WAYNE MICHAEL CARNEY, MANAGING DIRECTORRTO Skills & ConsultingT: +61 3 9551 6662 M: +61 414 335 881E: wayne@rtoskills.com.auMEMBER OF VELG, IALEFI, AIPD, ASIS, ACFE, AIPI

Graduate Diploma Management (Learning)Diploma of Training Design & DevelopmentDiploma of Vocational Education & TrainingDiploma of Quality Auditing

Senior Consultant to the VET Sector and RTOs, competent for: ISO 9001:2008 Lead Auditor RABQSA – QM – Quality Management Systems RABQSA – AU – Management Systems Auditing RABQSA – TL – Leading Management Systems Audit Teams

Wayne is an assertive leader who is results driven with over 28 years’ combined experience with the Police, Security & Defence Services. This includes a background with extensive experience in managing and leading teams in both the public and private sector.

Combining this extensive criminal and safety investigative background with risk management and occupational health and safety knowledge, Wayne delivers a multi-faceted and balanced approach to managing safety principles and safety implementation in the workplace.

Wayne has a demonstrated strong auditing background and dedication to ensuring policies and procedures are developed to meet both organisational and legislative requirements. This includes previously conducting security and safety audits, as well as assisting Registered Training Organisations (RTOs) to ensure internal policies and procedures meet registration requirements in an ongoing capacity. Such experience gives Wayne the ability to succinctly summarise audit / investigative outcomes and provide clear recommendations for improvement, whilst understanding quality management definitions, concepts, and guidelines.

Furthermore, Wayne is a qualified educator and possesses extensive experience in both the development and delivery of leadership and safety courses. This includes the required knowledge and ability to deliver training courses based upon OHS and WHS legislation, risk management principles and relevant safety Australian and International standards. Wayne is a highly sought after Consultant and Business Development Manager for several RTOs in Australia, New Zealand and the United Arab Emirates.

Wayne’s skills include, but are not limited to:

Understanding the requirements of the ISO 9001:2008 standard. Understanding the roles and responsibilities of an auditor. Applying ISO 190011:2002 definitions, concepts and guidelines. AS/NZ: 4801, 18001.Recognising the principles, practices and types of audits Conducting all phases of an internal audit Preparing and presenting effective reports Understanding of the RABQSA’s certification scheme

Understanding the role of objectives, scope and criteria in the audit process.How to plan audits Conducting an audit team selection Initiating an audit and conducting opening meetings Understanding audit team leader responsibilities Communicating effectively during an audit Preparing audit conclusions Conducting closing meetings Reporting audit results

Course Design / Resource RequirementsQuality Management Systems (Aligned to the Standards 2015)Human Resource ManualsBusiness Policies & Procedures (Fair Work Act Compliant)NVR, Standards 2015, VET Gap AnalysisCompetency MappingTraining & Skills Gap Analysis Mentoring / Coaching Positions / Role Descriptions for Key RTO PositionsQuality: Continuous Improvement (Includes ISO 9000, 9001 ASNZS 4801 OHS & ISO 31000 RM)RTO Compliance Audit Preparation RTO Initial Applications PreparationRTO Extension of Scope advice/applications Tender Documents and Support Training & Assessment Systems: Development Training & Assessment Systems: EvaluationTraining Needs Analysis Validation of Assessment ServicesFVRA Applications and Business PlansCRICOS ApplicationsVet Fee Help & Funding Applications

RTO Skills & Consulting is an assistance and advisory service for Registered Training Organisations (RTOs). We help organisations in either becoming an RTO or in maintaining their existing status as an RTO.

At RTO Skills & Consulting, we can implement your policies and help you with procedures that align to the regulator ASQA, AQF, AQTF requirements - regardless of what state you are in. We will show you the best way to deliver and assess training to ensure compliance.

