Presenting the Evidence 

In addition to gathering evidence, applicants are also required to present this evidence for assessment in way that is user-friendly and understandable to an assessor.

What is an evidence portfolio?

An evidence portfolio is a record of achievements.

It is a collection of documentary evidence from a range of sources that provides proof of competence.   This evidence is then clearly linked to selected units of competency in the relevant training package.

Click here to view a sample of an evidence portfolio.

What should be contained in an evidence portfolio?

Presenting your evidence in a way that is straight forward and easy for an assessor to access and interpret is very important.   

It is your responsibility to clearly reference your evidence to the relevant competencies.   Workplace assessors do not map your evidence they assess what is presented to them.

Your portfolio should contain:

• Application form - detailing your name, contact details and the competencies you wish to be assessed against.
• Evidence collection sheets - a guide referencing your evidence to the competencies.
• Third party reports - completed by any member of staff who has worked with you and can supply relevant examples of your work performance.
• A range of supporting documentary evidence clearly referenced to the competencies.   As previously outlined these pieces of evidence may include training program attendance records, written assessments, video footage of task performance.

How to prepare your portfolio based on competencies?

Once you have selected the units of competency that are applicable to you, start to collect evidence that reflects demonstration of the skills and knowledge identified in these competencies.

To assist you in accurately referencing your evidence with the elements in the units of competency, you can refer to the Evidence Guide that forms a part of each competency standard.

Identifying gaps

By using the unit of competency self-assessment questionnaire you will be able to flag gaps for the assessor so that they can identify any appropriate training or assessment to cover these.  

These gaps can be due to:

•  a need for further significant learning to achieve current competences

•  a need for some marginal gap training to achieve current competences

•  the fact that some skills and experience are difficult to collect evidence of.

Where there are gaps, an assessor will conduct an analysis and present applicants with an individual training/assessment plan designed to work with you to meet your specific learning and assessment needs.