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National Learning Centre
21988
Candidate Information Handbook

1. ABOUT NATIONAL LEARNING CENTRE

 

The National Learning Centre, (hereon in referred to as NLC), is a Registered Training Organisation that has been established to provide high quality training and assessment services to the Stevedoring Industry.

 

NLC currently delivers training and assessment in the following qualifications:

 

§  TLI33516 Certificate III in Stevedoring

 

2. INTRODUCTION

 

This Candidate Information Handbook has been developed to provide candidates with general information about their training program and an overview of the expectations and support services available to all candidates.

 

3. OCCUPATIONAL HEALTH AND SAFETY

 

Assessors have a duty of care to provide a safe and healthy working environment for all candidates in their classes.

 

NLC and the candidates’’ employers support a safe working and learning environment.

 

Safety is also the responsibility of all candidates. All candidates must observe all safety rules and regulations, use required protective equipment and report to their trainer / assessor any situations that may be unsafe to themselves or others.

 

4. NATIONAL RECOGNITION

 

All AQF qualifications and statements of attainment issued by other registered training organisations will be fully recognised provided they are authentic and current.

 

5. FEES AND CHARGES

 

All candidates’ fees are sponsored by their employer for the accredited courses offered by NLC.

 


6. GENERAL INFORMATION

 

6.1 Apprenticeship and Traineeships

 

The traineeship programs offered by NLC complies with the government requirements for the issuance of national qualifications.

 

The learning resources utilised throughout trainee courses are developed through close consultation with industry and give trainees the most comprehensive trade qualifications available in Australia. All materials are being continuously reviewed and updated in order to keep up with the ever-changing technology and processes and ensure relevancy.

 

6.2 Hours of Work

 

It is important that candidates develop good employment practices such as punctuality. 

 

For this reason, NLC has defined standard hours of work, these are Monday to Friday 09:00am – 4:00 pm, excluding public holidays.

 

6.3 Professional Conduct and Behaviour

 

NLC require and expect high standards of professional conduct from all employees, contractors and candidates.

 

NLC will not tolerate any behaviour that diminishes their reputation, or that puts their organisation, or anyone working or learning in it, at risk in any way.

 

As a condition of enrolment, all candidates must also commit to fair and reasonable behaviour.

 

In the event where a breach to the behaviour standards is demonstrated, disciplinary action will follow. In the event of a serious breach to these standards, suspension and possible expulsion may occur.

 

6.4 Candidate Attendance

 

NLC expects candidates to attend the training sessions requested of them, to arrive on time and to interact in the training session in a co operative and participative manner.


6. GENERAL INFORMATION

(cont’d)

6.5 Discrimination

 

Discrimination in employment and education is prohibited. NLC will treat any complaints of discrimination very seriously. The following definitions may help you to be clear on what is required:

 

§  Discrimination refers to any act that unlawfully distinguishes between groups or individuals based on irrelevant factors such as their sex, disability, marital or parental status, pregnancy, sexuality or race, national or ethnic origin. Such discrimination is unlawful and NLC will not tolerate it.

§  Sexual harassment refers to any verbal or physical, unwelcome non-reciprocated behaviour of a sexual nature. It can cover a range of actions such as displaying offensive material, making sexual remarks or innuendo, making offensive gestures, or engaging in unwanted sexually oriented physical contact.  Sexual harassment creates a hostile working and learning environment.

§  Disability refers to any physical, intellectual, psychiatric, sensory or neurological impairment any physical disfigurements or the presence of diseases such as the HIV virus. Discrimination on the grounds of a person’s disability (or belief that a person has a disability) is prohibited.

 

6.5.1 Bullying or Harassment

 

NLC also support an environment free from bullying or other harassment of individuals.

 

NLC will treat any such behaviour very seriously. In addition, where candidates behave in a bullying or harassing way, we will also involve their employers in any disciplinary processes.


7. COMPLAINTS AND APPEALS

 

NLC has a complaints and appeals process to ensure that candidate complaints are dealt with fairly, consistently and promptly.

 

NLC views candidate complaints as not only providing an insight into candidate levels of satisfaction but also an opportunity to review and improve their policies and practices.

 

7.1 NLC’s Complaints and Appeals Procedure

 

Purpose

 

This Complaints and Appeals Policy is designed to ensure that NLC responds effectively to individual cases of dissatisfaction. This policy outlines NLC’s approach to managing complaints and appeals and ensures that all clients, candidates, employers and other stakeholders are aware of the steps to take to have their dissatisfaction addressed appropriately. 

 

This policy provides an avenue for all complaints to be addressed in a fair, efficient and confidential manner.

 

Definitions

 

§  Complaint – a person’s expression of dissatisfaction with any service provided by NLC.

§  Appeal – a request to review a decision that has previously been made.

An appeal is the result of a complaint that has not been resolved.

 

Scope

 

This policy applies to all candidates, prospective candidates, clients, employers, staff and other stakeholders of NLC. This policy and related procedure will be made available to candidates regardless of their location at which the complaint has arisen, the mode in which they study or their place of residence.

 


7. COMPLAINTS AND APPEALS

 

7.1 NLC’s Complaints and Appeals Procedure

(cont’d)

Despite all efforts of NLC to provide satisfactory services to its candidates, clients, employers and other persons, complaints may occasionally arise requiring formal resolution.

 

NLC is committed to developing and maintaining an effective, timely, fair and equitable complaints and appeals system which is easily accessible and offered to complainants at no charge. NLC aims to:

 

§  Develop a culture that views complaints and appeals as an opportunity to improve the organisation and how it works;

§  Set in place a complaints and appeals handling system that is client focused and helps NLC to prevent these events from recurring;

§  Ensure that any complaints and appeals are resolved promptly, objectively and with sensitivity and in complete confidentiality;

§  Ensure that the views of each complainant and respondent are respected and that any party to a complaint or appeal is not discriminated against nor victimised and

§  Ensure that there is a consistent response to complaints and appeals.

 

7.2 Nature of Complaints and Appeals

 

Complaints and appeals may be made be in relation to any of NLC’s services, activities and decisions such as:

 

§  The enrolment, induction process;

§  The quality of education provided;

§  Training and assessment matters, including candidate progress, assessment, curriculum and awards in a course of study;

§  Access to personal records;

§  Decisions made by NLC and/or

§  The way someone has been treated.

 

7.3 Resolving Issues before they become a formal complaint

 

Candidates and clients are encouraged, wherever possible, to resolve concerns or difficulties directly with the person(s) concerned to deal with the issue before it becomes a formal complaint. NLC’s administration officer and other staff members are available to assist candidates to resolve their issues at this level.

 


7. COMPLAINTS AND APPEALS

(cont’d)

7.4 Lodging a Complaint

 

Formal complaints and appeals must be submitted on NLC’s Complaints and Appeals Form to the National Training Manager. All parties are encouraged to approach matters with an open view and to attempt to resolve problems through discussion and conciliation. NLC acknowledges the need for an appropriate independent party to mediate where an appropriate outcome cannot be reached internally.

 

7.5 Resolution Timeframe

 

All formal complaints and appeals will be responded to efficiently to ensure an effective resolution within a reasonable timeframe, usually twenty one (21) days or as soon as practicable. However in some cases, particularly if the matter is complex, the resolution may take longer.

 

7.6 Complaints and Appeals Register

 

All formal complaints and appeals and their outcomes will be recorded on the Complaints and Appeals Register. In addition, the register will be regularly reviewed by management and used as an opportunity for improvement and reflection.

 

7.7 Timeframe for Assessment Appeals

 

§  Candidates have the right to make an appeal against the academic decisions made by NLC. 

§  Appeals against any decisions of a non-academic nature are to be made in writing following the Formal Complaints and Appeals procedure. 

§  Appeals against assessment decisions and other academic matters must be made within twenty-one (21) days of the original decision being made.

 


7. COMPLAINTS AND APPEALS

(cont’d)

7.8 Enrolment Status

 

Where a candidate chooses to access this policy and procedure, NLC will maintain the candidate’s enrolment while the complaints handling process is ongoing.

 

7.9 Record Keeping & Confidentiality

 

§  As a Registered Training Organisation, NLC will protect your privacy as governed by the Privacy Act 1988. NLC will only use personal information obtained about you for the authorized purpose of carrying out our requirements as an RTO.

§  NLC will not disclose any personal information about you to any third party and will take reasonable measures to prevent any infringement of your personal rights. Personal information will only be provided to third parties where approved by you in writing or otherwise required by law.

 

7.10 Access to Candidate Records

 

As an enrolled candidate with NLC you will have access to your records throughout the duration of your training program. To retrieve any information in your candidate, please contact the National Training Manager.

