Last reviewed on 4th August 2024

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Conflict of Interest Policy

• Where the learner is a manager/ supervisor of the said person

• Financial gain either direct or indirect is involved

 

Conflict of Interest Principles

In implementing our approach to identifying and managing actual/ potential conflicts of interest, staffs are required to abide by the following principles:

• All managers and staff must buy into and commit to identifying and managing all actual/potential conflicts of interest that may affect Marvel College Ltd and in doing so raise possible conflicts of interest with the head of centre if in doubt.

• Staff must be proactive in the identification and management of conflicts of interest that may affect our effectiveness, level of regulatory compliance and/ or reputation.

• Staff must be open about the nature of any potential/ actual conflicts of interest and not try to hide or present them in a better light – managing conflicts of interest is about preventing issues from occurring that may impact on our operational effectiveness and/ or regulatory compliance.

• Strive to identify and deal with conflicts of interest sooner rather than later.

• Our controls to managing any potential conflicts of interest must be proportionate to the risks associated with the identified conflict(s).

 

If the breach is also classified as an adverse effect then the head of centre shall promptly inform the awarding organisation stating the reasonable steps that we have taken or intend to take to prevent, correct or mitigate the adverse effect. Including details of any reviews we are/ will carry out. The awarding organisation will also offer advice where applicable.

For information, the Ofqual definition of adverse effect is:

An act, omission, event, incident, or circumstance has an adverse effect if it –

1. Gives rise to prejudice to learners or potential learners, or

2. Adversely affects –

1. The ability of the awarding organisation to undertake the development, delivery or award of qualifications in accordance with its conditions of recognition,

2. The standards of qualifications with the awarding organisation makes available or proposes to make available, or

3. Public confidence in qualifications.

 

 

Declaring a Conflict of interest

• Marvel College Ltd will take all reasonable steps to ensure that a conflict of interest does not occur, if this is not possible:

• Where an actual conflict of interest has occurred, Marvel College Ltd will notify the awarding organisation

 

Introduction

This document outlines conflicts if interest policy of Marvel College Ltd covering:

• Broad approach to identifying and monitoring all actual/ potential conflicts of interest that may affect Marvel College Ltd both now and in the foreseeable future and

• The possible conflicts of inters that have been indentified and arrangements put in place to prevent these from occurring.

• He declaring and managing conflicts of interest.

• Declaration of conformance.

 

This and supporting documents may be requested by the awarding bodies to satisfy them of our ability to comply with their requirements in relation to conflicts of interest and to prevent such conflicts becoming ‘adverse effects’ (as defined by the awarding body).

 

Review Arrangements

We’ll review this document annually as part of our self-evaluation arrangements. However, a review will be commissioned earlier should an issue arise in relation to an actual or potential conflict of interest and/ or in response to customer, learner or regulatory feedback.

 

Definition of a conflict of interest

For the purpose of this policy, a conflict of interest exists in relation to Marvel College Ltd where:

• Its interest in any activity undertaken by it, on its behalf, or by a member of its staff have the potential to lead it to act contrary to its interest in the delivery of qualifications in accordance with the requirements of the regulator’s conditions of recognition.

• A person who is connected to the delivery of qualifications at Marvel College Ltd has interest in any other activity which have the potential to lead that person to act contrary to his or her interests in that delivery and impact on our compliance with the requirements of the awarding organisation.

• An informed and reasonable observer would conclude that either of these situations was the case.

 

Interests in presenting and assessment

Marvel College Ltd will take all reasonable steps to avoid any part of the assessment of a Learner (including by way of moderation) being undertaken by any person who has a personal interest in the result of the assessment. Trainers, Moderators and Markers should be considered if their actions could affect the validity of the qualification or assessment outcome.

If a person who does have a conflict of interest with the assessment of a learner, Marvel College Ltd will take reasonable steps to ensure the relevant part of the assessment is subject to scrutiny by another person.

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Examples of potential conflicts of interest:

Where the Trainer, Assessor, Marker or Moderator:

• Is employed by the Learner

• Is a close family relationship/ close friend with the learner

• Has a business relationship with the Learner

• Marvel College Ltd will keep a log of all actual or potential conflicts of interest.