Our expert staff with graduate and post graduate qualifications are complemented by extensive workplace experience in Adult Education, Learning and Development. Our Consultants and Managers come from National RTOs with over 20 years’ experience. Additionally, we can provide licensed, competent trainers who are subject matter experts in over 20 current training packages and programs listed on www.training.gov.au

It is a difficult process and more so with the regulator and VET legislative and ASQA requirements. However, with many years of experience, Wayne Carney and the team can help you make it happen.

The VET Quality Management System (QMS) is customised and contextualised to your RTO. Referred to as the RTO “Policies and Procedures Manual”, our system delivers much more than just a large amount of text that nobody uses. We provide supporting templates, forms, pro-formas, weblinks and reference resources all hyperlinked to create a fully operational and VQF integrated QMS.

The entire package is customised for your RTO including your company name, version control and your logo with watermarks on each page. Each document is delivered in MS Word to provide every opportunity for continuous improvement and ongoing compliance. The system may be loaded onto any number of computers within your organisation.

The system is intended for clients currently operating as an RTO with Vocational Education and Training experience. Contact our office for further information and pricing arrangements.

A unique and innovative approach to compliance documentationFocus of a user friendly designStudent HandbookHyperlinks from the main document to 2015 Standards, referenced against the respective section in the main documentSupporting templates i.e. feedback forms, staff qualification matrixRelevant VET sector publicationsWeblinks and references to essential VET sector websitesA detailed index for quick referenceA separate HR Manual & Policies kit Receive updates and news or changes

ALL OF THE ABOVE AVAILABLE FOR:

New applicants Initial RTO setups - Full Package/Self-DirectedExisting RTOs to transition across to the QMS 2015 - Full Package/Self-Directed

The Quality Management System and Operational Framework is customised and contextualised to your training business. Often referred to as a ‘policy and procedures manual’, our system goes much further. We include supporting templates, forms, pro-formas, weblinks and reference resources hyperlinked to create an integrated system.

The entire package is customised for your RTO including your company name, logo and watermark on each page. Each document is delivered in MS Word to provide every opportunity for continuous improvement and ongoing compliance. The system may be loaded onto any number of computers within your organisation.

Intended for clients currently operating as an RTO with vocational education and training experience. Outsource the development of your RTO registration documentation to us while you and your team remain focused on your core business.

Some features of this system include:

A unique and innovative approach to compliance documentationFocus of a user friendly designStudent Handbook QMS linked SNR CompliantHyperlinks from the main document to:• Standards. Referenced against the

respective section of the main document• Supporting templates i.e. feedback forms,

staff qualification matrix• Relevant VET sector publications

ResourcesWeblinks and references to essential VET sector websitesA detailed index for quick referenceInclusion on the Consulting data base to receive updates

Course includes two hours of consultation, training staff PD, a letter of PD for all who attend and a USB of helpful advice and VET Quality Framework documents. The sessions will be conducted at your location(s) in Melbourne or other locations subject to costings. We will deliver the latest information on ASQA requirements for NVR RTO and the Transition to Standards 2015, providing samples of key documents such as Training Assessment Strategies. Induction sessions include a PowerPoint presentation on the new obligations for your Chief Executive Officer, teams and sub-contracted trainers.

FULL SET OF QMS - INITIAL REGISTRATION RTO

FULL SET OF CONTINUING REGISTRATION QMS

(For 10 People + any associated travel costs)$500.00

TWO DAY CONSULTATION - SYSTEM ROLL OUT

(Plus any associated travel costs)

RTO CONSULT RATE

(Plus any associated travel costs)

AUDITS

(Includes report & findings against standards)

HR MANUAL & POLICIES AND PROCEDURES MANUAL NON RTO

(Provided free if RTO policies purchased)

Prosecution is an important part of enforcement. It aims to punish wrongdoing, avoid recurrence and act as a deterrent. ASQA may apply for a civil penalty in conjunction with other enforcement options.