 

For security purposes, candidates will need to provide the following information:

 

§  Their date of birth

§  Full name

§  Mother’s maiden name

 


7. COMPLAINTS AND APPEALS

(cont’d)

7.11 Complaints and Appeals Form

 

CANDIDATE DETAILS                                                                                                                        CONFIDENTIAL

Candidate Name:

Date:

Contact Telephone Number:

Address for correspondence:

Suburb:

State:

Postcode:

Course Code:

Course Title:

Employer:

Workplace Supervisor:

Location:

 

Section 1 – COMPLAINT

Made against:

Date of event:

Please provide full details of the what took place: (If you require more room, please use the back of this form or attach additional sheets of paper)

 

 

 

 

 

 

 

 

 

 

Witnessed by: (Please ensure that all witnesses are aware that they have been named on this form)

Name:

Contact Telephone Number:

Position:

Name:

Contact Telephone Number:

Position:

Name:

Contact Telephone Number:

Position:

DECLARATION

The above information is a true and correct account of the event that took place as I recall it.

 

Candidate’s Signature: ______________________________________________________

 

       

 


7. COMPLAINTS AND APPEALS

 

7.11 Complaints and Appeals Form

(cont’d)

RTO ACTION

 

Date Received:

Complaint Register Number:

Investigation undertaken and documented: o Yes      o No

Appropriate documentation attached: o Yes                o No

Resolution:

 

 

 

All parties have signed below in acceptance of the proposed resolution to this complaint

National Training Manager:

Complainant:

 

 

 

If complaint has not been resolved, an appeal made be submitted (Please refer to section 2)

 

     

 

 

Section 2 - Appeals

 

 

Nature of Appeal:

a) the enrolment, induction/orientation process;

b) the quality of education provided;

c) training and assessment matters, including student progress, assessment, curriculum and awards in a course of study;

d) access to personal records;

e) Decisions made by NLC

f) the way someone has treated you

(Please circle the relevant option above)

 

Reason for Appeal:

 

 

 

 

 

 

 

 


7. COMPLAINTS AND APPEALS

 

7.11 Complaints and Appeals Form

(cont’d)

 

Attach supporting documentation if required

Submit this form to the National Training Manager

 

Appeal Outcome (National Training Manager to complete this section)

Is a resolution possible            YES                           NO

 

Comments / Agreed Action Plan:

 

 

 

 

 

 

 

 

 

 

 

Follow Up Meeting:                            YES                        Date:      ______________________

 

                                                                NO                          Date:      ______________________

 

 

National Training Manager’s Signature:

 

 

 

 

 

 

 

Office Use Only

 

o Copy of this completed documentation sent to the complainant          ______________________ (insert date)

o Copy of this completed documentation filed

o Business Quality Register, under Complaints and Appeals, updated with all relevant information

 

 


8. ACCESS AND EQUITY POLICY

 

8.1 Introduction

 

This Access and Equity Policy sets out how NLC is committed to access and equity in vocational education and training.

 

The purpose of this policy is to ensure that anyone who completes or has the intention of completing a course through NLC has the opportunity to participate and achieve the same outcomes as other members of the community.

 

8.2 Definitions

 

“Access and Equity” means policies and approaches aimed at ensuring that vocational education and training are responsive to the individual needs of participants and clients whose age, gender, cultural or ethnic background, disability, sexuality, language skills, literacy or numeracy level, unemployment, imprisonment or remote location may present a barrier to access, participant and the achievement of suitable outcomes.

 

8.3 What are Equity Groups?

 

In the past, certain groups of people were not included in education and training programs.

 

Sometimes it was a deliberate exclusion whilst others were based on misunderstanding or lack of forethought. Historically these groups became known as equity groups in order to highlight their situations and address the disadvantage they clearly experienced and continue to experience today. Some groups of people are still under represented in vocational programs and employment.

 


8. ACCESS AND EQUITY POLICY

(cont’d)

8.3 What are Equity Groups?

 

These groups include:

 

§  People with disabilities;

§  People without adequate literacy and numeracy skills;

§  People from culturally and linguistically diverse backgrounds;

§  Women;

§  Aboriginal people;

§  People living in rural and remote areas;

§  Offenders (including young offenders) and prisoners;

§  People of low socio-economic status and

§  Unemployed people aged over 45 years

 

8.4 What is Access and Equity?

 

Access and Equity is about removing barriers and opening up opportunities.

 

In relation to training it means ensuring that people with different needs and abilities have the same opportunities to successfully gain skills, knowledge and experience through education and training irrespective of their age, disability, colour, race, gender, religion, sexuality, family responsibilities, or location etc.

 

NLC needs to identify and address the training needs of all participants.


8. ACCESS AND EQUITY POLICY

(cont’d)

8.5 Policy

 

Access and Equity ensure fairness and can be achieved through practices that are free from bias or discrimination. It provides individuals with the opportunity to access, participate in, and achieve outcomes of vocational education and training.

 

NLC will ensure that there is a competent, well-trained employee who as part of their job function will be responsible for the implementation and maintenance of the above Access and Equity legislation and the timely distribution to its employees and participants.

 

All new employees employed with NLC will be required to complete their specific induction program. Through the induction process the principles of access and equity and Language, Literacy and Numeracy will be highlighted.

 

8.6 Legal Responsibilities

 

All VET trainers/assessors have a legal responsibility to ensure that discrimination does not occur. Legislation which provides protection against discrimination includes:

 

8.6.1 Commonwealth Legislation

 

§  Racial Discrimination Act 1975

§  Sex Discrimination Act 1984

§  Human Rights and Equal Opportunity Commission Act 1986

§  Disability Discrimination Act 1992

§  Racial Hatred Amendment 1995.


8. ACCESS & EQUITY POLICY

(cont’d)

8.7 NLC’s Responsibilities

 

§  That inclusivity is incorporated into their learning culture and this will be reflected through a positive learning environment. NLC will recognise that there may be individual differences and participants with particular needs. These needs will be acknowledged, respected and valued and confidentiality will be maintained at all times.

§  Every participant will be made to feel welcome, supported and will have the opportunity to participate and achieve the same outcomes as other members of the community.

§  Participants will be inducted so that available support programs and assistance will be identified.

§  Events of major cultural importance to a participant will be acknowledged and allowances will be made for their observance.

§  No participant will be disadvantaged in their education and training at NLC.

 

NLC will do this by:

 

§  Promoting access to training for all people regardless of gender, socio-economic background, disability, ethnic origin, sexual orientation, age or race.

§  Ensuring training services are delivered in a non-discriminatory, open and respectful manner.

§  Providing the required training to relevant employees to manage access and equity issues.

§  Providing language, literacy and numeracy strategies and assistance to participants with special learning needs.

§  Endeavouring to identify barriers to participation and develop strategies to help overcome these barriers through their delivery of training programs and assessments.

§  Implementing procedures and strategies aimed at achieving equal educational and vocational opportunities and outcomes and

§  Ensuring assessments are equitable for all participants, taking into account cultural, linguistic and physical capability needs.

 

In the event of a complaint or an assessment appeal, reference should be made to NLC’s Appeals and/or Cancellation Policies and Procedures.


9. CANDIDATE RECORDS MANAGEMENT

 

9.1 Overview

 

9.1.1 Purpose

 

The purpose of this policy and procedure is to ensure NLC co operates with the registering body in the retention, archiving, retrieval and transfer of records as per the requirements of the ASQA Essential Standards.

 

9.1.2 Scope and Application

 

This policy and procedure applies to all NLC staff and candidates.

 

9.1.3 Definitions

 

Word/Term/Acronym

Definition

 

ASQA    

Australian Skills Quality Authority. National set of standards which assures nationally consistent, high quality, training and assessment services for Australia’s VET system

 

VET

Vocational Education and Training

 

VET Quality Framework

The VET Quality Framework is a set of standards and conditions that ASQA uses to assess whether an RTO meets the requirements for registration.

 

RTO

Registered Training Organisation

 

AVETMISS

Australian Vocational Education and Training Management Information Statistical Standard is a national standard for the collection and analysis of VET information throughout Australia.

 


9. CANDIDATE RECORDS MANAGEMENT

 

9.1 Overview

(cont’d)

9.1.4 Types of Records

 

Progress of candidates is kept on an AVETMISS compliant database. The data recorded on the database may be printed out for the candidate’s reference.

 

All records are kept confidential and a candidate must provide the following information to be granted access to their files:

 

§  Date of birth;

§  Full name and

§  Mother’s maiden name.

 

Records held may include the following information:

 

§  Training / employment identification number

§  Personal details such as age, address, telephone number

§  Personal request for training, notes of discussions, counselling, language/literacy issues etc

§  Letters and other items of communication

§  Copies of skills recognition applications together with all presented evidence at details of outcomes, letters of advice etc 

§  Course / enrolment information

§  Receipt of payment

§  Copies of completion certificates / qualifications / Statement of Attainments issued

§  Evidence of assessments – oral questioning, written and practical assessments

§  Copies of licences / accreditation


9. CANDIDATE RECORDS MANAGEMENT

 

9.1 Overview

 

9.1.4 Types of Records

§  (cont’d)

§  Disciplinary actions (if applicable)

§  Reports / actions taken

§  Copies of outcome advice to candidate

§  Grievances lodged

§  Copies of outcome advice to candidate

§  Assessment appeals (if applicable)

§  Copies of outcome advice to candidate

 

9.2 Policy Principles

 

9.2.1 Storage of Records

 

§  NLC shall ensure all records are kept secure and that confidential information is safe guarded.

