PCB new Application and Assessment format for Registration

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11748740a1091a275e65a2b132a325c5.ppt

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PCB new Application and Assessment format for Registration – 2014 + PCB new Application and Assessment format for Registration – 2014 +

Introduction: • Modified registration system proposed by SAIOH KZN PCB Assessors in 2011 • Introduction: • Modified registration system proposed by SAIOH KZN PCB Assessors in 2011 • Weaknesses identified in the current system • Additional support guidance for applicants • Full backing and involvement by the full PCB

Weaknesses identified in the present system: • No defined requirements • High registration failure Weaknesses identified in the present system: • No defined requirements • High registration failure rates • No mentorship programme • Present application form - summary of educational qualification and employment history • Assessors lack full understanding of candidate level of competency

The Model (1): • Registration model based on competency levels • Bench mark proposed The Model (1): • Registration model based on competency levels • Bench mark proposed skill requirements against international standards • Consider best practice models from industry • Meet IOHA NAR registration requirements • Develop a skills matrix • Develop detailed skill definitions per grade • Applicants perform a self assessment as part of the application process

The Model (2): • Knowledge or skill gaps identified • Applicant sources additional learning The Model (2): • Knowledge or skill gaps identified • Applicant sources additional learning and practice prior to registration. • Mentorship programme will support development of practical skills • Promote use of Personal Learning Portfolio as part of assessment process • Model promotes easier recording of oral examination outcomes

NYC Application uses a defined skill & knowledge methodology 1 Application form includes self NYC Application uses a defined skill & knowledge methodology 1 Application form includes self assessment Development of Personal Learning Portfolio - PLP proof of experience and 2 practice. Written feedback to candidate Application reviewed as normal by Chief Examiner against set definition of skill & knowledge levels Written 4 assessment Mentorship Route to 3 improve skill base 5 Oral assessment: and report confirms skill levels Pass/ C C Fail/ NYC Certification & registration NYC

Application form – Part 1: Modified version of present application form - Personal details, Application form – Part 1: Modified version of present application form - Personal details, qualifications, employment history

Application form – Part 2: Self assessment against matrix and skill definitions NEW! Application form – Part 2: Self assessment against matrix and skill definitions NEW!

Application form – Part 3: NEW! • Professional reference form template • We ask Application form – Part 3: NEW! • Professional reference form template • We ask relevant questions

Documentation and Guidance: • 2 detailed guides to support the application process 1. Skill Documentation and Guidance: • 2 detailed guides to support the application process 1. Skill definitions and matrix 2. Step by step guide to completing the self assessment

Step by step guide – detailed explanations: The Matrix explained! Step by step guide – detailed explanations: The Matrix explained!

The Matrix explained: The Matrix explained:

Skill definitions – example: Defined skills for each grade listed Skill definitions – example: Defined skills for each grade listed

Knowledge per grade explained: Skill level expectancy at assessment graded! Knowledge per grade explained: Skill level expectancy at assessment graded!

Understanding the definition sets: The guide explains in detail how you use the skill Understanding the definition sets: The guide explains in detail how you use the skill definitions

Calculating your knowledge level: • The guide explains how you calculate your skill level Calculating your knowledge level: • The guide explains how you calculate your skill level per category • Simple percentage calculation

Increasing knowledge and Proficiency: • OHTA training Modules (www. OHLearning. com) • 4 SA Increasing knowledge and Proficiency: • OHTA training Modules (www. OHLearning. com) • 4 SA based ATP’s registered • SAIOH have adopted the OHTA qualification an acceptable entrance requirement • New Mentorship scheme based on BOHS concept will be launched in conjunction with the new assessment model (2014+) • Increased meetings and workshops in all provinces planned (this is the 1 st one)

Mentorship Model: • Draft proposal under consideration (developed) • Simple - (based on similar Mentorship Model: • Draft proposal under consideration (developed) • Simple - (based on similar model recently implemented by BOHS) • Natural occurrence where OH team operates • Formalised records for internal system. • Provide developing Occupational Hygiene Practitioners with no access to skilled OH’s with mentors • Mentors will provide advice and support development of practical competence

Mentorship Model: Mentorship scheme proposal under review Mentorship Model: Mentorship scheme proposal under review

Completing the self assessment form: Result per category inserted Motivation and evidence listed to Completing the self assessment form: Result per category inserted Motivation and evidence listed to support your rating List of examples of evidence is provided in the application form – self assessment appendix

Challenges of the new system: • Application process more detailed • Candidates populate the Challenges of the new system: • Application process more detailed • Candidates populate the self assessment questionnaire – longer process • System requires integrity and honesty • PCB Lead Assessors – increased time needed to review application.

Advantages of the new system (1): • Defined Skill sets • Candidates know exactly Advantages of the new system (1): • Defined Skill sets • Candidates know exactly what is expected of them at all levels • Definitions become guidance - a syllabus for planned learning and development • System is gap analysis tool – what are my weaknesses? • Candidates develop new skills where need is identified

Advantages of the new system (2): • Mentorship scheme promotes increased competence • Assessments Advantages of the new system (2): • Mentorship scheme promotes increased competence • Assessments become purpose built per grade and candidate • Measure by defined requirements • Assessors gain deeper knowledge of candidates and oral assessments can be streamlined

The main outcome! • Knowledgeable and competent Occupational Hygiene Practitioners in SA • Increase The main outcome! • Knowledgeable and competent Occupational Hygiene Practitioners in SA • Increase in successful registration at all levels • A level playing field with regard delivery of skills • Uniformity with International practitioners

Next steps: • Agreed trail period before full implementation – starting November 2013 until Next steps: • Agreed trail period before full implementation – starting November 2013 until November 2014 • Use trial period to elicit constructive feedback from applicants, PCB and other involved parties • Utilise trial period to finalise mentorship programme and PLP documentation. Agreed model implemented by December 2014. • Modification of the Oral assessment system is on -going as part of this process.




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