ANNEX C - 12
suggested that it could also provide these services. GJR then entered into a tendering process with
the two organisations.
Having clarified the content of training & assessment and the costs entailed, we entered into a
contract with a training provider that could train and qualify our own assessors, who would then
assess all our candidates in a reasonable timeframe, allowing us to become a satellite qualifications
centre in the early days and developing our expertise as assessors and internal verifiers to become a
fully-fledged Qualifications Centre within a couple of years.
UNDERTAKING THE QUALIFICATIONS
Confirmation of the qualifications with the awarding organisation
The second Company Meeting confirmed that the most suitable qualifications for the black powder
team were available in the new suite of explosives operations qualifications available from HSQ,
which include more disciplines in one qualification. This is much more appropriate for small
companies whose workforce is required to undertake a number of different key roles within their
normal job description. In the case of GJR this particularly applies in needing manufacture and
disposal roles.
Assessor qualifications
GJR arranged for two people to take the assessor qualification. The procedure for the two assessors
to achieve the qualification was carried out by QinetiQ Centre and was based on the understanding
of the assessment methodology and their skill to prepare and conduct two partial assessment of two
different. Five days were used to perform the training and assessment of the two candidates. The
first two days were used for the candidate assessors to receive the theory elements of the
qualification, two days were used for observations of the assessor candidates in the work
environment (conducting partial assessments) and one day was used for professional discussion with
each candidate.
The theoretical stage was conducted in a meeting room at a local venue and covered the principles
and practices of assessment in the workplace. The practical stage was done at the factory and
required each candidate assessor to be seen to undertake 2 assessments (by observation,
questioning and work product) of 2 learners, i.e. a total of four assessments. This was followed by a
professional discussion between the candidate assessor and the instructor/assessor which allowed
the instructor/assessor to gain a deeper understanding of the candidate assessor’s knowledge and
attitudes and performance during their own training and assessment.
At the different steps of the assessment process, each candidate fed a Portfolio that was completed
at the end. The accredited Internal Verifier assured the maintenance and improvement of quality
assessment, supporting the assessor and monitoring the quality of the assessor’s performance,
ensuring standardisation between assessors and to meet the external quality assurance
requirements.
The two assessors were accredited by the ‘Open Awards’ awarding organisation, achieving the Open
Awards Level 3 Award in Assessing Competence in the Work Environment (OCF).
A Coutinho, a 3
rd
-party accreditor who is now one of the assessors for GJR, writes that
ANNEX C - 13
“My participation in this project was as follows:
•
Analysis of Standards;
•
Analysis of company processes;
•
Qualification as a certified assessor;
•
Realization of assessments to 3 GJR level 2 employees
The qualification process as an assessor took place during one week with room and factory
training, and it was very important for me to understand the methodology of assessments, its
benefits and how to perform them in the future.
At this moment, I am working with the other qualified assessor, and the company GJR, to complete
the qualification of three level two employers of GJR.”
Explosives operations qualifications
The new assessors initiated the assessment of GJR staff (Level 2, Level 3 and Level 4), first preparing
the process before collecting documentation of the GJR internal organization, rules and procedures,
so that they could obtain evidences from various reports and records of the candidates’ work
activities. Based on the Rules of Combination and HSQ Units (mandatory and optional) established
for each level, the assessment processes were conducted in order to confirm that the evidence
presented was sufficient to demonstrate the competence of the candidate against the Standards.
Each assessment process was adapted according the vulnerabilities of the learner and in way to
minimize the risks and disturbance during the observations.
Observation in work, verbal questions, witness testimonies and simulation were used to complete
the portfolio of each learner.
GJR candidates well understood the assessment procedure and the importance of the portfolio, as
the register document of all evidences collected from the observation, questions, witness testimony
from other elements of the staff in the organisation chart, and documents produced within the diary
tasks.
GJR candidates proved to be motivated to pursue their learning progress in the company in order to
achieve all the points for a higher level.
TESTING THE EFFECTIVENESS OF THE CHANGES
A Coutinho, with his combined experience as a 3
rd
-party accreditor for quality management and now
as an assessor, comments that “
, I think this project is very important for a large number of entities:
•
For the employers who were qualified, because they achieve a formal qualification that
proves they are capable of doing their job. This is important, not only for them to be able to
apply for another job, but also in terms of their self-confidence and pride;
•
For GJR – Pirotecnia Explosivos, SA, who verified that their processes are current, understood
and fulfilled by their workers;
•
For Explosives Companies in Portugal, who did not have these formal qualifications;
•
For the Qualified Assessors, who improved their knowledge, and gained a powerful tool for
helping their clients.”
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