§  NLC shall back up all electronically stored records, as per “Document Integrity” operating procedure.

§  NLC shall ensure records are available for accessing by both internal and external auditors at scheduled audits.

 


9. CANDIDATE RECORDS MANAGEMENT

 

9.2 Policy Principles

(cont’d)

9.2.2 Retention of Records for Audit

 

NLC shall maintain the following records for audit purposes for at least five years and to cover the current registration period:

 

§  All ASQA policies and procedures;

§  Training delivery and assessment strategies for qualifications/courses;

§  Assessment policies;

§  Assessment tools/instruments;

§  Assessment records;

§  Recognition of Prior Learning (RPL) assessment tools records detailing the evidence assessed for each candidate to determine competence and

§  Complaints, grievance and appeals.

 

9.2.3 Candidate’s Results

 

Candidate results recorded by NLC shall include:

 

§  Candidate identification (full name, address, date of birth and candidate ID number);

§  Units of competency achieved including title, code and date issued;

§  Qualifications/Statements of Attainment issued including title, national code and date issued and

§  Any other information so that the qualification or Statements of Attainment may be reissued by NLC.


9. CANDIDATE RECORDS MANAGEMENT

 

9.2 Policy Principles

(cont’d)

9.2.4 Provision of Information and Data

 

The following information and data will be provided by NLC to ASQA:

 

Report on Operations for the Previous Year

 

NLC shall provide information to the ASQA on its operations for the previous twelve months to assist in the planning and scheduling of audits. This information shall be provided when requested by ASQA and in the form approved by ASQA.

 

Notification of agreements between NLC and organisations that are not RTOs

 

NLC shall notify the ASQA within thirty days of the commencement and / or completion of an agreement with an organisation that is not an RTO that provides training and / or assessment on behalf of the RTO.

 

Notification of Qualifications and Statements of Attainment Issued

 

NLC shall notify the ASQA within thirty days of issuing any AQF Qualifications and/or Statements of Attainment.

 

Notification shall be through the RTO’s AVETMISS data base program.

 

 


9. CANDIDATE RECORDS MANAGEMENT

 

9.2 Policy Principles

(cont’d)

9.2.5 Issuance of Qualifications

 

Notification shall include:

 

§  RTO name ;

§  RTO number (national) ;

§  Full name of candidate;

§  Candidate’s date of birth or identity number;

§  Qualification or course achieved including title and national code ;

§  Certificate number and

§  Date on which the requirements for the qualification were achieved.

 

9.2.6 Issuance of Statements of Attainment

 

Notification shall include:

 

§  RTO name;

§  RTO number (national);

§  Full name of candidate;

§  Candidate’s date of birth or identity number ;

§  Unit(s) of Competency achieved including title and national code;

§  Qualification/course including title and national code if Statement of Attainment issued in partial completion of training;

§  Certificate number and

§  Date on which the requirements for the Statement of Attainment were achieved.


9. CANDIDATE RECORDS MANAGEMENT

 

9.2 Policy Principles

(cont’d)

9.2.7 Records Transfer When RTO Ceases

 

When NLC ceases operation all candidates’ records must be transferred:

 

NLC host their VETTRAC program from OZSOFT, so this ensures that all data is electronically saved. In the event that NLC cease business, all candidates can retrieve their records from OZSOFT. This is noted in the Candidate’s Information Handbook.

 

If NLC voluntarily withdraws from its registration or if registration lapses or is not renewed, or is cancelled by the ASQA, NLC shall within thirty days:

 

§  Make arrangements for all current candidates to receive a copy of their candidate records including, if not previously provided to the candidates:

o    A certificate number for each qualification completed,

o    A Statement of Attainment for any units of competence completed in partial fulfilment of a qualification within a training package or accredited course and

o    Evidence of training and assessment activities undertaken at the time of registration expiry that were only in partial fulfilment of unit of competence in nationally recognised training.

 

§  Forward to ASQA an agreed electronic or hard copy format the following information:

o    Details of candidates (full name, address, DOB and / or identity number) who have undertaken training in the organisation,

o    Units of competency achieved by each candidate including title, code and date achieved and

o    Qualifications/Statement of Attainment achieved including title, code and date achieved.

 

The documentation shall be a complete, accurate and orderly copy of all candidate results / details since initial registration

 

The records shall be in electronic or hard copy and shall include software details.

 


9. CANDIDATE RECORDS MANAGEMENT

(cont’d)

9.3 Procedure

 

9.3.1 Record and Maintenance

 

NLC shall record and maintain the following:

 

§  General subject files and correspondence files for NLC;

§  A computer-based records management system;

§  A register of legal documents;

§  Records of decisions of the NLC Management and staff members;

§  Financial and Business Services;

§  Candidate Enquiries and

§  Candidates’ personal files.

 

9.3.2 Reporting

 

NLC shall:

 

§  Use an AVETMISS compliant candidate records management system,

§  Preserve its records in accordance with ASQA requirements and

§  Retain candidate information in an ethical matter.

 


9. CANDIDATE RECORDS MANAGEMENT

 

9.3 Procedure

(cont’d)

9.3.3 Accessing Candidate Files

 

§  Access to confidential files is restricted to NLC’s CEO. Other staff members requesting access to a candidate’s file require the approval of a NLC’s CEO.

§  Candidates may request to see their files, providing they can supply proof of identity, that is date of birth, full name and mother’s maiden name. Candidate files shall be delivered by hand and are to be returned by hand and NLC’s CEO shall supervise the viewing of candidate records and return records to their stored location.

§  Candidates may not change their files.

 

9.3.4 Storing Confidential Information

 

§  It is necessary for NLC to hold personal information relating to candidates. This information is held on the NLC drive and is password protected.

§  General principles of confidentiality and privacy apply to these records.

§  Information shall not be released to any external enquirer without written permission.

§  Hard copy files shall be stored in the filing cabinet in NLC’s office. The filing cabinets shall remain locked and the key kept in a safe and confidential location.

§  Files shall be retained and disposed of in accordance with the following schedule:

o    Transfer to inactive storage within six months after end of calendar year in which candidate was last enrolled and

o    After five years in storage, the records can be destroyed.

 

Information for re issuance of Certificates and / or Statements of Attainment shall be stored for 30 years as per regulations.

 

 

 


10. ASSESSMENT PROCEDURE AND POLICY

 

10.1 What Are Assessment Guidelines?

 

The Assessment Guidelines are an endorsed component of a Training Package. They provide an industry framework to ensure all assessments meet industry needs and nationally agreed standards as expressed in the Training Package. The Assessment Guidelines must be followed to ensure the integrity of assessment leading to nationally recognised qualifications.

 

10.2 What Is Assessment?

 

Assessment is simply a process designed to ensure that a candidate has achieved all the skills and knowledge requirements of a unit.

 

Assessment in a competency-based system involves gathering evidence from a number of methods, usually in combination.

 

Evidence is information upon which an assessor makes a judgement of competency. A key consideration within the assessment process is determining the sources of evidence that will meet the requirements outlined in each of the units of competency within the relevant Training Package/s.

 

Evidence may be sourced from any combination of the methods listed below. It is really up to the assessor to work with the candidate to decide which methods of assessment will be appropriate to prove competence and meet the specific needs of the candidate and enterprise.


10. ASSESSMENT PROCEDURE AND POLICY

 

10.2 What Is Assessment?

(cont’d)

In general terms, assessment during training will involve:

 

§  Observation (an assessor observing performance in the workplace)

§  Third party reports (reports from a supervisor or other qualified person verifying a person’s abilities)

§  Questioning (an assessor asking the learner questions in written or oral form to check their knowledge of key aspects of a unit)

§  Portfolio of evidence;

§  A work based project (a project undertaken on the job to demonstrate competency in one or more units).

§  Candidates will be given advance warning of the time and form of any assessment and will not be expected to sit an assessment they have not prepared for and

§  Candidates will be given an opportunity for at least one reassessment for any competencies not achieved on the first attempt.

 

All of these forms of assessment can provide evidence of a candidate’s knowledge and skills and standard of performance against one or more units of competency. Units can be assessed individually, or in an integrated way as part of a common cluster of related functions.

 

Flexible assessment procedures are in place. Workplace demands are taken into account when negotiating due dates for assessments.

 

All assessment activities will be based on the competency standards outlined in the National Training Package.

 

Proposed dates of assessment are outlined in the Candidate’s Training Plan.

 

There are outcomes that you can receive as a result of the assessment activity, they are:

 

§  Competent or

§  Not Yet Competent.


10. ASSESSMENT PROCEDURE AND POLICY

 

10.2 What Is Assessment?

(cont’d)

 

Should the candidate be issued a grade of "Not Yet Competent", the assessor will identify the training needs. Where appropriate, training will be provided to address any skills gaps identified in the assessment process.

 

Appeals and Reassessment procedures aim to be both fair and impartial. If the candidate feels that they are able to demonstrate reasonable grounds for reassessment, they should direct their request in writing to NLC’s National Training Manager via email at kellie@nationallearningcentre.com.au for consideration.