 

Safeguarding Policy

Marvel College Ltd promotes and encourages dignity, respect, self worth and self esteem as positive ways of working with all learners, colleagues’ associates and any external contractual partnerships. We do not tolerate any behaviour that contravenes this policy. This means in practice, we do not tolerate the following:

• Inappropriate language

• Verbal assaults

• Threats

• Intimidation

• Racist, sexists, homophobic jokes, including computer generated material, MCL encourages and promotes an approach which aims:

• To ensure that it’s services are not of an inferior quality on account of ethnicity, sexual orientation or any grounds on which discrimination can occur.

• To plan with each learner or their representative what they want and need and how they will be provided with the required service. This will be influenced by the individual’s gender, culture, personal choices and other characteristics and it should not be assumed everyone wants the same thing.

• To develop an attitude of staff awareness throughout the organisation to ensure any form of discriminatory behaviour such as offensive or abusive language does not occur and to robustly communicate that it is unacceptable in whatever form it may take and from whichever person.

• To ensure that all complains or allegations are addressed promptly and properly. This policy will be reviewed and updated as necessary in line with Equality and Human Rights Commission Guidance and Codes of Practice inducting any changes in legislation.

 

 

Data Protection & Privacy Policy

Introduction

This policy covers how MCL complies with the EU General Data protection Regulations (EU) 2016/679 (GDPR) for all the data it holds on living individuals (Employees, business partners etc.) This includes data held electronically, in hard copy, images and verbal.

People we relate with have the right to expect that information given in confidence will be used for the purpose for which it was given and will not be released to others without their consent. The information provided should be accurate, relevant to the centre’s work, kept no longer than necessary and properly protected.

 

Data protection Officer

1. The Data Protection Officer referred to throughout this policy is a specific role within the organisation under GDPR. The nominated Data Protection Officer is the Centre Manager

 

General Handling of Data

1. All staff handling personal and sensitive information about employees or people doing business with us will treat this information in a discreet and confidential manner and in a way that they themselves would wish their own information to be handled.

2. All personal information will be treated as private and will only be accessible to relevant employees of the organisation. Electronic documents must not be left open on computers and paper documents should not be left lying around on desks.

3. Written records and correspondence must always be kept secure and locked away when not in use.

4. When disposing of personal and confidential information, staff will not use the waste bins provided throughout the office. Under no circumstances should documents containing personal information be put in general waste bins. Staff will dispose off confidential waste through shredders where they are provided.

5. Only personal information relevant to the Centres business should be kept in documents or databases. Any other information should be deleted.

6. Staff should ensure that changes to personal details are accurately and promptly recorded on the appropriate records and that suitable verification has been carried out.

7. All data protection guidance applies to personal information processed verbally in phone calls, meetings and conversations. The same standards of privacy and confidentiality apply, and conversations and phone calls should not take place in situations where they may be overheard, e.g. corridors, shops, cafes.

8. All data protection guidance applies to information about work colleagues and personal information such as home address and personal mobile numbers should not be passed to a third party without consent.

 

Sharing Data with Third Parties

1. Information can be passed to other organisations and professionals but only if it is for assisting the centre to carry out its normal tasks and only in accordance with the relevant Privacy Notices. Otherwise it should not be shared without additional specific consent.

2. Any request for personal data based on an exception (e.g. giving information to the Police or Tax authorities) should be checked with the Data Protection Officer before any information is provided.

3. Care should be taken with large lists of data. Secure email should be used, or files should be password protected and encrypted.

 

Subject access requests

1. Individuals are entitled to make Subject Access Requests for all or part of the data held on them. Care must be taken to ensure the authenticity of people requesting information and written requests for data should be asked for and recorded.

2. Requests for data should be processed in a timely manner and take no longer than 1 calendar month. MCL will provide the data free of charge unless the request is deemed unfounded, excessive or repetitive.

3. In the case of excessively large or repetitive request for data, we may ask for the request to be more specific, extend the response time by 30 days and/ or change for the work. The decision to do this will be made by the Data Protection Officer.

4. Any breach of confidentiality will be regarded as misconduct and is subject to the organisation disciplinary procedure as well as potentially being a criminal offence.

 

Data Breaches

1. Any breach of data protection, or a suspected breach will be reported to the Data Protection Officer who will then be responsible for informing the Information Commissioner within 72 hours if required, ensuring that as much as is reasonably possible is done to reduce the likelihood of a breach happening again.

