Assessment results are recorded as “competent” or “not yet competent”. In case of “not yet competent”, the candidate is provided with opportunities for further coaching and re-assessment. If not satisfied about the outcome of the assessment, the candidate may lodge an appeal within a specified period.
For a person to be declared competent he/she needs to demonstrate the ability to perform tasks and duties described in the unit standards to the standard expected in employment. The most important feature of the CBA system is that each candidate’s achievement is measured against the unit standards rather than against the achievement of other candidates.

Evidence

During the assessment process, assessors must ensure that their decisions are based on quality evidence. This means that the evidence must be:

• Valid - valid evidence is directly related to the unit standards and reflects the four dimensions of competency and addresses key competencies;
• Sufficient - sufficient evidence covers full range of performance identified in the unit standards and shows competence over a period of time and in different contexts;
• Current - current evidence means that the candidate can currently perform the competence while working and that the evidence is benchmarked against the current version of the industry competency standards;
• Authentic - authentic evidence is the candidate’s own work, qualifications, references and licenses presented by the candidate must be authentic documents;
• Consistent – consistent evidence shows that the candidate is able to demonstrate competent performance over time.