PLAN TRAINING SESSION

Review and analyze relevant curriculum documents such as training needs,

learning outcomes, time, resources and target group, trainee’s characteristics.

Identify read and interpret relevant modules such as (TNA) forms, or (RPL)
(RCC) forms, (CBC), (CS) and (TR).

Finalize session plan according to required format such as Sector,

Qualification, Unit of Competency, Learning Outcomes, Introduction, Learning
Activities, and Assessment Plan.

Address training methods that pertains to the required competencies to factors

consider in selecting training methods such as Content, Objectives, Cost, Target
Audience, Time and Resources.

By way of organizing the nine events of instructions: gain attention, inform

learners of objectives, stimulate recall or prior knowledge, present the stimulus/
materials, provide guidance for learning, elicit performance and enhance retention
and transfer.

Identify and select suitable assessment method appropriate with the learning
outcome of a module which includes Demonstration Underpinning Skills, Written
Test Underpinning Knowledge, Portfolio Underpinning Skills, and Interview
Underpinning Knowledge.

Check assessment instrument for Validity, Fairness, Safety and Cost effectively
when preparing assessment tool, I consider such as relevant to (CS) Competency
Standard, Dimensions of Competency and Rules of Evidence and (LO) Learning
Outcomes is scoped in written exams.

To determine evidence requirements that are within the coverage of training

module and the required performance level for learning activities should be in
congruence with the assessment plan of the session plan may include but not limited
to Written, Interview, Demo with Questioning and Portfolio.

Preparing a session plan always integrate the Principles of Adult Learning such
as Ready to Learn Based on the Experience, Aware of what they Need to Learn,
Variety of Training Methods and Techniques, Practice Skills, Repetition, Realistic,
and Immediate Feedback.
 FACILITATE LEARNING SESSION

Prepare appropriate Training Facilities based on the session requirements such as

Tools, Equipment’s and Learning Materials. Prepare and set up learning stations according to
learning activities such as Practical Work Area, Learning Resource Area, Institutional
Assessment Area, and the all other areas of CBT.

Prepare and set up tools and equipment according to learning activities such as list of
tools, list of supplies and materials. Prepare Pre-Assessment such as Self-Assessment
Checklist, Learning Style Questionnaire, Trainee’s Characteristics Profile and other Pre-Test.
Explain the context and procedures of pre-training assessment according to the guidelines
current competencies.

Evaluate evidence and discussed feedback based on the result of Pre-Test, Pre
Training Assessment, (SAG) Self-Assessment Guide, (RCC) Recognize Current Competencies,
(RPL) Recognize Prior Learning, and Trainee’s Characteristics Profile.

Determine and credits current competencies and prior learning. Evaluate

characteristics and profile of learners such as Learning Style Questioning, and Principles of
Adult Learning.

Orient properly the learners on the CBT delivery and discussed Principles of (CBT)
Competency Based Training. Use appropriate training methods based on the level and
characteristics of learners using different learning materials in appropriate.

Monitor work and learning activities based on the Training Plan and discussed
Training Activity Matrix, Progress Chart, Achievement Chart, Attendance, Trainee’s Record
Book. Assist learners to achieved learning outcomes of methodologies as well as resources
and time allotment for each task.

Orient learners on the evidence requirements relevant to the evidence and discussed
assessment methodologies applicable in his / her Conduct of Institutional Assessment such
as Written Test, Demonstration with Oral Questioning. Provide Competency Assessment
Tools, Materials, Equipment’s to Learner needed in the Conduct of Institutional Assessment.

Gathered the document evidence using relevant assessment tools such as written test,
and demonstration with oral questioning checklist. Record assessment result in accordance
with the approved rating system such as achievement chart and progress chart.

I use appropriate feedback mechanism to inform learner of his / her progress by Face
to Face, based upon Observation Behaviour’s, and discussed feed backing starting with
positive remarks for improvement areas and suggested activities for improvements.

Make interpretations on the result of evaluation on delivery training session using

such as Evaluation Instrument, Statistical Tools for Interpretations of Results, Ask Students
for Answer Programs / Session Evaluation Forms and Recommend Specific Area for
Improvements.
 CONDUCT COMPETENCY ASSESSMENT

Identify and organized activities in the workplace or assessment centre such as

assessment guidelines, schedule of assessment, availability of the assessment centre and
candidates evidence and evidence gathering tool, workplace policies and procedures.
Coordination with assessment center manager. Prepare oneself punctuality, grooming, review
on the assessment procedures. Roles of all people involved. Confirm assessment record
keeping and reporting arrangement are confirmed.