Examples include:

• Loss of an unencrypted electronic storage device

• Inappropriate access to personal data due to lack of internal controls

• Sending an email with personal data to the wrong recipient

• Deleting personal data without authorisation

 

Retention

1. Documents will be retained in accordance with the Document Retention guidelines

 

Privacy Notices and Explicit Consent

1. The majority of MCL’s activities are covered under legitimate interests regarding consent with GDPR. MCL has published Privacy Notices for customers and for staff that are accessible from the website and outline the personal data we collect, why we collect it and the rights of the individuals whose data is processed.

2. Where MCL relies on legitimate interests as a reason for processing data, it has considered whether or not those interests are overridden by the rights and freedoms of employees, residents or service users and has concluded that they are not.

3. Where special category data is processed, this is only done with the explicit consent of the individual and this is made clear when the data is collected. This consent may be withdrawn at any time and for any reason.

4. Staff, customers in this case learners will be asked to confirm they have read and accepted the appropriate Privacy Notice prior to signing up. Information on how to access Privacy Notices will also be prominently displayed where data is collected.

 

Vital Interests

1. Personal data will be lawfully processed without consent in the rare circumstance where information is passed to a third party in a situation where withholding the data would result in a clear threat to an individual’s life and the individual is physically or legally unable to give consent themselves, For example, informing paramedics that an unconscious person is diabetic.

 

Direct Marketing

1. MCL carries out limited marketing for training, recruitment and to inform learner’s about services we provide. Information is only sent to all our prospective customers who have opted in to the service. Learners can opt out at any time by updating their preferences by notifying MCL in writing.

 

Responsibilities of the Centre Manager

1. To ensure they have adequate procedures in place to store paper documents and files securely and that electronic information including images is being saved and stored securely in accordance with the organisation’s policies and procedures.

2. To ensure that Data Protection Impact Assessments are carried out as appropriate for all new and amended processes

3. To ensure that their staff are aware of responsibilities

4. To indentify data breaches and potential breaches and notify the Data Protection Officer

5. To identify staff training needs and ensure that all staff receive data protection training appropriate to their role.

 

Further guidance

Staff will read this policy in conjunction with the staff handbook and relevant procedures as part of their induction.

 

Equal Opportunity Policy

Marvel College Ltd aim is to ensure that all of its employees and job applicants are treated equally irrespective of disability, race, colour, religion, nationality, ethnic origin, age, sex, sexual orientation or marital status. MCL shall appoint, train, develop and promote on the basis of merit and ability. All employees have a duty, both morally and legally, not to discriminate against individuals. This means that there shall be no discrimination on account of disability, race, colour, religion, nationality, ethnic origin, age, sex, sexual orientation or marital status. Employees have personal responsibility for the practical application of Marvel College’s Equal responsibility for the practical application of Marvel College’s Equal Opportunities Policy which extends to the treatment of members of the public and employees. Managers and supervisors who are involved in the recruitment, selection, promotion and training of employees have special responsibility for the practical application of Marvel College’s Equal Opportunities Policy.

The Grievance Procedure is available to any employee who believes that he may have been unfairly discriminated against. Disciplinary action under the Disciplinary Procedure shall be taken against any employee who is found to have committed an act of unlawful discrimination. Discriminatory conduct and sexual or racial harassment shall be regarded as gross misconduct. If there is any doubt about appropriate treatment under Marvel College’s Equal Opportunities Policy, employees should consult their manager.

 

Health and Safety Policy

Marvel College recognises that it is responsible for ensuring, so far as is reasonably practicable, the health, safety and welfare at work of its employees. Marvel College believes that the proactive management of health and safety issues is an integral part of its obligations to its employees and to the wider community. This policy statement sets out in broad terms the legal responsibilities owed by Marvel College and by employees in relation to health and safety issues. It will only be possible for Marvel College to comply with these legal obligations if both its employees and any self-employed third parties on Marvel College premises understand that they are under a duty to take reasonable care for the health and safety of themselves and any of their colleagues who may be affected by their acts or omissions and that they are required to co-operate with Marvel College o enable Marvel College o perform its obligations.

 

Whistle Blowing Policy

Employees may, in properly carrying out their duties, have access to, or come into contact with, information of a confidential nature. Their terms and conditions provide that except in the proper performance of their duties, employees are forbidden from disclosing or making use of, in any form whatsoever, such confidential information. However, the law allows employees to make a ‘protected disclosure’ of certain information. In order to be ‘protected’, a disclosure must also be made in an appropriate way. If, in the course of employment, an employee becomes aware of information which he reasonably believes ends to show one or more of the following, he must use Marvel College’s Disclosure Procedure set out below:

Information may contain viruses and therefore should not be downloaded from the internet without first obtaining the approval of Cameron Duo and/ or instructions from C2Duo concerning the downloading of such information which must be followed. Employees should only download such information which is required for a business purpose. The downloading of information of whatever nature for personal purposes is not permitted.

