (see Section B), the delegate will receive an OPITO
approved Competence Assessor Certificate, which entitles them to perform competence assessments on
others in any area where they themselves are considered to be technically competent (see Exclusion
Notes below).
Exclusion Notes:
1. Achievement of this qualification does not entitle the holder to award any certificate bearing
OPITO’s logo and name. OPITO-approved certificates can only be granted by an OPITO-approved
provider.
2. The holder of the OPITO Competence Assessor certificate may not be recognised to assess
qualifications issued by other organisations e.g. National or Scottish Vocational Qualifications in the UK.
Delegates should clarify with the relevant organisation prior to conducting assessment.
Associated Standard
OPITO has also developed an Internal Verifier Training Standard.
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Competence Assessor Training Standard
SECTION A Competence Assessor Training Programme
A.1
Target Group
The competence assessor standard has been developed for individuals within an organisation who are
designated to be competence assessors.
A.2
Delegate Pre-requisites
There are no formal delegate pre-requisites for attendance on the Competence Assessor Training
Programme; although delegates must provide evidence that they have access to a minimum of two
candidates undergoing an assessment process in their workplace.
Note: For the purpose of this standard:
Delegates are the people attending this Competence Assessor Training programme.
Candidates are the individuals whose performance will be assessed in the workplace
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Competence Assessor Training Standard
A.3
Physical and Stressful Demands of Training Programme – Not Applicable
This section has been intentionally left blank.
A.4
Aims and Objectives
The aims and objectives of this programme are to impart initial training requirements to enable trainee
assessors, now referred to as delegates, to acquire the necessary knowledge and skills to carry out
competence assessments.
Upon successful completion of the training and with evidence that the skills and knowledge have been
successfully applied in the workplace , the delegate would be eligible to conduct workplace
assessments, providing they themselves are technically competent in the discipline being assessed.
Following this training, it will be the responsibility of the employing organisation to allow each assessor
to gain further experience. This will normally fall under the jurisdiction of the organisation’s internal
verifier position(s).
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Competence Assessor Training Standard
A.5
Learning Outcomes
During the training programme, delegates will be required to demonstrate their skills and understanding
of the following key areas.
To successfully complete the initial training delegates must be able to explain:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
Roles and responsibilities of Assessors and Internal Verifiers
The reasons for having competence systems in the workplace
Assessment-related terminology
The value of different evidence sources
How to advise candidates during the planning meeting
The methods of assessment and when best to use each type
The importance of consistency in assessment decisions
Record keeping requirements
How to maintain confidential information
How to deal with special requirements relating to candidate’s needs
How to deal with disputes and appeals
Why the assessment plan should be updated to reflect progress
Where and when to provide feedback that motivates the candidate
How assessments are quality assured
The importance of involving candidates in the appropriate assessment planning process
To successfully complete the initial training programme delegates must be able to demonstrate:
16.
17.
18.
19.
How to create assessment plans for candidates
How to carry out effective assessment using a variety of sources of evidence
How to make an assessment decision based on examination of a collection of evidence
How to record assessment decisions and cross reference evidence against competence
standards
20. How to provide (and record) feedback to candidates on assessment decisions
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Competence Assessor Training Standard
A.6
Delegate Performance Assessment
Delegates attending this competence assessor training programme will be given a series of explanations
and demonstrations that will identify what they are expected to know and do.
This will be followed by practical exercises allowing delegates to practice their skills, knowledge and
understanding of the competence assessor role. All practical exercises shall use, wherever possible, the
actual paperwork that the delegates are expected to use in their workplace. Where this is not possible,
suitable alternatives can be used.
Delegates will also complete an open book written test (in an invigilated environment) testing the
underpinning knowledge of all the theory learning outcomes of this OPITO approved competence
assessor standard. (See below for guidance on content).
Guidance on Test Contents
The test questions will be set against the stated learning outcomes in Section A.5.