Prosecution may occur if ASQA is satisfied that there is sufficient, admissible and reliable evidence that an offence under the National Vocational Education and Training Regulator Act 2011 has been committed, and that it is in the public interest to proceed.

S93 - providing all or part of VET course outside scope of registrationS95 - issuing VET qualification outside scope of registrationS97 - issuing VET statement of attainment outside scope of registrationS99 - advertising all or part of VET course outside scope of registrationS101 - certain conduct prohibited while scope of registration suspendedS103 - issuing VET qualification without providing adequate assessmentS105 - issuing VET statement of attainment without providing adequate assessmentS107 - issuing VET qualification without ensuring adequate assessmentS109 - issuing VET statement of attainment without ensuring adequate assessment

In the past, it has been reasonable for a trainer and assessor to hold the ‘equivalent’ of the unit of competency he/she is delivering. However, the standards clearly state the trainer and assessor must hold the competency being delivered. This of course, must be supported by industry experience and VET currency.

One of the first questions an auditor will ask is to demonstrate how training and assessment has been developed incorporating effective consultation with industry. If you do not have a firm strategy in place, add this point as an agenda item for your next management team meeting. Recording the consultation is most important.

After discussing how industry has been involved in the development of your training and assessment strategies, most auditors will ask how your assessment resources have been validated. Assessment validation should be an integral part of your RTO’s overall continuous improvement process. If you’re not sure what’s required register for a webinar, seminar or training session with your regulating authority or a recognised organisation that provides professional development for the VET sector as soon as possible. We recommend Velg Training - www.velgtraining.com

available

NOW!

Create your own customized HR Operations Manual with RTO Skills & Consulting today!

90+ customizable policies and proceduresResources libraryResources treePolicy treePolicy wizardStartup wizardImport modulePublishing moduleReports moduleAdministration modulePassword securityWide range of export formats

RTO Skills & Consulting Policies Manual is designed to help companies develop a complete operations handbook incorporating procedures, workflow documents and business forms into one comprehensive reference manual.

This innovative software will allow you to create a handbook that is specific to your business, not just a collection of standardized policies and procedures. An operational handbook translates a company’s business direction into clear goals and easy to follow guidelines.

This increases the flow of communication between departments and divisions and ensures that staff at all levels, are provided with clear procedural information. Clearly defined policies increase productivity. They provide employees with a reference source on many operational questions, allowing staff to make faster decisions while complying with company guidelines.

Whether your business is large or small, SOGA Policies Manual will save you an enormous amount of time and money in creating a tailored handbook. The easy to use policy tree enables you to move efficiently through each section, while a simple to use reporting feature keeps you focused on the policy creation process.

KEY BENEFITS

Promotes better organisational communication and reduced inefficienciesCreates easily understandable goals and guidelines for operating your businessSaves 50-90% of the time normally taken to complete a policies manualIncreases employee productivity through clearly defined proceduresSuitable for any organisation or industry

TABLE OF CONTENTS1 ACCOUNTING AND FINANCE ...................... 41.1 Correct use of company credit facilities ....... 51.2 Travel expense reimbursement ................... 7

2. ADMINISTRATION AND OPERATIONS ....... 82.1 Company car ............................................... 92.2 Dress code ................................................ 122.3 Emergency instructions fire ....................... 132.4 Equal employment opportunity .................. 152.5 Hiring of relatives ....................................... 162.6 Internal job vacancies ................................ 172.7 Pest control................................................ 192.8 Procurement of goods and services .......... 202.9 Prohibition of weapons .............................. 212.10 Recycling of paper goods ........................ 222.11 Responsible behaviour for information resources ......................................................... 232.12 Retrieving messages from voice mail ...... 252.13 Unclaimed personal property................... 26

3. COMPUTER & TECHNOLOGY RESOURCES .................................................. 283.1 Checklist for video display units ................ 293.2 Company internet and electronic mail ....... 303.3 Information security policy ......................... 323.4 Personal email ........................................... 343.5 Social Media Policy ................................... 36