 

Reference can be made to NLC’s Complaints and Appeals Procedure.

 

10.3 What is Competency?

 

Competency involves the specification of skills and knowledge and their application to a particular standard of performance required in the workplace.

 

Aspects of work performance included in this concept involve:

 

§  Performance at an acceptable level of technical skill;

§  Organizing one's tasks;

§  Responding and reacting appropriately when things go wrong; and

§  Transferring skills and knowledge to new situations and contexts.

 

Standards are statements of the required workplace levels of performance.


10. ASSESSMENT PROCEDURE AND POLICY

(cont’d)

10.4 Assessment Policy

 

10.4.1 Assessment

 

Assessment is the process of collecting evidence and making judgments on the extent and nature of performance and other requirements, as described in a set of standards, or learning outcomes, resulting in a judgment of whether or not competency has been demonstrated.

 

Effective and objective assessment is the key to the successful implementation of competency standards in the workplace and in education. This is the judgment of performance and knowledge against the relevant industry competency standards.

Assessment is carried out by the comparison of a candidate's evidence of skills and knowledge, against the requirements of the Standards.

 

Underlying Principles of Assessment

 

The Assessment Guidelines of Training Packages require the four principles of assessment to be followed when assessing a candidate’s evidence of competence.

The principles of assessment are:

 

a) Validity

 

Validity means ensuring evidence is collected in a variety of contexts and on a number of occasions, and that the assessment process and materials assess everything they claim to, and nothing else.

 

Validity of assessment is achieved when:

 

§  Assessors are fully aware of what is to be assessed, as indicated by the standards of competence, including clearly defined performance criteria and

§  Appropriate evidence is collected from activities that can be clearly related to the units of competency.

 

b) Authenticity

 

Authenticity means that the evidence collected is authentic and that it is actually derived from valid sources and is directly attributable to the candidate.


10. ASSESSMENT PROCEDURE AND POLICY

 

10.4 Assessment Policy

 

10.4.1 Assessment

(cont’d)

Underlying Principles of Assessment

 

c) Reliability

 

Reliable assessment uses methods and procedures that ensure that the competency standards are interpreted and applied consistently from candidate to candidate and from context to context.

 

The following are important to ensure that assessment produces consistent outcomes:

 

§  Clear, unambiguous, well documented assessment procedures and competency standards;

§  Clear, consistent and specific assessment criteria;

§  Effectively trained, briefed and monitored assessors;

§  Adequate assessors across industries and a hierarchy of assessment which ensures a quality outcome; and

§  Assessment is carried out within a system flexible enough to cope with multiple and diverse forms of evidence.

 

d) Consistency

 

The assessment system must ensure that evidence collected and provided for judgment is consistent across the range, without undue reliance on any small number of select workplace contexts or projects.


10. ASSESSMENT PROCEDURE AND POLICY

 

10.4 Assessment Policy

 

10.4.1 Assessment

(cont’d)

Underlying Principles of Assessment

 

e) Currency

 

Under an effective system, assessment evaluates whether or not the candidate’s skills and knowledge are current and can be applied in today's workplace.

 

As a general rule, competencies that have not been demonstrated within the past three years are not usually accepted as "current". However, an assessor, under some circumstances may make exceptions to the specified period.

 

There may be specific situations where the candidate’s skills have not been directly applied for a longer period, but these skills are in fact still current for the candidate. In cases such as this, evidence from earlier periods may be admissible, and assessed for currency, within an appropriately flexible assessment system.

 

f) Sufficiency

 

Evidence of competency should be sufficient to cover all the elements, performance criteria and required range of variables in the standards against which assessment is to be carried out.

 

A tendency of many candidates is to provide more (or less) evidence than is actually required to prove competency against the standards.

 

An effective assessment system ensures that candidates are clearly advised regarding the amount and form of evidence, which is sufficient to prove competency. This should avoid the situation where masses of evidence are provided, requiring assessors to spend more time than necessary per candidate, or too little evidence, making it difficult to judge competence.


10. ASSESSMENT PROCEDURE AND POLICY

 

10.4 Assessment Policy

 

10.4.1 Assessment

(cont’d)

Underlying Principles of Assessment

 

g) Flexibility

 

Every portfolio or set of candidate’s evidence is unique.

 

Each candidate will identify and develop his or her own specific set of evidence to prove competency against the standards. This set will be based on the workplace experience of the candidate and will comprise diverse types and forms of relevant and appropriate evidence.

 

Assessors must be capable of taking a flexible approach to the assessment of evidence.

 

Clearly, this approach must always take time and cost into account both to ensure the best use of assessor time and from the viewpoint of the candidate and his or her employer.

 

An assessment system must evaluate the scope of knowledge and skills covered by the criteria both performance (skill) and underpinning knowledge and understanding.

 

h) Fairness and Equity

 

An assessment system and its processes must not disadvantage any person or organisation.

 

All eligible candidates must be guaranteed access to assessment, which does not discriminate on any basis. Assessment guidelines must include an approach for working with candidates who have special needs.


10. ASSESSMENT PROCEDURE AND POLICY

 

10.4 Assessment Policy

 

10.4.1 Assessment

(cont’d)

Underlying Principles of Assessment

 

To achieve these principles, the assessment system must exhibit the following characteristics:

 

§  The standards, assessment processes and all associated information are straight forward and understandable;

§  The characteristics of potential candidates are identified, to enable all potential assessment issues to be identified and catered for;

§  The chosen processes and materials within the system of assessment do not disadvantage candidates;

§  An appropriate and effective review and dispute resolution mechanism is in place to investigate, examine and redress any issue of unfairness or disadvantage identified, involving access, assessment, certification or any other related issue; and

§  Where potential disadvantages are identified, the system is amended to avoid or counter them, or appropriate steps taken to overcome them including reassessment if required.


10. ASSESSMENT PROCEDURE AND POLICY

(cont’d)

10.5 Assessors

 

The role of an assessor is to objectively assess and judge a candidate's evidence against a set of standards.

 

In order to do this effectively, an assessor must have a sound knowledge of, and be skilled in, the relevant industry area. In addition, the assessor must have acknowledged competency in assessment itself and hold an appropriate Workplace Assessor qualification or equivalent.

 

An assessor must:

 

§  Interpret and understand the criteria;

§  Ensure that evidence meets the standards;

§  Ensure that evidence is valid, authentic, reliable, consistent, current and sufficient; and

§  Use expertise to make fair and objective judgments.

 

The training and ongoing professional development of assessors must include such areas as:

 

§  Roles, responsibilities and ethics;

§  Procedural and administrative duties;

§  Performance and knowledge evidence gathering and presentation;

§  Interpretation and usage of standards;

§  Selecting and using appropriate methods of assessment; and

§  Requirements regarding processing and recording of results, progress and feedback.

 

It is crucial that assessors always understand and practice fair, objective, unbiased and flexible assessment processes.


10. ASSESSMENT PROCEDURE AND POLICY

(cont’d)

10.6 Forms of Evidence

 

In general, basic forms of skills evidence include direct performance evidence current or from an acceptable past period from:

 

§  Extracted examples within the workplace;

§  Natural observation in the workplace; and

§  Simulations, including competency and skills tests, projects, assignments

§  Supplementary evidence, from:

§  Oral and written questioning;

§  Personal reports and

§  Witness testimony.

 

Appropriate and valid forms of assessment utilized for both skills and knowledge may include:

 

§  Evaluation of direct products of work;

§  Natural observation;

§  Skill tests, simulations and projects;

§  Evaluation of underpinning knowledge and understanding;

§  Questioning and discussion and

§  Evidence from prior achievement and activity.


10. ASSESSMENT PROCEDURE AND POLICY

(cont’d)

10.7 What Is Reasonable Adjustment?

 

Reasonable adjustments are changes that are made to a candidate’s assessment and training conditions so that reasonable steps are taken to ensure that their disability, long term illness or learning disability does not affect their academic performance.

 

These adjustments are provided for a candidate with a specific learning need, which, if not met, might place that candidate at an unfair disadvantage.

 

Reasonable adjustment may include, but not be limited to:

 

§  the use of adaptive technology;

§  educational support;

§  teaching methods varied to include such as reading aloud overheads, ensuring audio-visual materials are accompanied by transcripts or subtitles, enlarging text, using accessible teaching venues for candidates with physical disabilities,

§  alternative methods of assessment (e.g. oral assessment);

§  individual conditions of assessment;

§  provision of additional breaks;

§  providing access to an Auslan interpreter;

§  providing course material beforehand;

§  providing course material into alternative formats such large print, audio tape, Braille or Easy English or

§  additional time in the assessment period.