The maximum duration of the test is 60 minutes and must be in the form of an open book knowledge
test covering Learning Outcomes 1-15.
A Training Provider attendance certificate must be issued at the end of training for delegates prior to
the completion of the Workplace Evidence. Please note that the OPITO Logo must not be included in
this attendance certificate. The OPITO Logo must only be included in the final certificate issued to the
candidate once all the workplace evidence requirements have been completed.
The issue of an OPITO Competence Assessor Certificate will only be issued to the delegate after the
OPITO-approved Centre has assessed the delegate’s work place evidence and deemed it as meeting the
required standard. Please refer to Section B for workplace evidence requirements.
A.7
Duration of the Training Programme
The optimum 'contact time' for this training and assessment programme is 14 hours.
It is suggested that a ratio of 60% to 40% theory to practical is appropriate.
The total contact time per day shall not exceed 8 hours.
The total training day shall not exceed 10 hours (the total training day includes contact time, coffee and
meal breaks, and travel time between training sites where applicable)
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Competence Assessor Training Standard
A.8
The Training Programme
The training programme provided below is designed to help delegates achieve the stated learning
outcomes specified in section A.5.
To make efficient use of time and ensure effective learning there should, wherever practicable, be an
integration of the three phases of explanation, demonstration and practice. Full use should be made of
audio / visual aids and course handout material.
Prior to the start of the course, the following must be included as part of the introduction by training
staff:
(a)
(b)
(c)
(d)
(e)
Aim – The main purpose of the module
Learning Outcomes – What the delegates are expected to learn
Timetable – Training module duration and timing
Assessment – how delegates will be assessed and what they will be assessed against
Staff - who will be delivering the training and roles of training support staff.
The time taken for this introduction is expected to be approximately 10 minutes.
The training course consists of the following modules and elements:
Module 1
Element 1.1
Element 1.2
Introduction to Assessment
Introduction to competence assessment
Evidence sources
Module 2
Element 2.1
Element 2.2
Planning and carrying out the Assessment
Assessment planning
Collecting and evaluating evidence and making the assessment decision
Module 3
Element 3.1
Element 3.2
Feedback and Record Keeping
Recording assessment decisions
Providing feedback
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Competence Assessor Training Standard
MODULE 1
Introduction to Assessment
ELEMENT 1.1
Introduction to Competence Assessment
Training staff to explain:
1.1.1
1.1.2
1.1.3
1.1.4
1.1.5
1.1.6
1.1.7
1.1.8
ELEMENT 1.2
The purpose of workplace competence management systems (content, procedures
and processes)
The main benefits of competence assessment for employers and employees
The roles and responsibilities of individuals involved in the assessment and quality
assurance process (i.e. candidates, competence assessors, internal verifiers, internal
and external quality assurance personnel, awarding/accreditation bodies)
Assessment-related terminology
Confidentiality requirements
Potential conflict of interest situations
Equal opportunities during assessment
Typical structures of competence assessment standards
Evidence Sources
Training staff to explain:
1.2.1
The two main sources of assessing competence:
(a) Observation
(b) Questioning
1.2.2
Other sources of assessing competence, to include:
(a) Candidate Reports/Personal Statements
(b) Products of Work
(c) Recognition of Prior Learning (qualifications, knowledge, experience)
(d) Simulation
(e) Witness Testimony
(f) Professional Discussion.
