HRD Integrated Services supports a rigorous assessment process, incorporating feedback and relying on explicit, pre-specified, and/or negotiated criteria. These criteria fairly and accurately reflect industry standards of performance.

Assessment for Accredited Training Programs:

• uses assessment practices and modes that conform to the rules of evidence and principles of assessment.
• acknowledges and contributes to learners’ current knowledge and experience.
• provides appropriate opportunities for Recognition of Prior Learning.
• incorporates prompt, informative feedback that supports learning.
• is regularly validated and moderated.

Assessors develop assessment instruments, tools, and resources cooperatively. Additionally, they consult with industry practitioners where appropriate.

Assessment Types

Written Assignment

Written assignments include theory and practical components. They are essential preparation for the written theory test. Thus, submission and successful completion of the assignment is a prerequisite to Workplace Practical Assessment (WPA).

Written assignments allow for:

• application and revision of classroom learning.
• workplace practical research and application of theory.
• mentoring and support from depot staff and the learner’s supervisor.
• hands-on maintenance activities in preparation.

Theory Tests

Written theory tests (‘exams’) are critical in determining readiness for the next training module. They are also a prerequisite for WPA.

Theory tests are timed and closed-book assessments. You must complete them without using personal notes, training material, books, or electronic devices. The pass mark for theory tests is 70%*. Thus, a score of 69% or below requires a re-sit.

Re-sits are only for unsatisfactory responses. Scores between 60-69% are eligible for a verbal re-sit. Scores below 60% require a paper re-sit. If the second attempt is below 70%, you may repeat the training or attempt a different paper.

HRD will contacted employers to discuss learner progress. Second and third attempts are recorded as a maximum 70% pass.

*unless stated otherwise on the course page

Workplace Practical Assessment

Workplace Practical Assessment (WPA) is the final confirmation of competence. WPA tools are workplace-specific.

Preparing for WPA

At a WPA, learners must demonstrate essential skills and apply knowledge to on-the-job activities. Candidates are eligible for workplace assessment only when all prerequisites are met and all theory work is completed, submitted, and marked as satisfactory. Learners are expected to have sufficient experience prior to WPA and to complete all tasks on the first attempt.

Workplace assessment may be conducted by an HRD assessor or a workplace assessor. If your employer manages the assessment, they will make arrangements with you. If HRD conducts it, HRD will contact you to discuss arrangements at least 5 days prior to the assessment day. You may be permitted to view the assessment document under supervision. Instead of viewing questions, the assessor or employer may provide an overview of the knowledge requirements. During the assessment, you must be prepared to answer impromptu questions.

The above reflects the safety-critical nature of rail signalling and the knowledge expected of you.

Undertaking WPA

Workplace assessments reflect the safety-critical operational environment. Tasks and equipment will be consistent with expected experiences in rail signalling. We will plan maintenance assessments ahead, with location and equipment identified in advance. Reactive assessments will generally be unplanned events, requiring you to fault-find and repair equipment without prior warning.

WPAs may use company-issued procedures and instructions. You may also refer to personal notes and training material. However, reliance on these notes may lead to a Not Yet Competent (NYC) decision. A Competent (CC) result means successful completion of the assessment and the associated unit of competency. If assessed as NYC, the assessor will discuss the deficiency with you. You can undertake a second WPA attempt after consultation with the assessor. If the second attempt is NYC, further assessment will depend on agreement with your employer.

Reasonable Adjustment

HRD recognizes that some candidates may have special needs, disabilities, or limiting factors that present challenges during assessment. Within regulatory and safety-critical boundaries in rail, and without compromising competence, HRD may negotiate reasonable adjustment processes.