1.The differing needs and requirements of the person being assessed (and the industry with which they are employed) are identified and handled with sensitivity. Not all candidates will have the same level of experience or expertise in project management. This is to be taken into account during the assessment process. Each candidate is to be taken seriously and shown due respect regardless of the quality of their submission.
2.Potential forms of conflict of interest in the assessment process and/or outcomes are identified and appropriate referrals made, if necessary. If you have some concern with the candidate or their organisation and you do not feel you can conduct the assessment without bias, the assessment is to be referred to another Assessor.
3.All forms of harassment are avoided throughout the planning, conduct, reviewing and reporting of the assessment outcomes. AIPM has a ‘no tolerance’ approach to harassment. There is to be no harassment of candidates. If the Assessor feels they are being harassed by the candidate, this issue is to be raised immediately with the AIPM Certification & Assessment Manager, preferably with a written statement to substantiate any concerns. However the Assessor should be aware that they have entered into a contract between themselves and the candidate, and it may be difficult for AIPM to resolve an issue on their behalf.
4.The rights of the candidate are protected during and after the assessment. The candidate has the right to have their privacy protected. The Assessor is not to discuss with anyone (except for the AIPM Certification & Assessment Manager and the Verifier): the candidate or their organisation, nor the quality or content of the candidate’s work. All information retained by the Assessor is to be appropriately filed and is not to be provided to any person outside of themselves or the AIPM Certification & Assessment Manager. All information sent to the AIPM National Support Office for action and verification will be retained in a secure area.
5.Confidentiality is maintained regarding assessment outcomes. (Outcomes are only released with the written permission of the candidate.) Assessors are not to discuss a candidate’s results with anyone except for the AIPM Certification & Assessment Manager AIPM and the Verifier. There should not be a circumstance where a candidate’s outcomes are required to be released, but if there is such a requirement, the candidate’s written permission must firstly be obtained.
6.The assessment outcomes are used only for the purposes explained to the candidate. There is no requirement to use assessment outcomes for any other purpose other than to judge a candidate’s competency for RegPM. AIPM does not use these outcomes to ascertain statistics or for any other purpose.
7.Personal or interpersonal factors that are not relevant to the assessment of competency must not influence the assessment outcomes. The Assessor must not allow personal biases towards the candidate to interfere with the assessment. If the Assessor feels these biases will influence the assessment, then the assessment is to be passed to another Assessor.
8.The candidate is made aware of the rights and processes of appeal. If a candidate wishes to appeal any decision, it is to be submitted in accordance with the AIPM Appeals Process.
9.Evidence that is gathered during the assessment is assessed for validity, reliability, authenticity, sufficiency and currency. Evidence is to be assessed in keeping with the AIPM Assessment Process.
10.Assessment decisions are based on available evidence that can be produced and verified by the AIPM Verifier. Assessment is based on the evidence provided by the candidate. If this evidence is insufficient, further evidence is to be obtained from the candidate. If unsure, the Assessor is to discuss the matter with the AIPM Verifier before proceeding.
11.Assessments are conducted within the boundaries of the assessment system policies and procedures. Assessment is to be conducted in-keeping with the Assessment Process. If doubt exists regarding these policies and processes they are to be raised with the AIPM Assessment & Certification Manager.
12.Assessment tools, systems and procedures are consistent with equal opportunity legislation. An AIPM Assessor will abide by the equal opportunity legislation.
13.The candidate is informed of all assessment reporting processes prior to the assessment. Assessors are to ensure each candidate is advised of the assessment reporting processes prior to commencing the assessment.
14.The candidate is informed of all known potential consequences of decisions arising from an assessment, prior to an assessment. Assessors are to ensure each candidate is informed of the potential outcomes of the assessment prior to commencing the assessment.
15.Self-assessments are periodically conducted to ensure current competencies against the Assessment and Workplace Training Competency Standards. It is the AIPM’s responsibility to verify sufficient assessments to gauge an Assessors continued competence. If an Assessor requires retraining or continuation training, this is to be recommended by the Verifier to the AIPM Assessment & Certification Manager who will pass on this advice to the Assessor.
16.Professional Conduct. Assessors must honestly portray their own skills. Assessment, as well as the subsequent advice and recommendations of any form should, not exceed the boundaries of expertise of the Assessor. Communications with candidates must reflect the high professional standards of AIPM. Offensive or abusive language will not be used under any circumstances. Personal presentation, dress and grooming will also reflect the professional standards of AIPM.
17.Support of AIPM and its Assessors is reflected in all communications. Assessors will portray themselves and AIPM in a positive light. Assessors will support other AIPM Assessors to candidates and not make negative or derisory comments in any form. All communications with candidates will reflect this approach. Any complaints by Assessors, about AIPM or other Assessors, must be made to the AIPM Certification & Assessment Manager or to the National President, and not to candidates or persons outside of AIPM.
18.Professional development opportunities are identified and sought. Each Assessor should take the opportunity to improve their knowledge and skills.
19.Opportunities for networking amongst Assessors are created and maintained. Each Assessor should take the opportunity to improve their knowledge and skills.
This code of practice was updated August 2009. Download the word version.
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