4. DISCIPLINARY ACTION ............................. 374.1 Disciplinary action for the abuse of computers ........................................................ 384.2 Disciplinary action...................................... 39

5. EMPLOYEE BENEFITS AND LEAVE ........ 415.1 Annual leave .............................................. 425.2 Bereavement-funeral leave ....................... 445.3 Company recognised paid holidays........... 455.4 Compassionate leave ................................ 465.5 Jury duty .................................................... 475.6 Leave of absence without pay ................... 485.7 Long service award ................................... 495.8 Maternity leave .......................................... 505.9 Medical benefits......................................... 525.10 Military leave............................................ 545.11 Religious holidays policy .......................... 555.12 Sick days ................................................. 565.13 Unpaid leave............................................ 575.14 Workers compensation insurance ........... 58

6. EMPLOYMENT CONDITIONS .................... 596.1 Outside employment.................................. 606.2 Rest periods .............................................. 62

6.3 Telecommuting .......................................... 636.4 Working hours ........................................... 65

7. HEALTH AND SAFETY .............................. 66 7.1 AIDS-HIV policy ......................................... 677.2 Alcohol and drugs ...................................... 697.3 Safety Manufacturing Environment ........... 71

8. PERSONNEL ISSUES ................................ 73 8.1 Absenteeism and tardiness ....................... 748.2 Attendance................................................. 758.3 Complaint and grievance procedures ........ 778.4 Conflicts of interest .................................... 798.5 Employee conduct and work rules............. 818.6 Employee hiring practices ......................... 838.7 Employee medical examination ................. 848.8 Employee relations .................................... 868.9 Employee work rules ................................. 878.10 Employees work schedules ..................... 898.11 Employment categories ........................... 908.12 Employment reference checks ................ 928.13 Fighting-violence with fellow employees . 938.14 Grievance procedures ............................. 948.15 Harassment complaint procedures .......... 968.16 Performance bonus ................................. 988.17 Performance standards ......................... 1008.18 Physical examination ............................. 1018.19 Stress at work ........................................ 1038.20 Termination ............................................ 108

9. PERSONNEL RECORDS ......................... 110 9.1 Access to personnel records ....................1119.2 Employee performance evaluations .........1139.3 Employee privacy and personnel records 1149.4 Personnel data changes ...........................1159.5 Scope and purpose of personnel policies 116

10. RECRUITMENT AND REMUNERATION 117 10.1 Employee termination .............................11810.2 Medical leave......................................... 12010.3 Staff introduction period ......................... 12110.4 Statements on salary ............................. 122

11. SALES AND MARKETING ..................... 124 11.1 Direct marketing campaigns .................. 12511.2 Printing promotional material ................. 126

12. STAFF DEVELOPMENT ........................ 127 12.1 Training and development ..................... 128

The RTO Skills & Consulting Policies and Procedures Manual contains over 90 sample policies which will help you compile a comprehensive operations handbook.

THIS DOCUMENT IS CONTROLLEDVersion: 1.0.0.0 Created Date: 5/06/2013 1:14:10 PMCreated By: XYZ Modified Date: 5/06/2013 1:14:10 PMModified By: XYZ Status: In ProgressTag: Approved By:

POLICY REFPN0013POLICYResponsible behaviour for information resources.DESCRIPTIONSample has guidelines for all staff regarding responsible behaviour of information resources.PURPOSETo explain the general procedures relating to information resources.SCOPEThe following guidelines are to be adhered to on a company wide level.PROCEDUREWe promote the open exchange of ideas; however, an open, cooperative computing network can be vulnerable to abuse or misuse. It is important that staff engage in proper ethical behaviour, and act within the guidelines of acceptable computing practices and copyright and licensing issues. • All employees who use Sample’s computing and information resources must act responsibly and every

user is responsible for the integrity of these resources.• Sample reserves the right to limit, restrict or extend computing privileges and access to its information

resources. • Company computing resources are to be used only for company related purposes and are not to be used

for commercial or non-company related activities. This policy applies equally to all company owned or leased computing resources.