I explain the assessment guidelines clearly, the purpose and the assessment process

Explain the Context / Physical Setting, Purpose of Assessment / Certification,

Established Allowable Adjustment such as Language, Religion, Culture, Health, Condition
and Disability. Explain Legal and Ethical responsibility such as Right to Appeal,
Confidentiality, Free Consent for Assessment, (OHS) Organizational Health and Safety,
Adheres to Quality System, Policies, Procedure and Integrity of the Assessor.

Ask the Candidates to Submit Accomplished Admission Slip with ID Pictures, Present
a Valid ID, Sign Attendance Sheet and Compare with Signature in Admission Slip.

Conveyed Information using Verbal and Non Verbal Languages which Promote a
Supportive Assessment Environment such as the Orientation is part of Preparing the
Candidate for Assessment, it is means to make the Candidates Relax and Not Apprehensive,
it is means to Provide a Supportive Environment by the Allowing the Candidates to be
Clarified on the Competencies to be Assessed.

Explain the Task to be Performed, Provide the Specific Instruction to Candidate and
Allow Candidate to Read the Task to be Perform by him / her, Provide Time for the Candidate
to Clarify the Task.

During the interview if the answer of the candidate is wrong the assessor will not
provide the correct answer because it may pre imp the answer to the next question, the
candidate may think that he / she is finished and that the assessor is already providing a
feedback.

The bases of my Decision are 4 Dimension of Competency, Rules of Evidence, Evidence

Requirements, and Corroboration of the Evidence to other Evidence. I Make My Decisions
Based on the Evidence Gathered in Accordance to Performance Criteria.

Gave Clear and Constructive Feedback and Reinforce Good Performance, Explain
Specific Areas for Improvement. Provide advice on further Training or Practice to Improve
Performance, if Judgment is Not Yet Competent I will Provide Advice on Re-Assessment. In
case the candidate to identify area of disagreement and record it in rating sheet for both of us
to sign.
 SUPERVISE WORK-BASED LEARNING

Access and Interpret relevant policies and guidelines to guide the development
of work based arrangement such as Tie-Ups, Partnerships, Linkage, Alliances,
Coordination, Benchmarking, (MOA) Memorandum of Agreement, and (MOU)
Memorandum Of Understanding.

Identify and discussed with relevant personnel goals for trainees learning by
Writing a Training Plan and Purpose / Importance of Training Plan. Prepare training
plan in accordance with agreed outcomes in preparing of the training plan involves
expected learning outcomes to be learned in the industry will be met.

Orient / Briefing and Explain to Trainees the Objectives for undertaking work
based training and the process.

Conduct visit to work based training venue to ensure training arrangement are
implemented. Monitor and record trainees progress against the training plan and
check the Trainees Record Book, Trainees Diary, and Journal.

To handle difficult trainees and situations about the unfavourable performance

of trainees in the company, first thing to do is ask for Written Report from the
company, make further investigation based on the Written Report

Evaluate effectiveness of work based learning against the extend of attainment

of the objectives by using Program Evaluation Tool – to be accomplished by trainees.
 MAINTAIN TRAINING FACILITIES

Identify areas equipment to be maintained using also a maintenance schedule

and inspection checklist form. Secure equipment in safe places in accordance with
procedures by workshop room properly secured, methods in securing workshop
room.

Response to failed or unsafe equipment in accordance with Organizational

Policies and Procedures to prepare Equipment Inspection / Breakdown Report,
Report Faults or Repair Requirements and Request for Faults or Repair Outside Area
of Competencies

Prepare requisition for Instructional Equipment, Tools, Supplies, Materials,

according to established procedures by using of Purchase Request Form. Identify and
Justify the Equipment, Tools, Supplies and Materials with the purpose.

Check Disposal of Waste and Dangerous Chemicals in accordance with

Occupational Health and Safety, Regulations and Organizational Policies and other
regulations by Waste Management System / Segregations, Regular Checking of Waste
and Personnel In-Charge.

Our institution has a maintenance record to document and report activities

according to organizational policies and also safekeeping of documents in the filing
cabinet.
 FACILITATE TRAINING SESSION

1. Name at least 3 principles in the CBT delivery system.

 Learning is Modular in its Structure.
 Training Delivery is Individualized and Self-Paced.
 Training is Based on Work that must be Performed.

