4 Responses

1. Be aware of discrimination…

   Hello there James, One thing that you need to be very aware of by setting up something like that is that it doesn't directly or indirectly discriminate.  The easiest way to do this is to have a transparent process which is shared with all (including applicants) and clearly shows the purpose of why you are doing it.    Everyone has to be scored the same way and shouldn't be treated less favourably based on their status, (as well as things like disability, age, religion etc part-timers  must not be treated less favourably than full timers).

    

   I've never done this for NVQ's l but for other quals I have run, we have based the selection criteria on how well applicants can demonstrate stated corporate values or behaviours.  They also had to have an endorsement from their line manager.  Just ensure that the process is fair and doesn't treat some groups of people less favourably than others.  OFGEM may take a dim view of this if the process isn't objective and transparent.

    

   Hope that helps.

2. Thanks Clive

   A good point.

   I like the idea of incorporating the values and behaviours.

   I might have to steal that!

   James

3. sorry mixing up my regulatory bodies

   D'oh, I meant Ofqual might take a dim view – sorry.

4. expressions of interest

   In the past when we offered NVQs we asked for expressions of interest. 250 words on why they want to do the NVQ and what benefits they perceive it would bring to the organisation and to themselves. Also how they plan to organise their time to complete the NVQ.

   We didn't ask for any endorsement from the line managers.

    

   As a NVQ assessor I would say the most common failure through the NVQ is people not planning enough to do the work involved.