Competency based Assessment (CBA)

 

Competency based assessment is a process where a certified assessor works with a trainee to collect evidence of competence, using the benchmarks provided by the unit standards that comprise the national qualifications of a specific occupation. It covers the testing of knowledge, skills, and attitudes separately. It is not about passing or failing a candidate  and evidence collection is more than just setting a test. The ultimate result is either Competent or Not Yet Competent.

 

Competency based Training (CBT)

 

CBT isa flexible learner centered approach of training based on the Skills / Competency Standard. It is an educational / training system that emphasizes the learning and demonstration of competencies in the form of knowledge, skills, attitudes, where those learning objectives are the central importance for a specific occupation, activity or career/Job.

Competency

 

Competency is the capability to apply or use a set of related knowledge, skills, and abilities required to successfully perform "critical work functions" or tasks in a defined work setting. On the other hand, competency is a combination of knowledge, skills and attitudes and their application needed to do a job within the required standards of the workplace or industry. Competencies used in CBT system is categorized as -Generic competencies, Sector Specific competencies and Occupational specific competencies.

·         Generic competencies are the basic human quality of a person needed in the work place  or in everyday life. These basic competencies are required for everybody of any  occupation under any sector. It is also known as basic competency.

·         Sector Specific competencies are the skills and knowledge needed by all people working in a particular sector. These competencies are common for the sectors and used in any occupation under that specific sector. It is also known as common competency.

·         Occupational specific competencies are the specific or core skills, knowledge & attitude needed in a particular work area of a specific occupation. It is also known as core competency

Task Analysis

 

 

The content of a learning session needs to reflect the learning outcomes and assessment criteria. Trainer needs to examine the learning outcomes carefully and identify the skills and information that the learner needs to demonstrate competence.

In order to do the above, a task analysis is carried out to identify:

·         the real work practice (practical skills), and

·         key or necessary information required to meet the session learning outcomes.

Task analysis involves taking a complex process and breaking it down into a series of simple steps to complete the task successfully.

Imagine a trainer had to tell someone who had never done it how to make a cup of tea. It might seem like a simple task to him because he has probably done it lots of times but take a minute to think about all of the steps he needs to be competent at making tea.

He remembers to get a cup out of the cupboard before you put the tea into it? Take another look at the steps you have identified. Can some of them be broken down further? Would someone from another culture be able to follow your instructions?

Dimensions of competency

 

The concept of competency includes all aspects of work performance and not only narrow task skills. A competent worker does more than just perform work tasks – these can be seen as the tip of the iceberg.

The four dimensions of competency are as follows and will help you interpret the unit of competency and develop a broad picture of the skills and knowledge needed for competence.

 

Dimension of Competency	Analysis
Task skills	Those skills actually needed to perform the task at an acceptable level -   Include knowledge and physical skills -   Usually described in the performance criteria of competency standards
Task management skills	- Organizing and coordinating skills needed to manage a number of tasks or activities within the job
Contingency skills	- Skills needed to respond and react appropriately to unexpected problems, changes in routine and breakdown
Job role/environment skills	-   Particular skills needed to perform as expected in a particular job position and location -   May be described in the range of variables and underpinning skills and knowledge sections of a competency standard

Job

A Job consist of a number of tasks. job has three components and they are: job description, job specification and personnel specification.

Task Elements

A Task Elements is a smallest steps of a measurable task. A number of task elements comprise a task.