2. What are the factors considered in selecting training methods?

Main factors to consider are:
 Content
 Objective
 Cost
 Target Audience / Trainees
 Time
 Resources

3. What was your basis in sequencing the learning events?

 Gagne suggests that learning tasks for intellectual skills can be organized in a hierarchy
according to complexity: stimulus recognition, response generation, procedure following,
use of terminology, discriminations, concept formation, rule application, and problem
solving. The primary significance of the hierarchy is to identify prerequisites that should be
completed to facilitate learning at each level.

4. Why is it important to provide enough time for trainees to practice?

 The aim of CBT delivery is acquisition of competency and it can only be done by
repeated performance.

5. The aim of CBT delivery is acquisition of competency and it can only be done by
repeated performance.
 All comments should be based upon observable behavior and not assumed
motives or intents.
 Positive comments should be made first in order to give the student confidence
and gain his/her attention.
 Language should be descriptive of specific behavior rather than general
comments indicating value judgments.

6. Name at least 3 benefits of using instructional materials.

 Providing a wide variety of learning resources and activities.
 Allowing a system of learning that trainee/student prefers.
 Ensuring that initially each trainee/student receives the same instruction as
the rest of the group

7. Why is it necessary to evaluate a training session?

 Evaluation is a basis for improvement

8. Which part of the session plan can you make adjustments based on the session
evaluation?
 Changes can be made in presentation, practice, resources and nominal period.
UTILIZE ELECTRONIC MEDIA IN FACILITATING TRAINING

1. What are the possible faults or problem areas you may experience when using
an LCD?
 There is no communication between computer and LCD
 LCD out of focus
 Busted light bulb
2. What are some of the advantages in using an LCD?
 Presentations projected onto a large screen help bring the teaching
material to life for the audience, and they make the information more
interesting. This helps teachers keep students' attention more effectively.
3. What are some safety precautions when using an LCD projector
 Do not stare directly into the lens as eye damage may result.
 Never expose the projector to rain or moisture. Keep away from sources
of liquid such as drinks.
 The projector should never be placed near or over a radiator or other
heat device.
4. How do you clean the air filter of an LCD projector?
 Turn off the projector before cleaning
 Remove the filter cover and take out the filter
 If filters are heavily soiled replace the filter.
5. Why is it necessary to clean the air filter of an LCD projector?
 As a consequence, all projectors have filters, which is inevitably where all the dust
particles removed from the air end up. To ensure that these filters keep performing
well, they must be maintained regularly.
6. How can you improve the overall life span of the projector lamp?
 Allow the projector lamp time to cool. Do not unplug the projector until
the bulb as fully cooled. The fan on most projectors will remain running
after the power is switched off in order to cool the bulb.
 Avoid moving the projector until the bulb has fully cooled. The main
reason for this is because when the bulb is still hot it is quite fragile so it
is best to leave it until it is cooled to avoid damage.

CONDUCT COMPETENCY ASSESSMENT

1. How would you ensure that the evidence you gathered are sufficient and valid?
 Evidence is gathered in various forms and is based on all the components of a
specific competency standard in the current Training Regulations.

2. What would you do if the candidate cannot understand the language used in the
assessment documents?
 Translate the language the candidate found to be difficult in the assessment
documents in verbal form and in local dialect.
3. How do you ensure the confidentiality of the assessment process? Why is this
important?
 Information about the candidate as well as the assessment outcome is made
available only to authorized personnel. It is important that the integrity of the
assessment process is uphold at all times.

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

 Safety must observe at all times. Assessment does not limit us to observation
of actual work performance in the workplace only. Evidences are also
gathered in a simulated environment through various structured activities.

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

 Immediately stop the assessment activity. Check the safety of the candidate
and apply necessary first aid treatment. Also, make sure that the equipment or
power tools are turned off.

6. What evidence gathering method is used to assess the underpinning knowledge of the
candidate?
 The oral questioning or the Interview are the tools that are used to measure
the underpinning or the knowledge based requirements expected from the
candidate.

7. How do you ensure that the assessment decision you make is correct?
 The decision is based on the requirements of the unit of competency. It also
conforms to the rules of evidence and evidences gathered corroborate and
support other pieces of evidences and help complete a picture of competent
performance.

8. What other evidence gathering methods can be used to assess competence?

 Portfolio – collection of evidence compiled by the candidate.
 Third Party Certification / Report
 Direct Observation with Oral Questioning – real work and real time activities

9. Define Reasonable Adjustment.

 Reasonable Adjustment or allowable adjustment is designed to ensure that all
people are treated equally in the assessment process. This is made to meet the
individual needs of the candidates.

10.What are the different ways of communicating feedback?

 Face to Face Discussion
 Written Comments
 Telephone, Fax, Email
 Combination of Methods