NVQs are based on national occupational standards. These standards are statements of performance that describe what competent people in a particular occupation are expected to be able to do. They cover all the main aspects of an occupation, including current best practice, the ability to adapt to future requirements and the knowledge and understanding that underpin competent performance.
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Within reason, NVQs do not have to be completed in a specified amount of time. They can be taken by full-time employees or by school and college students with a work placement or part-time job that enables them to develop the appropriate skills. There are no age limits and no special entry requirements.
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NVQs are achieved through assessment and training. Assessment is normally through on the job observation and questioning. Candidates produce evidence to prove they have the competence to meet the NVQ standards. Assessors sign-off units when the candidates are ready, the assessor tests candidates underpinning knowledge,understanding and work-based performance to make sure they can demonstrate competence in the workplace.
When new candidates start an NVQ, the assessor will usually help them to:
Identify what they can do already.
Agree on the standard and level they are aiming for.
Analyse what they need to learn.
Agree on activities that would allow them to learn what they need.
Candidates compare their performance with the standards as they learn. They look at what they have achieved, how much they still need to do and how they should go about it, until they are assessed as competent for a unit or a whole NVQ. The system is right for candidates who already have skills and want to increase them, but also for those who are starting from the beginning. As the system is so flexible, new ways of learning can be used immediately.
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NVQs are organised into five levels, based on the competences required. The following definitions provide a general guide to the progression from level to level and the relationship between them.
Level 1
Competence that involves the application of knowledge in the performance of a range of varied work activities, most of which are routine and predictable
Level 2
Competence that involves the application of knowledge in a significant range of varied work activities, performed in a variety of contexts. Some of these activities are complex or non-routine and there is some individual responsibility or autonomy. Collaboration with others, perhaps through membership of a work group or team, is often a requirement.
Level 3
Competence that involves the application of knowledge in a broad range of varied work activities performed in a wide variety of contexts, most of which are complex and non-routine. There is considerable responsibility and autonomy and control or guidance of others is often required.
Level 4
Competence that involves the application of knowledge in a broad range of complex, technical or professional work activities performed in a variety of contexts and with a substantial degree of personal responsibility and autonomy. Responsibility for the work of others and the allocation of resources is often present.
Level 5
Competence that involves the application of a range of fundamental principles across a wide and often unpredictable variety of contexts. Very substantial personal autonomy and often significant responsibility for the work of others and for the allocation of substantial resources features strongly, as do personal accountabilities for analysis, diagnosis, design, planning, execution and evaluation.
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NVQ management qualifications are available for managers at all levels,from team leader or supervisor level through to senior management and director level NVQ Levels 2-5).Based around six key management themes,they focus on equipping managers with the knowledge to provide direction,gain commitment, facilitate change and achieve results through the efficient,creative and responsible use of resources.
The programmes concentrate on best practice management and are usually delivered onsite and can be customised for a group of managers or for individuals at particular management levels. A typical programme normally consists of a series of workshops, one to one coaching sessions and assessment planning sessions over a period of 8 to 10 months for the full management qualification.
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The Customer Service NVQs/SVQs are among the most popular vocational qualifications in the UK. Over 550,000 candidates have registered for them since their launch and over 200,000 qualifications have been awarded. On average, 12,000 new candidates register every quarter.
The popularity of the Customer Service NVQs/SVQs is a result of the rapid growth in demand from employers for staff with well developed customer service skills. Labour market information repeatedly confirms this trend. Also, the customer service qualifications have been designed for use across all sectors - private, public and voluntary- and in all job roles which include customer service responsibilities. Customers may be either "external" or "internal".
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The A1 Award has been recognised for assessors of vocational qualifications since June 2002. QCA stipulate that all those with D32/D33 must demonstrate good practice of continuing professional development and should ensure that they are familiar with the requirements of the A1 Award. ENTO, the standard setting body, are of the view that one way of demonstrating continuous professional development as required by QCA is for all those with D32/D33 to undertake accreditation of the A1 Award.
One of the barriers to up-skilling has been the lack of practically based learning programmes that guarantee achievement, until now...
The Belfry learning programme will build on your existing practice to develop your skills, techniques and abilities to assess NVQs holistically and efficiently, minimising bureaucracy and maximising your learners achievement.
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