 


10. ASSESSMENT PROCEDURE AND POLICY

 

10.7 What Is Reasonable Adjustment?

(cont’d)

Examples of Reasonable Adjustments in Assessment

 

Candidate difficulty

Examples of reasonable adjustments in assessment

Maintaining concentration

§  additional time

§  access to a scribe

§  split sessions

§  separate assessment venue

Expressing knowledge in writing

§  additional time

§  access to a scribe

§  multiple choice and short answer questions in preference to long answer questions

§  models and practical examples

§  oral assessment

Spelling and/or grammar

§  additional time

§  access to a scribe

§  oral assessment

§  an audiotape or dictaphone

§  a personal computer with spelling and grammar checkers, dictionaries, thesauruses

§  special equipment

§  multiple choice and short answer questions in preference to long answer questions

§  models and practical examples for the learner to demonstrate what he/she means

§  other assessment methods such as taped interviews, slide presentations, photographic essays or models

Numbers and numerical concepts

§  additional time

§  a calculator


10. ASSESSMENT PROCEDURE AND POLICY

 

10.7 What Is Reasonable Adjustment?

 

Examples of Reasonable Adjustments in Assessment

(cont’d)

 

Candidate difficulty

Examples of reasonable adjustments in assessment

Understanding spoken information and instructions

§  additional time

§  rest breaks

§  split sessions, on the same or successive days, to prevent the learner working for extended periods

§  simple direct language

§  instructions step-by-step

§  repetition of information given

§  asking the learner to repeat what she/he is required to do to check for understanding

§  demonstrating what is required

Communicating orally, for oral assessments

§  additional time

§  access to an interpreter

§  a personal computer with voice synthesiser

§  a reader of the learner’s work

English language

§  additional time

§  a dictionary and/or thesaurus

§  a personal computer with spelling and grammar checker, dictionary and thesaurus

Source: adapted from “Making assessment work for everyone!” (TAFE Qld, 2002)

 

10.8 Feedback

 

Where candidates are assessed as not competent they will be provided with additional feedback on their assessment outcome to assist in achieving the required performance standard on reassessment.


10. ASSESSMENT PROCEDURE AND POLICY

(cont’d)

10.9 Reassessment

 

Candidates who are dissatisfied with their assessment outcome may apply for reassessment.

 

Appeals and Reassessment procedures aim to be both fair and impartial. Candidates who feel that they are able to demonstrate reasonable grounds for reassessment should direct their request to NLC’s National Training Manager via email at kellie@nationallearningcentre.com.au

 

Candidates should also refer to the Appeals & Complaints Procedure in place, provided at in their Candidate Information Handbook.

 

10.10 Cheating & Plagiarism

 

NLC encourages a cooperative learning environment.

 

However all assessment projects and activities are to be completed on an individual basis and any work which is not the candidate’s should be appropriately referenced.

 

Allegations of cheating, plagiarism, collusion or interference with another candidate's academic work or performance will be referred to NLC’s National Training Manager.

 

Candidates found guilty of cheating or plagiarism may face the following courses of action:

 

§  Impose a penalty in relation to the unit being assessed or

§  Receive a "fail" grade and be disqualified from continuing with that unit of study.

 

All of the above courses of action would require the candidate to attend an interview with the National Manager and their employer. Should the conduct be repeated, the candidate’s enrolment may be terminated.

 

Candidates should also refer to the Appeals & Complaints Procedure in place, provided at in their Candidate Information Handbook.

 


11. RECOGNITION OF PRIOR LEARNING

 

11.1 Policy Purpose

 

A candidate may apply for Recognition of Prior Learning (RPL) or Recognition of Current Competencies (RCC) when they are enrolled at National Learning Centre.

 

RPL / RCC means recognition of competencies currently held, regardless of how, when or where the learning occurred.

 

11.2 Policy Content

 

Under the NVR Standards, competencies may be attained in a number of ways. This includes through any combination of formal or informal training and education, work experience or general life experience.

 

RPL / RCC are determined on an individual basis and involve judging the competencies attained by the candidate.

 

In order to grant RPL / RCC, the assessor must be confident that the candidate is currently competent against the endorsed industry or enterprise competency standards or outcomes specified in nationally recognised accredited courses.


11. RECOGNITION OF PRIOR LEARNING

(cont’d)

11.3 Definitions

 

11.3.1 Units of Competency

 

Units of Competency in Training Packages are developed by industry to meet the identified skill needs of industry. Each unit of competency identifies a discrete workplace requirement and includes the knowledge and skills that underpin competency as well as language, literacy and numeracy; and occupational health and safety requirements. The units of competency must be adhered to in assessment to ensure consistency of outcomes.

 

Units of competency are the smallest component of achievement which can be nationally recognised, it is the unit of competency as a whole, not individual elements or performance criteria, which are recognised.

 

11.3.2 Unit Descriptor

 

The unit descriptor communicates the content of the unit of competency and the skill area it addresses.

 

11.3.3 Performance Criteria

 

Performance criteria must:

 

§  clearly relate to the element ;

§  specify the required performance in relevant tasks, roles and skills;

§  be expressed as a standard and

§  reflect the applied knowledge that enables competent performance.

 

11.3.4 Required Skills and Knowledge

 

Knowledge - identifies what a person needs to know to perform the work in an informed and effective manner.

 

Skills - describes the application of the knowledge to situations where understanding is converted into a workplace outcome


11. RECOGNITION OF PRIOR LEARNING

 

11.3 Definitions

(cont’d)

11.3.5 Pre Requisites

 

A pre-requisite unit is a unit in which the candidate must be deemed competent prior to the determination of competency in the unit.

 

11.3.6 Recognition of Prior Learning (RPL)

 

RPL refers to an assessment process that assesses an individual’s informal learning to ensure that an individual has achieved the required learning outcomes, competency outcomes, or standards for entry to, and/or partial or total completion of, a vocational education and training (VET) qualification.

 

11.3.7 Recognition of Current Competency (RCC)

 

Recognition of Current Competency allows you to gain credit for skills and knowledge you already have. If you have already worked in the field and know some (or all) of the content of the unit, RCC is a way of gaining credit for this learning or experience and may reduce the amount of time spent studying.

 

RCC can also be used to give you credit for your life skills - skills and knowledge you have learnt at home or through clubs, hobbies and the like.

 

Obviously any current competency that RCC identifies must be relevant to the course of study and your skills and knowledge must be current to earn credit.


11. RECOGNITION OF PRIOR LEARNING

 

11.3 Definitions

(cont’d)

11.3.8 Evidence

 

Evidence is the things a candidate can present to an assessor as proof that they:

 

§  have a full awareness and understanding of the necessary knowledge;

§  can complete the necessary tasks;

§  produce the desired outcomes to an agreed level of quality and

§  can approach their work, colleagues and industry with the right attitudes.

 

Evidence may consist of:

 

§  Work samples (for example: finished products that the candidate has created over a period of time);

§  Demonstration (for example: the assessor will watch the candidate complete activities and record their observations);

§  Third party referees (for example: letters of support, supervisor sign-offs, performance review documents);

§  Interviews, the assessor will interview the candidate and document the responses;

§  Written knowledge assessments (for example: written exams or assignments that the candidate submit to the assessor;

§  Other documented proof (for example: qualifications and certificates proving the candidate has successfully completed previous courses, their resume and job descriptions and

§  Other specifically designed activities may also be used in the evidence gathering process where it is necessary to gather evidence for competency standards that may not be part of a normal workplace.

 


11. RECOGNITION OF PRIOR LEARNING

(cont’d)

11.4 Procedure

 

The usual goal of the RPL / RCC process is to determine whether recognition should be granted for one or more entire competencies. The following is the procedure, which will be followed for RPL / RCC to be granted for this unit of competency.

 

§  Information;

§  Briefing conference;

§  Pre-requisites;

§  Assessment and

§  Certification.

 

11.4.1 Information

 

All candidates have been advised, at enrolment stage and through their Candidate Information Handbook, that recognition of prior learning exists.

 

Candidates should ask themselves:

 

§  What experiences can I relate to, that has enabled me to develop my skills and knowledge?

§  Which aspects of my experiences are relevant to the assessment criteria of the competency?

§  What evidence can I produce to prove that I can meet the assessment criteria?

 

The evidence provided for the RPL / RCC application may take a variety of forms and could include certification, academic transcripts, course outlines, letters from employers, testimonials from clients etc.

 

The assessor can obtain additional evidence of the competency levels by written or oral questioning, observation of the candidate at work or in simulated workplace situations or by requesting assignments be completed.


11. RECOGNITION OF PRIOR LEARNING

 

11.4 Procedure

 

11.4.1 Information

(cont’d)

 

Any experiences relating to the assessment criteria that have allowed the candidate to develop their knowledge and skills should be considered. Specifically the following:

 

§  Education and training, including accredited and non-accredited training programs.

§  Work experience including details of work performed that may be aligned with the competencies.

 

Importantly, evidence that should be included by the candidate is dependent on the level of risk associated with the competency and is directly related to the levels of risk if RPL / RCC is incorrectly granted. As the levels of risk increase for the competencies so will the levels of validity increase for the assessment process.

 

In order for RPL / RCC to be acknowledged, the evidence presented must reinforce the necessary skills required for the assessment criteria. The evidence provided must ensure that the evidence is authentic, valid, reliable, current and sufficient for management to ensure its judgement about competency is correct.

 

Application for RPL / RCC must be submitted four weeks prior to the commencement of the unit if study for which RPL is being sought.