 

Assessment Malpractice Policy

Definition of malpractice: Any act, default, or practice which is in breach of the regulations, or compromises, or attempts to compromise the integrity of any qualifications.

Marvel College does not tolerate actions (or attempted actions) or malpractice by:

• Learners

• Centre Staff

 

Introduction

As a centre, we must be vigilant regarding assessment malpractice and where malpractice occurs, it must be dealt with in an open and fair manner.

The policy on malpractice aims to:

• Define malpractice in the context of assessment and certification of all awards on offer at the Centre including short courses.

• In the interest of our learners and staff, we need to respond effectively and openly to all requests for an investigation into an incident or a suspected incident of malpractice. Normally, Centre Manager or their nominees are expected to supervise investigations resulting from allegations of malpractice. Centre Manager or their nominees are required to inform learners and staff suspected of malpractice of their responsibilities and rights.

• Marvel College reserves the right to report any concerns to the appropriate awarding body.

 

Guidance on assessment malpractice

As a Centre, we will ask learners to declare that their work is their own, by ensuring our:

• Assessors are responsible for checking the validity of the learner’s work.

• Candidate sign a plagiarism statement.

• Candidate and Assessors Sign all evidence presented for assessment

• Assessment planning and feedback

• Candidates to ensure all contributors to their award sign the signatories list in their portfolio

 

Marvel College will take positive steps to prevent or reduce the learner malpractice. These steps may include:

• Using the induction period and the student handbook to inform learners of the Centre’s policy on malpractice and the penalties for attempted and actual incidents of malpractice.

• Providing learners and assessors with the appropriate formats to record evidence.

• Regular assessor meetings/ training to support assessing work in a way that reduces or identifies malpractice, e.g. plagiarism.

• Using oral questions with learners to ascertain their understanding of the work they have produced.

• Assessors getting to know their learner’s styles and abilities, etc.

• Seeking a range of evidence methods including feedback from candidate’s employer/ supervisor.

• Feedback from IQA to include checks on signatures and use of appropriate assessment methods.

 

Learner malpractice

We will not permit any learner to carry out malpractice whilst on any courses delivered by Marvel College. The following are examples of malpractice by learners; this list is not exhaustive and other instances of malpractice may be considered:

• Plagiarism by copying and passing off, as the learner’s own, the whole or part(s) of another person’s work, including artwork, images, words, computer generated work (including internet sources), thoughts, inventions and/ or discoveries whether published or not, with or without the originator’s permission and without appropriate acknowledging the source.

• Collusion by working collaboratively with other learners to produce work that is submitted as individual learner work. We should encourage learners to take part in team work.

• Impersonation by pretending to be someone else in order to produce the work for another.

• Fabrication of results and/ or evidence.

• Failing to abide by the instructions or advice of an assessor.

• Behaving in such a way as to undermine the integrity of the assessment.

• The alteration of any results document, including certificates.

• Cheating to gain an unfair advantage.

 

Centre staff malpractice

The following are examples of malpractice by Centre staff. The list is not exhaustive and other instances of malpractice may be considered:

• Alteration of Award bodies assessment and grading criteria

• Assisting learners in the production of work for assessment, where the support has the potential to influence the outcomes of assessment, for example for evidence the learner has not generated.

• Allowing evidence which is known by the staff member not to be the learner’s own, to be included in a learner’s assignment/ task/ portfolio/ coursework.

• Facilitating and allowing impersonation.

• Misusing the conditions for special learner requirements, for example where learners are permitted support.

• Failing to keep learner computer files secure.

• Falsifying records/ certificates, for example by alteration, substitution, or by fraud.

• Fraudulent certificate claims, that is claiming for a certificate prior to the assessment/ examination/ test.

• Obtaining unauthorised access to assessment/ examination/ test material prior to an assessment/ examination/ test.

 

Investigating alleged malpractice

The Centre Manager or a nominated representative will investigate any alleged malpractice at our Centre.

As part of any investigation we will:

• Involve the learner and others in the investigation process.

• Make the individual fully aware (preferably in writing) at the earliest opportunity of the nature of the alleged malpractice and of the possible consequences should, malpractice be proven.