1.2.3
The use of technology in assessment e.g. audio/visual records
1.2.4
The strengths and weaknesses of each source of evidence
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Competence Assessor Training Standard
MODULE 2
Planning and Carrying Out the Assessment
ELEMENT 2.1
Assessment Planning
Training staff to explain:
2.1.1
Involving candidates in the competence assessment planning process, to include:
(a)
(b)
(c)
(d)
(e)
2.1.2
2.1.3
2.1.4
2.1.5
Evaluating the past experience and achievements of the candidate
Agreeing the current standard expected of the candidate
Agreeing what needs to be done to satisfy the standard
Planning to make the best use of time and evidence
Identifying good assessment opportunities
Recognising and responding to different candidate confidence in order to prepare
for a successful assessment
Requirements for candidates with particular assessment needs and how to provide
for them
How disputes that occur during the assessment will be handled
Recording and updating requirements for assessment plans
Following explanation and demonstration by Training staff, delegates to practice:
2.1.6
Creating an assessment plan based on a provided standard using a blank template
(see list in C.4 Materials)
ELEMENT 2.2
Collecting and Evaluating Evidence and Making the Assessment Decision
Training staff to explain:
2.2.1
2.2.2
Using different types of evidence for carrying out assessments
How evidence should be produced from normal work activities and be:
(a)
(b)
(c)
(d)
(e)
2.2.3
2.2.4
2.2.5
Valid
Authentic
Reliable
Current
Sufficient
Communication skills to include: active listening, body language, barriers
Unobtrusively observing candidates perform in the workplace
Asking questions during or as soon as possible after the observation in a suitable
environment
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Competence Assessor Training Standard
2.2.6
The differences between types of questions, to include:
(a)
(b)
(c)
(d)
(e)
2.2.7
2.2.8
2.2.9
2.2.10
2.2.11
2.2.12
2.2.13
Open
Closed
Specific
Hypothetical
Leading
Asking clear, appropriate questions which examine knowledge and do not “lead”
candidates or negatively affect their confidence
Judging reports of RPL, previous work experience and candidate achievement
Judging and evaluating Products of Work
When simulation can be used and setting appropriate tasks
Using evidence from other authenticated witnesses/sources
Encouraging candidates to contribute evidence that adds value to the assessment
Making the assessment decision:
(a) Competent
(b) Not Yet Competent (NYC)
2.2.14
The importance of consistency in assessment decisions
Following explanation and demonstration by Training Staff, delegates to practice:
2.2.15 In groups, evaluating and discussing a range of completed documentation and making a
determination on what would, and would not be acceptable assessment evidence (see list in C.4
Materials). Discuss the results as a group
2.2.16 Individually, evaluating samples of workplace evidence (see list in C.4 Materials), making an
assessment decision and explaining the rationale behind their conclusion. Discuss the results as
a group
Please note: It is the responsibility of the training provider to present realistic completed documents
that will test the delegates ability to make an assessment decision. It is particularly important, if the
decisions are not the same across the group to discuss the importance of consistency in assessment
decisions.
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Competence Assessor Training Standard
MODULE 3
Feedback and Record Keeping
ELEMENT 3.1
Recording Assessment Decisions
Training staff to explain:
3.1.1
3.1.2
3.1.3
Recording the assessment decision and justification
Ensuring assessment records are accurate, complete, up to date, and provide an
auditable trail of evidence
The internal verification process
Following explanation and demonstration by Training Staff, delegates to practice:
3.1.4
ELEMENT 3.2
Recording assessment decisions (using the information from previous exercises
2.2.15 and 2.2.16) and cross-referencing evidence to the standard being assessed
using the blank assessment form. Exchange and check (verify) another delegate’s
work for accuracy and understanding. Discuss the results as a group.
Providing Feedback
Training staff to explain:
3.2.1
Providing feedback to the candidate that is:
(a) At an appropriate time and place
(b) In a constructive and encouraging way
3.2.2
3.2.3
3.2.4
3.2.5
3.2.6
3.2.7
Conveying and explaining assessment decisions to the candidate
Giving candidates constructive advice when the evidence does not meet the
required standard
Identifying and agreeing to the next steps in the assessment process
Obtaining feedback from the candidate on the assessment
Recording candidate feedback, where required
The appeals procedure, and processes for handling appeals
Following explanation and demonstration by Training Staff, delegates to practice:
3.2.8
Conducting a feedback session where the decision is ‘Not Yet Competent’ and
recording a summary of the feedback provided (based on the completed evidence
forms from the practical exercises 2.2.15 or 2.2.16). Share and discuss feedback as a
group
3.2.9
Conducting feedback sessions in which difficult issues or disagreements are raised
using several feedback scenarios (see examples in Appendix 1). Share and discuss
feedback as a group
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Competence Assessor Training Standard
SECTION B
Workplace Evidence Requirements
The following assessment evidence, generated in the workplace, is to be provided by the delegate or the
organisation’s representative to the training provider as soon as possible but within twelve months of
completion of the OPITO Competence Assessor Training course.