• All employees must take reasonable and appropriate steps to see that all hardware and software license agreements are faithfully executed on any system, network or server that you operate.

• Misuse of computing and information resources and privileges includes, but is not restricted to, the following: ○ Attempting to modify or remove computer equipment, software, or peripherals without proper

authorisation ○ Accessing computers, computer software, computer data or information, or networks without proper

authorisation. ○ Circumventing or attempting to circumvent normal resource limits, logon procedures and security

regulations. ○ Using computing resources for purposes other than those for which they were intended or authorised. ○ Sending fraudulent computer mail, breaking into another user’s electronic mailbox, or reading someone

else’s electronic mail without his or her permission. ○ Sending fraudulent electronic transmission, including but not limited to fraudulent requests for

confidential information, fraudulent submission of electronic purchase requisitions or journal vouchers and fraudulent electronic authorisation of purchase requisitions or journal vouchers.

○ Violating any software license agreement or copyright, including copying or redistributing copyrighted computer software, data, or reports without proper, recorded authorisation.

○ Violating the property rights of copyright holders who are in possession of computer-generated data, reports, or software.

○ Using Sample’s computing resources to harass or threaten other users.

1.1 RESPONSIBLE BEHAVIOUR FOR INFORMATION RESOURCES

SPECIAL OPERATIONS GROUP AUSTRALIA

PHONE: + 61 414 335 881

THIS DOCUMENT IS CONTROLLEDVersion: 1.0.0.0 Created Date: 5/06/2013 1:14:10 PMCreated By: XYZ Modified Date: 5/06/2013 1:14:10 PMModified By: XYZ Status: In ProgressTag: Approved By:

POLICY REFPN0042POLICYSafety Manufacturing EnvironmentDESCRIPTIONSample has guidelines for all managers to ensure a safe manufacturing environment.PURPOSETo explain the general procedures relating to safety in the manufacturing environment.SCOPEThe following guidelines are to be adhered to on a company wide level.PROCEDUREXYZ will do it’s best to insure a safe working environment, however the issue of safety requires cooperation. All employees must follow Sample safety policy.

Employees should be cautious in the workplace and immediately alert their supervisor of any safety hazards or injuries. Employees who deliberately violate health and safety issues will face disciplinary action.

Be Aware of• Blocked fire exits or extinguishers;• Blocked walkways;• Slippery floors or spills;• Frayed electrical wires;• Poorly lit areas and burnt-out light bulbs;General Safety Rules• Follow all safety procedures for your job, including utilising safety gear, such as goggles and gloves• Do not use any equipment that you are not trained for;• Keep walkways, doorways, fire exits, fire extinguishers, or fire sprinklers unblocked;• Keep your workstation clean;• Clean up any messes or spills immediately;• Report any hazards or injuries to your supervisor;Dress Code Rules• Protective footwear must be worn at all times;• No loose clothing, dangling jewellery, or long hair near moving machinery;• All required safety gear – goggles, aprons, seat belts, etc. – must be worn when operating or in vicinity of

potentially dangerous machinery and/or substances;Equipment Safety Rules• Do not use any equipment that you are not trained for (includes adjustment of equipment);• Use equipment for their intended uses only;• Turn off all equipment that is not being used;• Do not distract other employees who are operating machinery.

Employees who deliberately violate health and safety issues will face disciplinary action.