• Give the individual the opportunity to respond (preferably in writing) to the allegations made. We will also inform such individuals of the avenues for appealing should a judgement be made against them.

• During the investigation period, Marvel College may suspend all parties involved in allegations.

 

Appeals

Any appeals from the individual concerned should be in written form and addressed to the Centre Manager at Marvel College.

 

Training Policies

Marvel College is committed to the continuous training and development of its employees, both in the area of job related skills, training and lifelong learning for personal development. Marvel College employees are one of its greatest assets, and helping them develop is crucial to the achievement of the organisation's goals. All training practices and procedures will endeavour to support individuals to strife to achieve these goals.

To ensure that training activities support both the individual and organisation objectives and are cost-effective, all training activities will be planned and monitored by the centre manager in conjunction with the finance officer who will hold the training and development budget. Training needs will e analysed in a number of ways as set out below. Evaluation of all training will be carried out, and a record of training will be held for each individual employee. The training and development strategy will be focused on creating a motivated work-force which is capable of meeting new challenges, is skilled and competent in all aspects and will tie in with the organisation’s objectives both short and long-term.

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Staff Development

Staff development, which includes all aspects of training, is one of the elements of the college overarching strategy. The aim of this strategy and its supporting policies and procedures is to provide a working environment in which staffs are able to maximise their performance, commitment and contribution to the aims of the college. Staff development is the term used to include all activities, which are undertaken by and for staff in order o maintain up-date and enhance their work related knowledge, skills and capabilities.

 

The Purpose of staff Development

The purpose of staff development and the Staff Development and training policy is to link staff, their performance, and development to the achievement of the college’s operational and strategic objectives and its commitment to continuous improvement and excellence.

 

Guiding Principles

The following principles guide the Staff Development and Training Policy and apply to all aspects of staff development and training activity delivered. There is an institutional commitment to staff development and training.

1. All employees regardless of age, grade, gender, disability or ethnic background or nature of their contract of employment are expected to undertake staff development and training, which is viewed as a continuous process throughout employment.

2. Staffs are required to assume responsibility for their own development and training, which includes both participation in planed activities and making use of opportunities to learn when they are presented.

3. Staff development and training is an obligation for line managers who are responsible for identifying individual training and development needs and supporting and encouraging staff. Formal processes, induction, appraisal and training needs analysis are used at the individual level and staff development and training planning takes place at the institutional level.

4. Accountability for staff development and training rests with management at every level.

5. Staff development and training provision will be evaluated and reviewed to ensure that it is adequate, relevant, effective, and provide value for money.

 

Priorities for Staff Development and Training

Identified strategic priorities for staff development and trainig in the short to medium term are:

• Staff development and training for teaching

• Enhancing service

• Leadership and management and assessment delivery development

• Best practice in the management of people

• Staff development and training priorities will be regularly reviewed by senior management which has responsibility for staff development and training policy.

 

Training Records

Training records will be maintained by the office manager subject to data protection requirements.

 

Funding Policies

The training budget will be allocated at the beginning of each financial year in accordance with training needs identified in conjunction with appraisals and the organisation’s objectives for the forthcoming year.

 

The corporate training plan will be reviewed annually and the budget allocated accordingly. The sum available for personal development may vary from year to year depending on corporate training needs, which will take priority. The college’s budget for staff development and training is administered by the centre manager in conjunction with the finance officer. These funds are allocated to support the college in the achievement of institutional objectives. Funding is not available for individuals. Individuals are required to consult discuss their training needs with their line managers.

 

Charges for Training

Charges are not imposed for attendance at courses funded from the Central Staff Development budget. However, individuals who have booked a place on a course and who then do not attend the course, with the exception of illness and other mitigating circumstances will be charged the full unit cost of that training.

 

Review of the policy

The Staff Development and Training Policy will be revised and updated every three years.

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College Policy and Objectives

1. The college recognises the value and importance of providing opportunities to the entire staff, both academic and support staff, to develop their job-related knowledge and skills, and expects that with development and training individual effectiveness will increase and they will make a richer contribution to the work of their department in support of the College.

2. The College also recognises that, as an institution concerned with learning, it has a special responsibility to encourage and support learning for all employees.

3. It is the College’s policy to provide sufficient development and training to ensure the implementation of College policies designed to meet its obligations as an employer.

4. It is the College’s policy induction training for all staff new to the College, to help them understand how he function of their job relates to the College’s aim’s and objectives. Induction training must also ensure an understanding of individual responsibilities in the workplace.