11. RECOGNITION OF PRIOR LEARNING

 

11.4 Procedure

(cont’d)

11.4.2 Briefing Conference

 

A briefing conference is generally held to allow the candidate to clarify the concepts of RPL / RCC.

 

The candidate may need to:

 

§  Consider what competencies they have in relation to the competencies required;

§  Seek and obtain guidance from senior staff members and

§  Clarify the objectives of the document by asking questions.

 

11.4.3 Pre-Requisites

 

The candidate must be made aware of any pre-requisites attached to the unit of competence /s that they are applying for and that they must satisfy the context of this pre-requisite unit.

 

11.4.5 Assessment Interview

 

The assessment process will consist of an interview between the candidate and a representative of NLC, who is an industry specialist and a qualified assessor.

 

The interview process will be based upon questions to clarify and confirm that previous experiences have been identified. The assessment process will lead to identification of training needs for personnel that need further training to achieve the competency. The assessment process will involve a practical component to assess competency.


11. RECOGNITION OF PRIOR LEARNING

 

11.4 Procedure

(cont’d)

11.4.6 Certification

 

Certification will recognise the candidate’s outcome of assessment by detailing the results within the candidate’s personnel records.

 

Once deemed competent, a Statement of Attainment for the competency will be issued. If the candidate is not yet competent, a training plan will be developed to ensure that the candidate is trained to the levels of competency required for the unit.

 

The candidate will be notified in writing of the outcome of their application. The submitted evidence will be stored in the candidate’s file along with a copy of the Certificate for the RPL granted.

 

11.5 Appeals Against Decision

 

Candidates who wish to appeal a decision related to their RPL / RCC, should do so through NLC’s Complaints and Appeals procedure. Candidates’ are advised of this process through their Candidate Information Handbook.

 

 


12. CREDIT TRANSFER

 

12.1 Credit Transfer Policy

 

This policy has been developed to support “SNR 23 for NVR Registered Training Organisations 2011” and ensures the National Learning Centre (NLC) will recognise qualifications issued by other RTO’s.

 

The qualifications and Statements of Attainment issued by any other Registered Training Organisation must be recognised.

 

The underlying principle of Nationally Recognised Training is that a candidate does not have to repeat training and assessment that has already been undertaken. A candidate shall not be required to repeat training and assessment in a unit of competency that they are able to provide evidence of competence in the form of a Nationally Recognised Qualification or Statement of Attainment identifying the same unit.

 

12.2 Credit Transfer Procedure

 

12.2.1 General Information for Individuals

 

All prospective and enrolling candidates must be informed in either print or electronic form of the opportunity to apply for Credit Transfer. Candidates can apply for Credit Transfer at any time.

 

12.2.2 Candidate Request for Credit Transfer

 

§  If a candidate wishes to apply for Credit Transfer they must complete the ‘Credit Transfer Application Form’ and include appropriate evidence to support the Credit Transfer application.

§  The ‘Credit Transfer Application Form’ will specify the units that the candidate is applying for Credit Transfer.

§  The candidate is required to submit this application with associated evidence to NLC’s National Training Manager. 


12. CREDIT TRANSFER

 

12.2 Credit Transfer Procedure

(cont’d)

12.2.3 Assessment Process

 

The assessment of all Credit Transfer Applications will be undertaken by NLC’s National Training Manager.

 

All Credit Transfer applications must be supported by the appropriate Nationally Recognised Qualification or Statement of Attainment indicating exactly the same code and title as those included in the candidate application.

 

Where appropriate evidence is provided with the Credit Transfer application the National Training Manager must grant the Credit Transfer and recognise the qualifications or statement of attainments issued by other RTO’s. The National Training Manager must complete the appropriate sections of the Credit Transfer Application form to identify if the application has been granted or not.

 

Where Credit Transfer is ‘Granted’ this information will be communicated in writing to the candidate within ten working days of completion of the assessment and the qualification / statement of attainment will then be issued or the training plan adjusted accordingly.

 

Where Credit Transfer is ‘Not Granted’, the candidate will be notified in writing of the outcome within ten working days of completion of the assessment. The written communication to the candidate is to including a reason for refusal (where applicable).

 

In all cases, a copy of the Credit Transfer documentation and verified copies of the relevant Qualification / Statement of Attainment and outcome will be kept in the candidate’s file.

 


12. CREDIT TRANSFER

(cont’d)

12.3 Credit Transfer Application Form

 

PAGE ONE MUST BE COMPLETED BY THE CANDIDATE

 

Please return completed application form, together with the fee and required supporting documents, to National Training Manager, National Learning Centre, PO Box 233 Bundoora Victoria 3082 or via email to kellie@nationallearningcentre.com.au.

 

Confirmation of your application will be forwarded to you in writing within ten working days. If you do not receive confirmation, please contact NLC via email at the address above.

 

Course: ...……………………....................................................................................................................

First Name: .................................................... Last Name: ....................................................................

Address: …………………………………………………………………………………………………………

Suburb: .................................................................................................... Postcode: ............................

Telephone (Home): .......................... Telephone (Work): ............................ Mobile: ………………….

Email Address: ……………………..……………………………………………………………………………

Date of Birth:       ____/____/19____                                                             Gender:                 o Male …o Female

 

Please detail the Units you wish to apply for a Credit Transfer

(please photocopy this application if you need more space to record units)

Institution

Unit Code

Unit Name

Date of Achievement

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Candidate’s Signature................................................................................................... Date……………………….


12. CREDIT TRANSFER

 

12.3 Credit Transfer Application Form

(cont’d)

 

PAGE TWO MUST BE COMPLETED BY NATIONAL LEARNING CENTRE

 

National Learning Centre’s Assessment Outcome

 

Credit Transfer has:

 

o been granted for the following candidate

o not been granted for the following candidate

 

Candidate’s Details:

 

Candidate’s Name

 

Student ID

 

 

Course

 

 

Date

 

 

Credit Transfer has been granted for the following unit /s:

 

Unit Code

Unit Name

 

 

 

 

 

 

 

 

 

 

 

 

Comments / Reasons:

 

 

 

Candidate’s Signature: …………………………………………………                        Date: ………………

 

National Training Manager’s Signature: ………………………………………Date: ………………

 

 

 


13. ENROLMENT PROCESS

 

13.1 Candidate Enrolment Checklist

 

At the enrolment session, candidates will undertake the following process which includes the completion and provision of the documentation noted in the following checklist:

 

NLC’S FORMS

COMPLETED

DATE

Enrolment Form

(discussed and completed)

o

Yes

o

No

 

Candidate Information Handbook

(candidate can select to have

o copy on USB or

o access on NLC’s website - www.nationallearningcentre.com.au

o

Yes

o

No

 

Language and Literacy Assessment

(only completed for funded candidates)

o

Yes

o

No

 

RPL/RCC Application 

(discussed and application forms provided if required)

o

Yes

o

No

 

Training Plan

(completed and copies distributed to candidate and employer after RPL processed)

o

Yes

o

No

 

Release of Information

(discussed and completed)

o

Yes

o

No

 

Structured Training Withdrawal Diary

(discussed and completed, if relevant)

o

Yes

o

No

 

LL&N Assessment

(discussed and completed)

o

Yes

o

No

 

Candidate Declaration Sign-off

(discussed and completed)

o

Yes

o

No

 

 

 

Candidate Declaration Sign Off:

 

 

I, ___________________________, acknowledge that the above documentation has been provided, reviewed and explained by a National Learning Centre representative. 

I am aware of my responsibilities including but not limited to Occupational Health and Safety, NLC’s behaviour and expected standards and plagiarism of assessment activities.

 

Signed: __________________________________________   Date: ________________

 

 


13. ENROLMENT PROCESS

(cont’d)

13.2 Enrolment Form

 

COURSE TITLE:

TLI30307 - Certificate III in

PERSONAL DETAILS (use full legal name)

 

DISABILITY DETAILS

Title (Mr, Ms, Mrs, etc)

 

 

Do you have a disability, impairment or long-term condition?

o YES
o NO

Surname

 

 

Given Names

 

 

If yes, please specify:

Gender

Male

 

Female

 

 

CREDIT TRANSFER

Date of Birth

 

 

Are you applying for RPL or credit transfer?

o YES
o NO

Residential Address

 

QUALIFICATION DETAILS

Number & Street

 

 

Have you successfully completed any of the following? (tick below)

o YES

o NO

Suburb/Town

 

 

Bachelor Degree or Higher

o

State

 

 

Advanced Diploma or Associate Degree

o

Postcode

 

 

Diploma or Associate Diploma

o

Postal address if different to above

 

 

Certificate IV or Advanced Certificate

o

 

Certificate III or Trade Certificate

o

Home Phone

 

 

Certificate II

o

Mobile Phone

 

 

Certificate I

o

Business Phone

 

 

Certificate other than above

o

Email

 

SECONDARY SCHOOL QUALIFICATIONS

Emergency Contact

 

 

What was the highest level of schooling completed?

 

 

Phone

 

 

LANGUAGE DETAILS

 

Year completed?