7.3 SAFETY MANUFACTURING ENVIRONMENT

SPECIAL OPERATIONS GROUP AUSTRALIA

REPORTS TO: SHAREHOLDERS

• Managing RTO Training and Consultancy Services in a manner that provides training excellence• Overseeing the management of RTO Training and Consultancy Services’ Quality System:

○ Apply, manage and administer RTO Training and Consultancy Services’ policy manual ○ Apply, manage and administer the RTO Training and Consultancy Services’ policy and procedure for

continuous improvement• Ensure a systematic approach to quality training and assessment and continuous improvement across the

entire organisation: ○ Utilise feedback from clients (candidates) ○ Utilise feedback from stakeholders ○ Utilise feedback from staff

• Manage and ensure implementation of feedback and data into the continuous improvement registers: ○ Manage the collection and analysis of data ○ Manage data reporting requirements as required

• Identify and apply major improvements based on feedback and collected data via continuous improvement register

• Engage with staff, in particular training staff, to ensure informed business decisions• Disseminate / communicate identified improvements to staff and stakeholders• Specific quality strategies and continuous improvement relating to best practice training and assessment

data analysis and processes: ○ Assessment processes and methodology ○ Skills audit - evaluating competencies and qualifications of staff ○ Evaluating the effectiveness of training methods ○ Identifying areas for staff professional development ○ Manage and administer assessment validation and moderation

• Manage and administer RTO Training and Consultancy Services’ internal audit policy• Apply, manage and administer the RTO Training and Consultancy Services’ internal audit procedure Via

management meetings• Manage, administer and schedule external audits• Ensure compliance with the Standards for NVR RTOs (SNR)• Manage quality training and assessment services• Maintaining a current master list of assessment instruments for each qualification and unit of competency

offered• Maintaining a record / proof of review and approval of assessment instruments (at least annually)• Staff selection, supervision and training• Ensure client services and records management systems are current and industry best practice• Manage financial systems to ensure RTO Training and Consultancy Services generates an acceptable

profit• Strategic planning• Establishing clear policies, goals and objectives• Monitoring the performance of RTO Training and Consultancy Services• Monitoring of advertising and promotions activities:

○ Press interviews and press releases ○ Recruitment ads ○ RTO Training and Consultancy Services signage ○ Marketing, billings from agencies, suppliers, etc. ○ Press advertisements, artwork and proposed yearly marketing ○ Monitoring printing and production ○ RTO Training and Consultancy Services prospectus, program information booklet, bulletin, bookmark,

etc. ○ RTO Training and Consultancy Services stationery (e.g. letterhead, envelopes, etc.) and miscellaneous

printing and production works

POSITION DESCRIPTION OF CHIEF EXECUTIVE OFFICER

○ Training fairs / exhibitions - preparation, setting up and collection of RTO Training and Consultancy Services promotional materials

○ Public relations activities - luncheon with media personnel / contacts and suppliers

• Purchasing• Updating all personnel records including leaves

and benefits, issuing new staff contracts, renewing existing staff contracts

• Engaging suitably qualified instructors to meet curriculum requirements (including verification of applicants qualifications)

• Preparing all income tax reports including staff income tax clearance, all EFT reports, all other statutory reports on staff matters and preparing cheques for all requisite payments for staff income tax

• Manage RTO Training and Consultancy Services’ insurance requirements in accordance with policies and procedures (Standard 8)

• Maintaining, or forward through the appropriate process, “Staff Profile Sheets” and / or resumes and certificates of registration where applicable (e.g. to confirm that appropriate licenses / registrations are current) for all training staff

You have access to:

Talk to our team if any of these points apply to you or your company.

RTO Advisory Consultants Risk Assessors & AuditorsNational Trainers and AssessorsFacilitators

Are you thinking about becoming a RTO?Are you thinking of setting up or purchasing an existing RTO?Are you coming up for Audit or renewal of Registration?Have you looked at the requirements and the work involved in making this happen?Are you aware of, or current with, the below changes and effects under VET Legislation - 2015 Changes?

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This checklist is to assist in documenting validation of assessment tools and assessment processes. Validation meetings should be attended by nominated assessors who are involved in the assessment process and should be conducted prior to implementing the assessment tools.

Nominated assessors are to complete the form for each unit of competency using associated assessment items, marking guides, instructions to assessors, mapping guides, etc – attach documented evidence.