5. It is the College’s policy to provide and support development and training for those at or near the beginning of their working lives, to enable them to gain suitable technical or professional qualifications and/ or experience on which to base their subsequent career development.

6. It is the College’s policy to provide and support further development and training when required to maintain and enhance the standards of performance over a period of time.

7. It is the College’s policy to provide and support development and training any members of staff faced now, or in the foreseeable future, with new work, new for organisation or a new work environment, to help them to deal competently with their work. The College also recognises the value of opportunities for members of staff to maintain their flexibility and potential, with a view to making any later changes in work content or work environment easier to accommodate.

 

College’s Responsibilities

1. The College will appoint a Training Officer to oversee implementation of training policy.

2. The College will seek to foster staff development and training by:

1. Providing a programme of in-house or external development and training activities through the College’s training Officer.

2. Maintaining structures and mechanisms for identifying training needs and monitoring the effectiveness of such training. This will often start with the line managers but also includes the Training Officer, Staff Meeting, and other formal and informal meetings.

 

Departmental Responsibilities

1. The College expects its heads of departments:

• To monitor and identify, by means of review procedures, areas of their work which could be assisted by training and development activities.

• To identify requirements for statutory training.

• To develop a training and development strategy in support of College and departmental policies and objectives.

• To produce a department training plan based on a needs analysis for each post or type of post.

• To identify costs of statutory and other training requirements.

• To prioritise non-statutory training.

• To undertake or support staff development and training activities in order to achieve the College policies and objectives.

 

1. The College expects members of staff with supervisory responsibilities to support the development and training of their staff in order to achieve the policies and objectives.

2. The College expects members of its staff to take responsibility for their individual effectiveness, personal and career development. Members of staff will be required to participate in such systems of periodic reviews, training and staff development as may be agreed.

 

Implementing the Policy

1. Primary responsibility for the planning and implementation of cost-effective training and development lies with Centre Manager of the College who should act through or in consultation with the College Training Officer. To assist with this, Line Manager should use:

• Their internal strategic planning and review processes

• Periodic reviews, informal interviews, staff feedback and records o identify current and future training and development needs and plan to meet them.

1. Central to the implementation of the policy is a department’s training plan which should identify either each individual’s training needs and how and when these are satisfied. Training needs may be individual or by type of job.

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August 2024-August 2026

IQA SUMMARY STRATEGY

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1. All Assessors work will be quality assured

2. All Assessors will be RAG rated using the traffic light system 

3. Rating will be identified on the IQA Sampling plan

4. All units and levels on any qualification will be sampled across learners

5. All methods of evidence used will be sampled (Please find evidence methods on the 1st page of IQA feedback form) for paper-based folders

6. Assessors that don’t attend standardization meeting twice in a year will automatically go to AMBER if previously on GREEN or RED if previously on AMBER. If they were RED, they will not receive more work until they improve on attendance.

7. Any new assessor to the centre or to the IQA staff at the time will be sampled 90-100%

8. Assessor RAG rating can vary from qualification to qualification. RAG rating criteria will be based on:

• Experience

• Quality of planning

• Quality of feedback

• Portfolio set up (paper-based)

• Completion of appropriate and necessary documents (paper-based)

9. Assessors will assess any qualifications where they are competent /qualified to do so with such evidence submitted to the center.

10. Minimum 2 formal IQA sessions and more where required will be carried out to check ALL learner portfolios to ensure ALL learners have completed their work at 100% and units signed off before certificate claims.

11. All assessors who are not 100% sampled will have all their folders outside the percentage to be sampled looked at once at completion to ensure that folders are completed. For example, an assessor who is 30% sampled will have a summative sampling for the remaining 70% 

12. Trainee Assessors will not be RAG rated directly and will work on the RAG rating of their mentor, however ALL learning outcomes will be sampled.

13. Trainee assessors will only be given SINGLE unit qualifications to assess for External quality assurance sampling.

14. Assessors in the role of a mentor will countersign Trainee feedback given to learners.

15. Assessors will be observed once yearly following the principles of the centre’s observation of teaching & learning session

16. When the center registers with a new awarding organization, assessor working on and with the 1st cohort will have minimum 50% of learner quality assured and this will be on until centre is given a DCS

17. All assessment planning, feedback and direct observation records will be backed up (Electronically) to serve as lost portfolio where paper folders are used.

  

Next Review: August, 2026

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