Workplace evidence submitted must be sufficient to meet all the Evidence Requirements. This evidence
will be assessed by the training provider prior to issuing an OPITO certificate.
Should the OPITO Competence Assessor certification not be achieved within twelve months, delegates
are to re-take assessments as detailed in Section A.6. Assessments are carried out by OPITO-approved
training providers.
Evidence Requirements:
In order to achieve the Workplace Evidence Requirements, delegates must submit, as a minimum, the
assessment-related documentation listed below to the OPITO-approved Training Provider within a
twelve month period. Two candidates must be assessed in the workplace and the same two candidates
must be used throughout the assessment process:
a)
i.
ii.
iii.
iv.
b)
c)
d)
e)
A minimum of one Assessment Plan for each candidate containing the following
information:
Who is to be involved in the assessment
Unit(s)/Criteria/Task to be assessed
Planned assessment date(s)
Assessment method(s) to be used including, as a minimum, observation or
simulation and questioning (per candidate).
Records for each candidate demonstrating that the planned assessments were
carried out using appropriate assessment methods
An assessment record for each candidate demonstrating that the evidence
gathered in the assessment is mapped against the relevant Unit(s)/Criteria/Task
Records of feedback to each candidate which include the assessment decision
made
Internal Verification Records of both assessments by the employing
organisation’s representative responsible for the quality assurance of
assessment decisions
On receipt of the above documentation, the training provider will:
1. Make a judgement for each delegate of "Competent", or "Not Yet Competent", based on the
assessment evidence only (i.e. points a) – d) above). The internal verification process should be
seen to be robust but not part of this assessment decision.
2. Where the judgement is "Competent", the training provider will inform the delegate and will
issue a certificate. The delegate will retain all training material and assessment records resulting
from the course. The training provider will keep a copy of the completed assessment evidence
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Competence Assessor Training Standard
i.e. completed test paper, evidence required from the workplace plus course evaluation forms,
for OPITO audit purposes.
3. Where the judgement is "Not Yet Competent", the training provider should make every effort,
via feedback to the delegate and their organisation’s representative, where applicable, to assist
the delegate to become “Competent” (then revert to Point 2 above).
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Competence Assessor Training Standard
SECTION C
Resources
In order that a training programme may be delivered successfully it is essential that appropriately
qualified and experienced people are there to deliver and support the programme and that the
appropriate facilities and equipment are in place. Instructional staff will be required to carry out
training, and assessors will be required to judge the delegate’s competence.
C.1
Staff
All instructional staff must:
(a) Be trained in instructional/lecture techniques and/or have proven instructing/teaching
experience
(b) Hold an OPITO Competence Assessor Certificate or Equivalent
(c) Have their training and development needs regularly reviewed and have a programme
in place to meet any identified requirements
Assessors will be discipline experts in competence assessment, trained and qualified in assessment
techniques.
All staff will have the appropriate competencies to conduct/assist with the element of training being
undertaken.
C.2
Trainer/Delegate Ratio
(a)
The maximum number of delegates attending this programme is eight using one
instructor or sixteen using two instructors.
(b)
The minimum number of delegates attending this programme is two.