I have participated actively in this validation process and agree with the findings and outcomes documented.

Qualification Code:

Competency Code:

Qualification Title:

Competency Title:

Describe assessment tools and other documentation reviewed:

DECLARATION

Assessment of this unit complies with the Principles of Assessment and Training Package requirements by addressing:

VALID ASSESSMENT:Elements and Performance Criteria are addressedAssesses the Required KnowledgeAssesses the Required SkillsCovers the Range Statement appropriatelyAddresses the Critical Aspects for AssessmentContext, environment and (where relevant) consistency of assessmentAddresses the physical resource requirements listed in the unitAssessment methods are appropriate for the AQF levelAllows for integrating assessment of knowledge and skillsThe assessment tasks are based on realistic workplace activitiesThe assessment tasks are conducted in a real work environment or appropriately simulated work environment on a number of occasionsThe methods of assessment chosen are appropriate for the content of the unit/sThe assessment meets any licensing or regulatory requirements associated with the unitRELIABLE ASSESSMENT:Students are provided with clear and consistent information in their instructionsWhen providing work samples as assessment evidence, students have clear instructions on how to ensure their work samples meet all the requirements of the unit (including authenticity processes and currency)Instructions are written in “plain English”Instructions are appropriate for both the AQF and LLN levelsSupported by clear information for assessors about assessment requirements including:• Administering the assessment tool (including resources required,

context, environment, allowing for RPL and reasonable adjustment, etc)

• Checklist or other tools for supporting judgements• Marking solutions / marking guides to ensure consistent

expectations which relate to the unit of competency• Rules for making decisions regarding competence• Assessment processes such as documenting the assessment,

providing feedback to learners, retaining assessment and recording results

VALID:The assessment tool allows for evidence to be collected that can relate to the unit of competencyThe assessment tool allows for assessment in a real or simulated work environment and consists of realistic workplace activitiesAUTHENTIC:Systems are in place to ensure assessment evidence that will be submitted by the learner is their own workCURRENT:Assessment allows for evidence that will be consistent with current industry standardsSUFFICIENT:The assessment tool allows for sufficient evidence to be collected over a period of time to demonstrate competence

FLEXIBLE ASSESSMENT:Assessment approach allows for reasonable adjustment to meet various student needsInstructions are provided to assessors in relation to reasonable adjustmentAllows for assessment in different environments or under different conditions where required (including on and off the job assessment)FAIR ASSESSMENT:Students are provided with clear information about what is expected of themEnsures students are provided with objective assessment feedbackStudents are provided with information on assessment methods, procedures, the criteria against which they will be assessed, when and how they will receive feedback and the mechanism for appealThe geographic, financial or social needs of students have been considered in the development and conduct of the assessment.Allows for appeals against assessment decisionsAllows for recognition of existing competenciesProvide avenues for feedback from studentsProvide avenues for feedback to students regarding their progress and final outcomesReasonable adjustments can be made to the assessment tool while still maintaining the integrity of the outcomesAssessment is non-discriminatory and inclusive

Assessment of this unit complies with the Rules of Evidence; by addressing:

(As agreed during validation sessions)

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2.

3.

Documented Assessment Processes

The confidentiality and privacy processes have been documentedThe steps involved in the assessment process are clearInstructions are provided to all assessors on validation and moderation processesInstructions to the assessor include:• How to prepare the students for assessment• How to gather the evidence• Guidelines on making decisions• Guidance on reviewing the assessment process• Guidance on making reasonable adjustments to assessment• Guidance on providing feedback to students• Instructions for instances where there may be an appeal• How to collect feedback from studentsThere is a clearly documented appeals and complaints processThere is a clearly document RPL processesInstructions are provided to all assessors on record keeping processesInstructions are provided to all assessors on processes for retention of student work

RTO SKILLS & CONSULTINGwww.rtoskills.com.au wayne@rtoskills.com.au