Assessor Guide
Assessor Guide
Assessor Guide
➢ Qualification Pack (QP) – Qualifications Pack compromises the set of OS, together with
the educational, training and other criteria required to perform a job role. A
Qualification is assigned a unique qualification code.
➢ Qualification Pack Code – Qualifications Pack Code is a unique reference code that
identifies a qualifications pack.
➢ Performance Criteria (PC) – Performance Criteria are statements that together specify
the standard of performance required while carrying out a task. PC of different jobs are
in their respective qualification packs.
➢ National Occupational Standards (NOS) – NOS are occupational standards which apply
uniquely in the Indian context.
➢ Occupational Standards (OS) – OS specify the standards of performance an individual
must achieve when carrying out a function in the workplace, together with the
knowledge and understanding they need to meet that standard consistently.
Occupational Standards are applicable both in the Indian and global contexts.
➢ Core Skills or Generic Skills – Core Skills or Generic Skills are a group of skills that are key
to learning and working in today’s world. These skills are typically needed in any work
environment. In the context of the OS, these include communication related skills that
are applicable to most job roles.
2. Purpose of Assessment –
4. Description of Candidates –
▪ The objective of the Skill India Mission is to provide aspiring youths with the right
resources and training to enhance their skills and knowledge so that they are
enabled to participate in equal employment opportunities. It aims at empowering
the youth of our country with self-esteem and employability.
Aspiring candidates can register for a desired skill training or learning and
employment opportunities through the online portal for Skill India.
Assessment Specifications
4. Types of Questions –
3. Viva Voce
Theory Questions will establish theory and practical knowledge of the candidate by taking
conventional assessments. The type of Questions can be divided into two major sections:
MCQs and Simulations.
3 MI
Media based Either identification of a graphical situation or options in the forms of
(Images/audio clips/ images are provided, this makes it easier to apprehend or grasp for the
video clips) candidates reducing the probability of communication error.
4 Comprehension COM
A passage is given to the candidates much like the scenario but in greater
details. The candidates are then subjected to a series of questions solely
based on the passage. This tests their grasping and understanding ability.
5 Logical reasoning LR
Logical deduction-based questions that are constructed on logic for
measuring mental ability.
6 Chronological CS
sequencing A sequence of events/outcomes/steps are to be arranged in a correct
flow/sequence.
9 Direct Concept DC
Fundamental MCQ questions which assess whether the candidates are
aware of a singular concept or fact. It is mostly used to assess the theory
knowledge of the candidate. The questions directly picked from the
courseware.
1 Typing Test TT
Some jobs require the candidates to have knowledge of typing. To test the
ability of a candidate to type with least mistakes and speed, this kind of
question is asked.
2 VB
Verbal Voice based tests assess the listening/speaking abilities of the candidates.
Communication Test Their pronunciation, apprehension abilities, speech rate and other factors
related to voice are tested here. This test is useful for job roles where the
candidate has to interact orally with the client.
The assessment guide should define the roles and responsibilities of an Assessor in 3
broad buckets and cover each of these aspects in context specific to the job roles for
which the assessment guide is being developed.
▪ Pre- Assessment
▪ During Assessment
▪ Post- Assessment
Pre – Assessment Instructions:
7. Assessment Result
The results of assessments are used to monitor the progress of students, diagnose their
needs, and make instructional plans. These are also used to certify that Learners have
achieved a required level of mastery or have met industry standards.
With respect to result generation protocols, it is recommended that Assessor’s should:
• Ensure to share the result with the authorized person as per the format
maintaining confidentiality.
• To ensure that the result is kept confidential and is handed over to the AA
immediately in safe and secure manner as per the protocols set by the SSC/AB.
8. Code of Conduct
Assessor should –
➢ In case the Assessor leaks out the question paper or result to any person other than the
AA’s SPOC.
➢ In case of asking any obligations from the TP in cash/kind/service.
➢ In case the assessor is found making adjustments of Absentee candidates with TP/TC.
➢ In case it is found that assessor is consuming alcohol, gutka, cigarette, etc. during
assessment visits.
➢ If the Assessor is found working with more than 4 AA.
➢ In case the Assessor deputes a non-certified assessor to conduct an assessment on
his/her behalf.
➢ In case the Assessor is found guilty or involved in some irresponsible behavior.
➢ In case the Assessor does not submit the documents, evidences.
10. Proctor
Proctors are facilitators who ensure smooth assessment delivery. Proctors must be made aware
of the key processes and compliance before getting deployed on the field. They should also be
made familiarized with the platform functionalities to oversee the assessment and be aware of
possible areas of malpractice and steps to be taken in case of observing any malpractice
happening during the assessment.
Role of Proctor