(c)
The following ratios indicate the maximum number of delegates to be supervised by one
instructor at any one time during each activity or two instructors at any one time:
Theory
Demonstration
Practical
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1:8
1:8
1:8
1:16
2:16
2:16
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Competence Assessor Training Standard
C.3
Facilities and Location of Training
Facilities
In order to deliver the competence assessor course effectively, the following facilities need to be in
place:

Administration arrangements to support delegates from booking, through registration and
assessment to certification

Theory training area(s) and practical training area(s) designed to enable each delegate to
participate fully in the activities listed in the training programme and which will not be used
simultaneously for any other activity
.
All facilities must be maintained, and where appropriate, inspected and tested in accordance with
current standards/legislation.
Location of Training
It is recognised that the restricted range of resources and facilities required makes this course suitable
for on-location training. However, prior to any courses being delivered remotely, training providers
must comply with the following requirements:
(a) Prior to initial approval, the training provider will specify a single ‘approved site’ and advise
OPITO of its intention to deliver training remotely.
(b) The training provider will advise OPITO of the location of any remote training in advance of each
delivery (where possible, 10 days in advance).
(c) The training provider shall ensure the suitability of facilities and arrangements prior to delivery.
(d) Documented evidence will be retained by the training provider to show that delivery of training
at the remote site meets the criteria detailed in this OPITO standard including, but not limited
to, facilities, equipment and qualification of instructional & assessment staff.
(e) Documented management procedures shall be retained which record any measures required to
assure the quality and safety of on location training.
(f)
All records and associated documentation must be retained at a single, specified location,
mutually agreed with OPITO, and made available at time of audit.
(g) OPITO reserves the right to physically audit any or all of the remote sites operated by the
training provider.
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Competence Assessor Training Standard
C.4
Materials
As a minimum, the following materials will be required:
Element 2.1
Assessment Planning
Practical Exercise 2.1.6:
(1) A competence standard appropriate to the delegates’ expertise
(2) Blank Assessment Plan to complete for one unit of the standard
Element 2.2
Collecting and Evaluating Evidence and Making the Assessment Decision
Practical Exercise 2.2.15:
(3) Examples of completed CVs, witness testimonies, evaluation reports, work logs, Tool
Box Talk records, observation/assessment forms, management records, certificates etc.
containing a mix of evidence which demonstrates competence or lacks the appropriate
details
Practical Exercise 2.2.16:
(4) A completed Observation Assessment form
(5) Additional completed item(s) of evidence (e.g. Witness testimony, simulated evidence
form, certificate, CVs etc.)
(6) Relevant section of a standard that applies to the evidence collected in the first two
requirements of Practical Exercise 2.2.16
Element 3.1
Recording Assessment Decisions
Practical Exercise 3.1.4:
(7) A blank Assessment form
Element 3.2
Providing Feedback
Practical Exercise 3.2.8:
(8) Use evidence generated in Practical Exercises 2.2.15 and/or 2.2.16 that will prompt
discussion on a ‘Not Yet Competent’ decision during feedback session
(9) Blank feedback forms for recording feedback summary
Practical Exercise 3.2.9:
(10)Feedback scenarios that will prompt discussion during feedback sessions in which
difficult issues or appeals might be raised (see Appendix 1 for examples)
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Competence Assessor Training Standard
SECTION D
D.1
Administration and Certification
Joining Instructions
The OPITO-approved Training Provider must provide the delegate with course information prior to
course so that delegates are aware of the requirements of the standard.
D.2
Periodicity
There is no expiry date for the OPITO approved Competence Assessor Training certificate.
Note: It is the delegate’s employing company’s responsibility to determine the validity of this certificate
and how to re-validate the delegate’s training.
