CCA-QUESTIONS-with-Model-answers

Unit of competency: CONDUCT COMPETENCY ASSESSMENT
Prepare a written report on how you intend to conduct the competency assessment.
Use the following statements/questions as your guide in preparing your report.
Provide a Title of your report.
1. What is the purpose of giving an orientation to the candidates?
Ans.: The purpose of giving orientation is part of preparing the candidate for
assessment, to make candidate relax and not apprehensive, to provide supportive
environment allowing the candidate to be clarified on competencies to be assessed,
assessment method to be used, flow of assessment and the responsibilities of the
people involved in the assessment.
2. As an assessor what you should do prior the start of the assessment?
Ans.: Prior the assessment will make sure to check the assessment venue
appropriately set up in accordance to the assessment guidelines and within the
assessment schedule, availability of the assessment center and candidates evidence
and evidence gathering tool, workplace policies and procedures, coordination with
assessment center manager, prepare oneself re punctuality, grooming, review on the
assessment procedures, roles of all people involve, confirm assessment record
keeping and arrangement. Conduct Site Inspection, check the completeness of the
assessment resources, check and ensure safe and accessible assessment
environment and completeness of assessment package.
3. How do you make sure that the candidate taking the assessment is the same
person in the application form?
Ans.: To make sure the candidate taking the assessment ask the candidate to
present accomplished admission slip with ID picture, present a valid ID, sign
attendance sheet and compare with signature in the filled up Application Form.
4. What should be the bases of your assessment decision? If you are in doubt,
what would you do?
Ans.: The basis of my assessment decision are the Four dimensions of

competency, rules of evidence, evidence requirement, and corroboration of evidence
to other evidences. If in doubt my decision, it will make based on the evidences
gathered in accordance to the Performance Criteria and according to Competency
Standard.
5. How do you make sure that the candidate understands the tasks to be performed?
Ans.: To make sure the candidate understands the tasks, explain the task
perform rally, provide the specific instructions to the candidate and allow the
candidate to read the tasks to be performed himself, provide time to the candidate to
clarify the task.
6. What are the Do’s and Don’ts of an assessor while observing the candidate
performing the tasks? Why?
Ans.: While the candidate is performing the task as an assessor will keep
notes and record observations, the do’s of an assessor while observing the
candidate performing observe the assessment process, safety, stop
assessment only if it will result to injury or loss of life and property, do not
interrupt nor disturb the candidate it may cause them to adjust their
concentration unless if accident imminent need to fix and settle, do not ask
questions and do not leave the assessment room.
7. What is it that you should do prior to the assessment activity?
Ans.: Prior the assessment as assessor make sure it is in the assessment

guidelines and within the assessment schedule, availability of the assessment
center and candidates evidence and evidence gathering tool, workplace
policies and procedures, coordination with assessment center manager,
prepare oneself re punctuality, grooming, review on the assessment
procedures, roles of all people involve, confirm assessment record keeping
and arrangement.
Conduct Site Inspection, check the completeness of the assessment

resources, check and ensure safe and accessible assessment environment,
assessment package.
8. How should you provide the feedback? In case the candidate does not agree with
your decision what would you do?
Ans.: Provide clear and constructive feedback is to reinforce good

performance, explain specific areas for improvement, use the specific
approach-kiss before you kick and advise for reassessment, sandwich
technique, provide advice or practice to improve performance, if judgement is
not yet competent will provide advice on re assessment and give suggestions
on how to improve performance in line with the organizational policy and
procedures. Record and report promptly any assessment decision. If the
candidate does not agree with my decision even after clear feedback, will ask
the candidate to areas of disagreement and record it in the rating sheet for
both of us to sign, then prepare incident report and submit to TESDA
representative. Explore ways to overcome any gaps and provide advice on
further training or practice to improve the performance.
9. During interview or oral questioning, when the candidate’s answer is wrong do you
provide the correct answer immediately? Why?
Ans.: During the interview if the answer of the candidate is wrong as assessor
I will not provide the correct answer because it may pre-emp the answer to
the next question, because the candidate may think the assessment is
finished, and think the assessor already giving the feedback.
10. What will you explain during the orientation of the candidates?
Ans.: Explain the context and physical setting, purpose of assessment and
certification, establish allowable adjustment, right to appeal, confidentiality,
OHS, integrity of assessor, qualification, unit of competencies, task to be
performed, evidence to be collected, methods of assessment, establish the
context and purpose of assessment, gather the evidence, make judgement,
recording and reporting, provide feedback and the review of the assessment
process.
ORAL
1. How do you ensure the confidentiality of the assessment process? Why is this
important?
Ans.: Information about the candidate as well as the assessment outcome is

made available only to authorized personnel. It is important that the
integrity of the assessment process is uphold at all times.
2. What are the different ways of communicating feedback?
Ans.: *Face to face discussion *Written comments *Telephone, *Fax, *email

*Combination of methods
3. What would you do if the workplace is unsafe for assessment?
Ans.: Safety must have observed at all times. Assessment does not limit us to
observation of actual work performance in the workplace only. Evidences
are also gathered in a simulated environment through various structured
activities.
4. How would you ensure that the evidence you gather are sufficient and valid?
Ans.: Evidence is gathered in various forms and is based on all the components
of a specific competency standard in the current Training Regulations.
5. Define Reasonable Adjustment.
Ans.: Reasonable Adjustment or allowable adjustment is designed to ensure that

all people are treated equally in the assessment process. This is made to
meet the individual needs of the candidates.
6. What would you do if an accident occurred during assessment?
Ans.: Immediately stop the assessment activity. Check the safety of the
candidate and apply necessary first aid treatment. Also, make sure that
the equipment or power tools are turned off.
7. What would you do if the candidate cannot understand the language used in the
assessment documents?
Ans. Translate the language the candidate found to be difficult in the assessment
documents in verbal form and in local dialect.
8. What evidence gathering method is used to assess the underpinning knowledge

of the candidate?
Ans.: The oral questioning or the Interview are the tools that are used to measure
the underpinning or the knowledge based requirements expected from the
candidate.
9. What other evidence gathering methods can be used to assess a competency?
Ans.: *Portfolio – collection of evidence compiled by the candidate.

*Third Party Certification/Report
*Direct Observation with Oral Questioning – real work and real time
activities
10. How do you ensure that the assessment decision you made is correct?
Ans.: The decision is based on the requirements of the unit of competency. It

also conforms to the rules of evidence and evidences gathered corroborate
and support other pieces of evidences and help complete a picture of
competent performance.

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Unit of competency: CONDUCT COMPETENCY ASSESSMENT

1. What is the purpose of giving an orientation to the candidates?

2. As an assessor what you should do prior the start of the assessment?

Ans.: The basis of my assessment decision are the Four dimensions of

7. What is it that you should do prior to the assessment activity?

Ans.: Prior the assessment as assessor make sure it is in the assessment

Conduct Site Inspection, check the completeness of the assessment

Ans.: Provide clear and constructive feedback is to reinforce good

Ans.: Information about the candidate as well as the assessment outcome is

2. What are the different ways of communicating feedback?

Ans.: Face to face discussion Written comments Telephone, Fax, *email

3. What would you do if the workplace is unsafe for assessment?

Ans.: Reasonable Adjustment or allowable adjustment is designed to ensure that

6. What would you do if an accident occurred during assessment?

8. What evidence gathering method is used to assess the underpinning knowledge

9. What other evidence gathering methods can be used to assess a competency?

Ans.: *Portfolio – collection of evidence compiled by the candidate.

Ans.: The decision is based on the requirements of the unit of competency. It

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