Meeting the challenge

Maureen Little, chief external verifier at CACHE, takes a look at the wide range of people who are involved in the assessment process

From the assessor's point of view, one of the most challenging aspects of the new NVQs is that they are now being taken by a broader range of childcare workers than ever. This necessitates visiting a wide variety of workplaces and working with a diverse cross-section of individuals.

Given this broadening of the workplace, assessors and internal verifiers are now having to hone their skills and knowledge on an ongoing basis. They must meet the requirements laid down in the Assessment Strategy for Children's Care, Learning and Development SVQ/NVQs at Levels 2, 3 and 4.

Their competence should be maintained by continuing professional development, including professional updating where this is necessary to cover the extended children's age range.

Specialist assessment

Some of the units now require specialist assessment:

* SkillsActive Playwork Units (CCLD210) - Support children and young people's play, and Plan for and support self-directed play, must be assessed according to the SkillsActive assessment strategy for NVQs for Playwork by occupationally competent playwork specialists.

* Help pupils to develop their literacy skills (CCLD 345) and Help pupils to develop their numeracy skills (CCLD 346) must be assessed according to the specific assessment strategy for NVQs for Teaching Assistants by assessors who are competent to assess teaching assistants.

The expert witness

This must be an experienced individual who can provide proof of the candidate's workplace performance. Evidence from expert witnesses must meet the rules of evidence and be valid, reliable, and authentic and provide enough evidence for the candidate's assessor to make safe and fair judgements against the National Occupational Standards.

Expert witnesses must have a working knowledge of the relevant National Occupational Standards and have current or recent (within the last two years) experience of working at or above the level they are assessing. They must be able to show continuing professional development, and there must be no conflict of interest in the outcome of their evidence.

Further information

* Information about becoming an assessor is available from the Learning and Skills Council. Its 'Employers guide to training providers' helps in choosing the most suitable provider for workforce needs.

www.lsc.gov.uk/National/Employer/Goodtraining.htm

* The Institute of Assessors and Internal Verifiers www.iavltd.co.uk