D.3
Certification
Training Centres are responsible for issuing a certificate direct to the delegate completing the
programme and to the sponsoring company (when required). An OPITO certificate will be issued by the
training provider to all delegates assessed as meeting the stated learning outcomes and workplace
evidence requirements specified in Section B. The issue of a certificate indicates that the delegate has
achieved the level of competence required to be recognised as an OPITO Certified Competence Assessor
and must contain the following:
(a)
(b)
(c)
(d)
(e)
(f)
(g)
Training Centre name
Full OPITO course title stating that it is OPITO-approved
OPITO registration code
Delegate's name
Assessment end date
Unique Certificate Number (UCN) – Refer to OPITO UCN Guidance doc. for details
Training Centre Signatory.
Please note: If the expiry date on the delegates previous certificate is within 3 months prior of the
course enrolment date then the date of the new certificate should correspond with the expiry date of
the existing/previous certificate unless stated otherwise by the Duty Holder or Asset Owner or
Operator.
D.4
Course Administration
Each delegate being certificated for an OPITO approved programme must be registered with the Central
Register (CR) operated by OPITO. Registration must be made by the training establishment to OPITO
within one week of the delegate completing the workplace evidence requirements.
OPITO confirms that information on the registration form will be contained in a computerised register
which will be available to employers, prospective employers and training providers in the oil and gas
industry to verify training records. At all times use of this data will be strictly in accordance with
principles laid down in relevant data protection legislation.
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Competence Assessor Training Standard
Glossary of Terms and Abbreviations
Competence Assessor
Trained to conduct assessments on the organisation’s personnel
to ensure they are competent to perform their work according
to operational standards
Internal Verifier
Trained to authenticate the organisation’s assessor’s
judgements to ensure assessments are carried out consistently.
RPL
Recognition of Prior Learning
VARCS
Valid, authentic, reliable, current, sufficient
Workplace
The real life working environment where evidence is obtained
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Competence Assessor Training Standard
Appendix 1 – Feedback Scenarios Examples
Feedback scenarios, based on characteristics similar to the examples below, are to be devised by the
training provider.
Example #1
Candidate:
Very experienced and confident, but unable to communicate some of the technical know-how
Assessor:
Knowledgeable, calm, considerate
You like the candidate and want him to succeed
Assessment:
During an Observation Assessment with some additional questions, you have deemed the candidate
competent. However, afterwards, you have reservations that you’ve ‘been too easy’ and haven’t
explored their ‘competence’ in detail.
Challenge:
The assessor needs to consider the importance of the impartiality and objectivity of assessment decisions
rather than making judgements based on personal feelings, especially when assessing candidates they
know and like. Will the assessor demonstrate effective communication skills, explored during the
training, to research more avenues of assessment before giving a final conclusion?
Example #2
Candidate:
Not especially experienced but very confident
Liable to make silly mistakes by trying to work too fast
Arrogant when their abilities are called into question
Assessor:
Knowledgeable, calm, considerate, but quite timid (you give-in quite easily)
You don’t know the candidate and don’t think you’ll ever meet them again
Assessment:
During an Observation Assessment, the candidate made quite a few mistakes but quickly explained that
they were due to just being “far too busy”. The judgement was ‘Not yet Competent’.
Challenge:
The assessor needs to be able to explain his/her decision with confidence, especially when dealing with
‘difficult’ personalities.
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Example #3
Candidate:
Very experienced but lacking in confidence
Not able to communicate well with superiors
Will ‘give in’ to another person’s view when challenged
Assessor:
Knowledgeable, but slightly arrogant with the position of being a supervisor and an assessor
You know the candidate, but don’t have much consideration for them as you think they are too timid
Assessment:
During a Questioning Assessment, the candidate was very nervous and found it difficult to answer all
your questions. Once they did answer, they clearly showed clear knowledge of the subject matter.
Maybe the awkward ‘phrasing’ of your questions was compounded by your aversion for the candidate?
The judgement was (eventually) ‘Competent’, but you feel you need to tell the candidate that you nearly
deemed them ‘Not Yet Competent’ as you think they’re not confident enough.
Challenge:
The assessor needs to temper their own feelings when making competence decisions, and understand
the importance of supporting the candidate whenever possible.
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