 

How well do you speak English? (tick below)

 

ORIGIN: Is your origin (tick below)

o VERY WELL

o WELL

o NOT WELL

o NOT AT ALL

 

o Aboriginal

o Aboriginal and TSI

Do you speak another language at home?

o Yes

o No

 

o Torres Strait Island, TSI

o Not of Aboriginal or TSI

If Yes, which please specify:

 

Were you born in Australia?

o YES
o NO

 

 

If no, please specify country of birth.

 

                                         

13. ENROLMENT PROCESS

 

13.2 Enrolment Form

(cont’d)

EMPLOYMENT DETAILS

What is your employment status? (tick below)

Employer Details (if Applicable)

¨ Full-time employee

¨ Part-time employee

¨ Self employed - not employing others

¨ Employer

¨ Employed - unpaid worker in a family business

¨ Unemployed - seeking full-time work

¨ Unemployed - seeking part-time work

¨ Not employed - not seeking employment

Employer

Supervisor Name (if applicable)

Number and Street

Suburb / Town

Business Email

Postcode                       

State

Business Telephone

STUDY REASON

o To get a job

o To get a better job or promotion

o For personal interest or self-development

o To start my own business

o It was a requirement of my job

o To develop my existing business

o To try for a different career

o I wanted extra skills for my job

o To get into another course of study

o Other reasons (specify)

 

 

       

 

DECLARATION AND ACKNOWLEDGEMENT OF UNDERSTANDINGS

 

I understand that NLC is required to provide the Victorian Government, through Skills Victoria, with candidate and training activity data which may included information I provided in this enrolment form. Information is required to be provided in accordance with the Victorian VET Student Statistical Collection Guidelines (which are available at www.skills.vic.gov.au/corporate/statistics/submit_data). Skills Victoria may use the information provided to it for planning, administration, policy development, program evaluation, communication, resource allocation, reporting and/research activities. For these and other lawful purposes, Skills Victoria may also disclose information to its consultants, advisors, other government agencies, professional bodies and/or other organisations. Candidates may receive a survey from NCEVER.

 

The Education and Training Reform Act 2006 requires NLC to collect and disclose my personal information for a number of purposes including the allocation to me of a Victorian Student Number and updating my personal information on the Victorian Student Register.

 

NLC will use the information requested on this from for research, statistical and internal management purposes. In supplying the requested information, the candidate is deemed to have consented to use the information for these purposes. For more information in relation to how candidate information may be used or disclosed please contact NLC on email info@nationallearningcentre.com.au


13. ENROLMENT PROCESS

 

13.2 Enrolment Form

 

DECLARATION AND ACKNOWLEDGEMENT OF UNDERSTANDINGS

(cont’d)

 

We agree that the parties to this document were involved in the negotiation and development of the completed Training Plan, monitoring arrangements and obligations are sufficient for the qualification and that the:

§  Candidate was given access to all course information prior to enrolment and that read and understood the “Candidate Information Handbook”,

§  Candidate has accepted the Privacy Policy in the handbook,

§  Candidate was explained and offered an RPL/RCC Application,

§  Employer will withdraw the Candidate from routine duties for a minimum of three hours per week to undertake training,

§  Employer agrees that the physical resources for training are available,

§  Employer has been issued with, and understands the content of, the Employer Information Handbook,

§  Candidate and Employer agree to give NLC access to AAC Employer Reports,

§  The information provided by me in this enrolment form is true, accurate and complete to the best of my knowledge and belief,

§  All parties have been issued with a completed Training Plan and

§  NLC guarantees to complete the training/assessment required for the candidate to complete the qualification that they are enrolled into.

 

CANDIDATE DECLARATION

I hereby agree to abide by the Operating Procedures of NLC.

I authorise NLC to release information regarding my enrolment to my employer (if applicable).

I consent to allowing NLC to photograph me in situations relevant to training and assessment however these cannot be published or used without my prior my approval.

I authorise NLC to release information regarding my enrolment to any Government Department and other parties when NLC is legally obliged to do so.

I declare that the information supplied on this enrolment form is correct and complete.

I was adequately informed of the requirements and expectations of the course prior to enrolment.

I agree to notify NLC of changes to my address/contact details.

I have been informed that I am required to complete an LL&N activity as part of the enrolment process.

If you have any comments or suggestions for improvement for the Candidate information or enrolment process then please write them here.

……………………………………………………………………………………………………………………………

……………………………………………………………………………………………………………………………..

 


13. ENROLMENT PROCESS

 

13.2 Enrolment Form

(cont’d)

 

VERIFICATION BY ALL PARTIES

Candidate Name:

Employer Name:

RTO Representative Name:

 

 

 

Candidate Signature:

Employer Signature:

RTO Signature:

 

 

 

Date:

Date:

Date:

 

OFFICE/TRAINER USE ONLY

Enrolment Start Date  ___/___/20___

 

Enrolment End Date 

___/___/20___

Course Commencement Date  ___/___/20___

Trainer/Assessor Name:

 

 

Type of Training:

o Classroom Based

o Workplace Based

o Flexible/Distance

 

Funding Source:

o Fee for Service (S)

o New Worker or Funded Existing Worker Traineeship (L)

o Skills for Victoria VTG – Government Funded (non-traineeship) (P)

o Asylum seeker or victim of Human Trafficking General (non traineeship) VTG enrolment (ASP)

o Asylum seeker or victim of Human Trafficking Trainee VTG enrolment (ASL)

o Skills for Victoria VTG – Government Funded (non traineeship) (P)

o Fee for Service – Existing Worker (S)

o Skills for growth – Fee for Service (SSG)

Eligible for Concession

o Yes, evidence provided and copy on file

o No

Candidate Number:

 

 

Funding Eligibility:

Is the candidate eligible for funding through Skills for Victoria?

o Yes

o No

Is the candidate a new worker trainee?

o Yes

o No

Is the candidate an existing worker trainee?

o Yes

o No

Has proof of age been sighted/attached?

o Yes

o No

Eligibility Assessed by:

                         

                                                                          

 


13. ENROLMENT PROCESS

(cont’d)

13.3 Release of Information Consent Form

 

1. INSTRUCTIONS FOR USE OF THIS FORM

 

§  This form is to be completed by all Candidates upon enrolment.

§  It must be signed and dated by all relevant parties as outlined below.

 

2. PROCESS

 

In accordance with the Privacy Act 1988, while you are undertaking your training program, there will be times when NLC needs to discuss your situation with others. This could be with your workplace supervisor/colleague, employer, or a workplace trainer/assessor.

 

As part of NLC’s RPL assessment responsibilities, there will also be a need to examine workplace samples to help assess your work against the training program requirements.

 

Please be assured that any discussions held with these representatives will be for the purposes of your assessment and for your development.

 

During the process we do not plan to discuss your evidence or work practices with other Candidates, unless we have your written permission to do so.

 

You and your employer are required to give permission in writing for any of these discussions or viewing of evidences to occur and for samples of evidence and Candidate file information to be shared with NLC, the Registered Training Organisation responsible for the training contract. Please sign in the spaces provided below.


13. ENROLMENT PROCESS

(cont’d)

13.3 Release of Information Consent Form

 

3. DECLARATION

 

I, _____________________________________________ (insert Candidate’s name)

 

give permission for the NLC representative, whose signature appears below, to discuss my training program development and assessment evidence with my employer, colleague or supervisor.

 

I, ___________________________________________ (insert Employer Rep’s name)

 

give permission for the training representative whose signature appears below to view documents and speak to workplace supervisor/s, on the candidate’s progress. I also give permission for a random sample of evidence used for assessment purpose, to be kept on the Candidate’s file.

 

 

Candidate’s Signature: ___________________________________________

 

Date Signed: ______/______/______

 

Employer Representative’s Name: _____________________________________

 

Employer Representative’s Signature ____________________________________

 

Date Signed: ______/______/______

 

NLC Representative’s Name: ________________________________________

 

NLC Representative’s Signature: _____________________________________

 

Date Signed: ______/______/______

 

 


13. ENROLMENT PROCESS

(cont’d)

 

13.4 Language, Literacy and Numeracy Assessment Policy

 

All training is undertaken in the English language. Basic English literacy and numeracy will be required for all candidates to satisfactorily complete course requirements.

 

Every candidate will complete a Language, Literacy and Numeracy (LL&N) assessment prior to commencement of their training in a national qualification. This assessment will enable NLC’s trainers / assessors to identify any specific needs of the individual, so that they will not be disadvantaged.

 

The overall assessment requirements for this LL&N assessment is a 75% pass rate. Should the candidate receive a score less than this, they will be offered reassessment as specified in this Candidate Information Handbook.

 

If a candidate is identified as experiencing difficulty in language, literacy and / or numeracy, discussions will be held with the candidate to determine if the Language, Literacy and Numeracy issues can be addressed by the trainer / assessor using reasonable adjustment. If it is determined that the issues cannot be addressed by reasonable adjustment, NLCwill refer the candidate to the appropriate external support services.

