What We Do
Lancer Tech & Assessing Bodies Pvt Ltd is an assessing body for the Govt. of India.
- The organization has played a major role in generating employment opportunities in the country.
- We have a team of experts from defence forces and corporate world with national & international exposures
- a well organized professional body on assessment
- well qualified assessors in different sectors and are experts
- capable of covering entire sector for assessment throughout the country and abroad
- We have excellent infrastructure and international standards
What we are looking from the Candidates ??
Competency can be defined as a cluster of related knowledge, skills and attitudes that affect major part of one's job and that correlates with performance on the job that can be measured against well accepted standards.
The competencies are about “performing” and not knowing. The performance should meet the occupational standards and be demonstrated in real work environment. Competence is sum total of Knowledge, Skills and Attitudes (KSAs) of a person which provide him/her the ability to:
- handle the specific job effectively
- transfer skills to new work situations
- learn new skills on his / her own initiative
Three important criteria are presented in the assessment strategy:
- The standards require evidence of consistent occupational competence through relevant work activities
- A variety of assessment methods should be used to confirm competence.
- The assessment of knowledge should be integrated with assessment of Performance, wherever possible.
The assessor must produce a report of every assessment observation and a copy of this will become a piece of evidence in the candidate's portfolio. The details include:
- Assessor observation reports
- Work products
- Professional discussion
- Direct Performance
- At the work place
- Simulated Work Environment
There must be a detailed record of the discussions for verification.
- Question must be clear and have only one interpretation.
- Question must be easy to use and require minimum time to answer
- As far as possible equal time should be given to all questions having same scores
- Question having same time and same score should have same degree of difficulties
- Assessment should be practical and instructions should be simple and direct
- Assessment should be reasonably direct, simple and easy to mark
- Assessment should spread over the entire syllabus
How we Assess the Candidates
A competence check list is a list of activities or performance outcomes that a candidate must be seen to be able to do in order to be considered competent in the tasks being assessed for. The check lists are written in the same way so that for each competence statement, it is possible to say either 'Yes, the candidate successfully carried out this activity' or 'No, the candidate has not yet achieved this standard.' While recording the assessment of competencies, the following points are to be kept in mind:
- Ability to apply related knowledge to practical jobs
- Selection, Care, proper use and up-keep of tools & equipment
- Selection, Care and economical use of materials
- Observing safety and work precautions
- Speed in doing the work & accuracy maintained
- Amount of work done & quality of workmanship
- Number of attempts made
- General attitude towards the works
Component of High Quality Assessment
As assessment is central to the recognition of achievement and the quality of the assessment is therefore important to provide credible certification. Credibility in assessment is assured through assessment procedures and practices being governed by certain principles.
- Objectivity : All decisions related to Assessment should be objective.
- Validity : It refers to accuracy of the evidence. A valid test is one that assesses what is supposed to assess.
Reliability : It refers to consistency of the information and evidence collected. Technically, reliability refers to the consistency of results. In practical terms:
- A person, who is declared competent, should be competent, if tested again on the same test.
- If an equivalent test is given to a competent person, he should be declared competent again.
- Whosoever carries out assessment, competent persons will be declared competent and incompetent persons will be declared incompetent.
- Sufficiency : It collects adequate and appropriate evidence to make an accurate assessment.
- Currency : The evidence collected is recent and still relevant.
- Authenticity : The evidence collected and presented for assessment is of the candidate being assessed.
- Transparency : The candidate is kept informed of assessment criteria at all times and provided accurate and timely feedback.
Fairness : Assessment should be fair to the candidates in terms of contents, difficulties, tasks to be performed, time allocation and Administration. An assessment should be fair to the society in the sense that :
- Highly competent person should be identified and certified
- Incompetent persons are not allowed to practice
- Candidate Registration form
- Time table
- Attendance Sheet
- Internal Assessments
- Feedback Sheets
- Internal Quality Assurance Reports
- Trainer Qualifications
- Internal Assessor Qualiﬁ cations
- Records of Professional Development
- Assessment Plan
- External Assessment Records
- Observation Checklists
- Evidence Records
- Tests (Written papers/records)
- Evidence Record Sheets
- Result Submission
- Feedback Sheets
- Appeals Form
Qualification of the Assessors
- Trade Qualification
- Assessor Qualification (Minimum Level I)
- Documentation and Report Generation
- Basic IT usage
- Problem Solving
- Working with others
- Grooming and Presentation
Kinds of Tests – An Overview
Theory Tests (as recommended under SDI Scheme)
Much of theoretical knowledge can be tested in its application in practical. For example, if the candidate can apply Ohm’s law in doing the job, the theory questions on Ohm’s law are not required. Wherever, the theory test is considered necessary:
- It must assess the knowledge, which is essential for a person to do the job. Without this knowledge, the person must not be able to do the job.
- The questions should normally be of objective type involving selection of correct response rather than writing sentences.
- The question paper should contain sketches / diagrams / photographs / drawings to overcome the problems of reading comprehension.
- The test should be of short duration. The different kinds of Tests generally applied to all kinds of assessments are:
- Oral Test / Written Test
- Objective Test (Example: Identification, Multiple choice, Matching, Completion, True-False etc.)
Performance Tests (Practical test recommended under SDI Scheme)
- Manipulative Skills to handle tools & equipment
- Speed in doing work
- Accuracy maintained
- Quality in workmanship
- Sequence of Performance
- Economical use of materials
- Neatness & House keeping
- Ability to follow Manuals/ Written instructions
Internal Quality and Monitoring Systems
- One approach to meeting the requirement is through conducting a Quality Assessment (QA) by an external independent team of qualified audit professionals.
- This method provides for a qualified, independent team led by a qualified audit professional.
- Team members should also be competent professionals who are well-versed in the Standards, assessment methodology, and successful internal audit practices.
- The assessment team works on site at the internal audit activity headquarters, using the Quality Assessment Manual for the Internal Audit Activity to conduct interviews, surveys, benchmarking, and a review of work papers.
- A report also is drafted by the assessment team, stating the internal audit activity’s conformance or nonconformance with the Standards and any recommendations for improvement opportunities.
- The Self-assessment with Independent Validation recruits an objective external party for independent validation of the self-assessment and report completed by the internal audit activity.
- This approach brings in a competent independent evaluator who is well-versed in quality assessment methodology to validate the aforementioned self-assessment of the internal audit activity.
- In addition to reviewing the self-assessment, the validator substantiates some work done by the self-assessment team, makes an on-site visit, interviews senior management, and either co-signs internal audit activity's report regarding conformance to the Standards or issues a separate report on the disparities.
- Within this approach, the internal audit activity is responsible for completing a complete self-assessment per the Quality Assessment Manual for the Internal Audit Activity.
Lancer Tech & Assessing Bodies Pvt Ltd Assessment Parameters are:
- for equipment, tools & material
- for limitation of use of tools & equipment of methods & procedure
- of functioning of equipment & tool
- criteria to be used in selecting tools for a given tasks the process of measurement
- Precision – Finishing to required measurement
- Computing – Handling measurements & calculations
- Manual – Handling tools & equipment with ease
- Finishing – Neat finishing
- To take corrective steps
- To use correct work habits
- To take measurements
- To complete the job within stipulated time
- To adopt safe practices
- towards the work
- regarding appreciation for accurate & precise work
- regarding appreciation for neatness
- towards co-workers and supervisors