What is two-way feedback in an assessment process?
Two-way feedback in an assessment process includes:
- ensuring the assessment process is understood
- ensuring candidate concerns are addressed
- enabling questions and answers
- confirming outcomes
- identifying further evidence to be provided
- discussing action plans
- confirming gap training needed
- providing information regarding available appeal processes
- suggesting improvements in evidence gathering and presentation.
Communication and interpersonal skills which encourages two-way feedback includes:
- using eye contact
- having an ‘open door’ policy and an open mind to go with it
- smiling when you talk
- using stop, look and listen techniques when you are asked a question
- using clear and relevant language for the student, topic and industry
- providing clear instructions
- using open-ended questions to determine your candidate understands.
Having an open communication relationship with your candidate will assist you in determining if there are any reasonable adjustments needed to your assessment methods, based on your candidate’s needs and characteristics.
What are reasonable adjustments?
Reasonable adjustments involve varying the procedures for conducting assessments or for gathering evidence, taking into account the special characteristics of the candidate, while ensuring the validity and reliability of assessment decisions.
Examples of making reasonable adjustments for your candidates include:
- providing an interpreter for candidates from a non-English speaking background
- installing ramps for wheelchairs and adjustable desks for people with physical disabilities
- offering online assessment for candidates in remote locations
- providing additional tutorial assistance or additional time to complete an assessment
- providing technology such as speech synthesisers or computer software
- assistance with managing stress and anxiety.
Adjustments are considered 'reasonable' if they do not impose an unjustifiable hardship upon the RTO or employer. In determining whether an adjustment would impose unjustifiable hardship, the following factors should be taken into account:
- the nature of the benefit or detriment likely to be experienced by the person concerned
- the effect of the disability or disadvantage on the person concerned
- the financial circumstances and the estimated amount of expenditure required by the organisation claiming unjustifiable hardship.
Discuss with your candidate the need for any reasonable adjustments. If you are unsure if the adjustment is reasonable or will impact on the assessment process in an adverse way, seek assistance from your manager.
In most instances making adjustments will be an easy process which can be applied immediately and will not affect the integrity of the assessment process. There will be times; however, that you will need to organise specialist support for your candidate.