 


13. ENROLMENT PROCESS

 

13.4 Language, Literacy and Numeracy Assessment Policy

(cont’d)

 

External Support Services include:

 

§  Mission Australia

Website: www.missionaustralia.com.au

 

§  Reading and Writing Hotline

Telephone: 1300 655 506 

Website: http://www.literacyline.edu.au/index.html 

 

§  Centrelink

Telephone: 131021                           

Website: www.centrelink.gov.au

 

§  Lifeline

Telephone: 13 11 14

 

§  Kids Help Line

Telephone: 1800 55 1800 

Website: www.kidshelpline.com.au

 

§  Fair Work Australia

Telephone: 1300 799 675

Website: www.fwa.gov.au/index.cfm

 

§  Reach Out

Website: www.reachout.com.au


13. ENROLMENT PROCESS

 

13.4 Language, Literacy and Numeracy Assessment Policy

(cont’d)

Language, Literacy and Numeracy Assistance

 

NLC trainers / assessors will offer the following support should a candidate identify that they have language, literacy or numeracy needs or if, the trainer / assessor identifies that a candidate has such a need.

 

The trainer / assessor will follow these guidelines:

 

§  Observe, identify and immediately act when a candidate has needs with language, literacy or numeracy,

§  Trainers / assessors will make every effort to maintain the confidentiality of the candidate’s needs,

§  Trainers / assessors will not make discriminatory or judgemental statements about any candidate based on the level of language, literacy or numeracy skills and

§  Candidates with language, literacy or numeracy needs will be referred to appropriate counselling about their particular skill deficiency, and the possible impact on the proposed the NLC training program.

 

13.5 Privacy Policy

 

NLC will collect personal information, manage and use it, and disclose it in a way that complies with relevant legislation in Australia.

 

The Information Privacy Principles underpin all aspects of the company’s dealings with personal information.

 

13.5.1 Purpose of Policy

 

NLC takes its obligations under the relevant Privacy Acts very seriously and will take all steps in order to comply with the Acts and protect the privacy of the personal information that we hold. This policy sets out how NLC do so.


13. ENROLMENT PROCESS

 

13.5 Privacy Policy

 

13.5.2 The Personal Information the Organisation Collects

 

NLC may collect and hold the following personal information from candidates:

 

§  Names;

§  Addresses;

§  Telephone numbers;

§  Assessments;

§  Academic statements;

§  Employment and contact details and

§  RPL information.

 

13.5.3 Collection Statement

 

NLC collects personal and business information. This information is collected for the purposes of recording academic statements, informing funding bodies of academic achievements and employment outcomes, including employer details, number of hours per week etc.

 

NLC also use collected personal information to notify our clientele and participants of potential training opportunities or other useful information.

 

13.5.4 Storage

 

NLC will take all reasonable steps to protect the security of the personal information that they hold. This includes appropriate measures to protect both electronic and hard copy information.

 

13.5.5 Contracting Out

 

NLC do not contract out or sell personal information under any circumstances.


13. ENROLMENT PROCESS

 

13.5 Privacy Policy

(cont’d)

13.5.6 Legal Reasons

 

NLC collect personal information in order to comply with their legal obligations. They also are required to collect personal information for funding bodies where this is a requirement of their contract.

 

In collecting personal information NLC will:

 

§  Only collect information for lawful purposes related to its function;

§  Only collect the information that is necessary and by lawful means;

§  Where possible only collect personal information that is provided by the individual to whom the information relates, collecting in a way that is not personally intrusive;

§  Where information is provided by someone else, ensure that collection has been authorised by the individual concerned, or by someone who is legally authorised to provide it on their behalf and

§  Notify the individual concerned that personal information is being collected, either at the time of collection or as soon as practicable afterwards.

 

NLC will declare to individuals from whom information is collected:

 

·         The purpose for collecting the personal information;

·         Whether or not the collection is voluntary and any consequences for not providing it;

·         How the information is to be held and the intended recipients;

·         The name and address of any agency used to collect information on their behalf and

·         How individuals can obtain access to their information, check it for accuracy and completeness, and make application to correct it.


13. ENROLMENT PROCESS

 

13.5 Privacy Policy

 

13.5.6 Legal Reasons

(cont’d)

The Company will manage personal information responsibly by:

 

·         Taking reasonable steps to ensure that personal information held is relevant to the purpose for which it was collected, accurate, up to date and not misleading;

·         Retaining personal information for no longer than necessary; then disposing of it securely in accordance with approved methods;

·         Protecting it from loss or unauthorised access, use, disclosure, or misuse; and from unauthorised modification;

·         Taking reasonable steps to prevent its disclosure without authorisation by external service providers;

·         Only disclosing personal information outside the company where:

o    its disclosure has been consented to by the individual to whom it relates or

o    its disclosure is required by law and requested in an authorised written form or

o    it is reasonably believed to be necessary to prevent or lessen a serious threat to life or health of any person and

§  When we are required to fulfil a user’s request, in accordance with the process

outlined below.

 

13.5.7 Obtaining Copies of Personal Information?

 

To obtain copies of your personal information you must put your request in writing addressed to NLC’s CEO and forward to info@nationallearningcentre.com.au

 

NLC will then release the information to the candidate within a 14 day period.

 

13.5.8 Policy Review

 

This Policy will be reviewed from time to time to take account of revised Australian privacy laws and technology, changes to NLC’s operations and practices and the changing business environment.

 

Any amendments to NLC’s policies will be posted at www.nationallearningcentre.com.au and will be effective when posted.

 


14. EVALUATION PROCESS

 

14.1 Candidate Evaluation Form

 

At the conclusion of every training session, all candidates are requested to complete the following evaluation form.

…………………………………………………………………………………………………………

Course: ___________________________ Date:                      _________________________

 

Trainer’s Name: _____________________ Employer:           _________________________

 

OPTIONAL:

Candidate’s Name: __________________ Candidate’s Signature: __________________

 

 

Please rate this course using the following keys to indicate your ratings in the table as appropriate:

 

1

Strongly Agree

2

Agree

3

Not Sure

4

Disagree

5

Strongly Disagree

6

Not Applicable

 

PREPARATION

The trainer:

Rating No:

§  appeared well organised for the training session

 

§  appeared to have all materials needed to run the session effectively

 

§  was ready to start at the designated time

 

§  was very familiar with the content being covered

 

§  has a solid understanding of the assessment procedures

 

§  was well informed of industry / technical information and requirements

 

 

COMMUNICATION

The trainer:

Rating No:

§  displayed a professional and appropriate demeanour

 

§  was an effective communicator, in terms of learning

 

§  communicated to me in a manner that allowed me to participate, contribute, learn and have regular feedback if I wanted / required it.

 

§  informed me of assessment requirements and administrative needs

 

 

TRAINING METHODOLOGIES

The trainer:

Rating No:

§  used a variety of training methods

 

§  used a variety of resources

 

§  incorporated interactive exercises/activities into the training

 

§  adjusted training strategies to suit the group

 

§  used appropriate training strategies in the context of the course

 

§  did, or attempted to, make the content relevant to my job

 

 


14. EVALUATION PROCESS

 

14.1 Candidate Evaluation Form

(cont’d)

 

FEEDBACK

Rating No:

§  I would recommend this trainer to others

 

§  I would recommend this course to others

 

§  This training session was very interactive

 

§  This course will make a significant contribution to my own knowledge and skills

 

§  This course will make a significant contribution to how effective I am with my work duties

 

OVERALL RATINGS

 

Excellent Trainer:

 

Excellent Course:

 

 

COMMENTS

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


14. EVALUATION PROCESS

(cont’d)

14.2 Candidate Evaluation Process Flowchart

 

Training Program Evaluation

 

Candidates are provided with the “Candidate Evaluation Form” at the completion of the training session

 

Candidates complete the Evaluation Form and discuss the training session with a member of staff other than the trainer for that session

 

Completed Evaluation Forms are given to the Office Administrator

 

Office Administrator analyses and summarises Evaluation Feedback and keeps as an electronic file

 

Evaluation summary generated

 

Evaluation summary distributed to National Training Manager and trainer

 

Add any action required onto the Continuous Improvement Register

 

Follow up actions completed and documented

 

Reports filed

 

 


15. CONTACT DETAILS

 

For further information, candidates can contact:

 

 

§  National Learning Centre

 

National Learning Centre is a privately owned Registered Training Organisation that is responsible for the delivery of Certificate III in Stevedoring qualification to stevedoring companies throughout Australia.

 

Registered training organisations (RTOs) in Australia, are vocational education organisation that provides candidates with training that results in qualifications and statements of attainment that are recognised and accepted by industry and other educational institutions throughout Australia.

 

Email:                    info@nationallearningcentre.com.au

 

Website:                                www.nationallearningcentre.com.au

 

 

§  ASQA

 

The Australian Skills Quality Authority (ASQA) is the national regulator which is responsible for registering training organisations and accrediting courses.

 

Website:                                www.asqa.gov.au

 

Postal Address:    GPO Box 9928, Melbourne, VIC, 3001

 

Info line:                                1300 701 801 between 9.00 am and 7.00 pm EST,

Monday to Friday.

 


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