An Analysis of Gross Domestic Product (GDP) Essays -- GDP Economy Econ

An Analysis of Gross Domestic Product (GDP) The current state of the economy in the United States has been slow in recent months. While the economy is not currently in a recession, we may eventually fall victim to the first recession we’ve had in nearly ten years. The economy in general is showing growth, just not much. It will be difficult to predict what exactly will happen to the US economy in the future. Many economists do not agree on what will become of the economy. Some feel that we will begin a recession over the next year, and some feel that there is significant policy implementation that will allow us to dodge a recession and regain our economic strength. There are many factors that make up the US economy. The means in which I will discuss the overall growth and current status of the economy is by analyzing the Gross Domestic Product, and discuss the factors that cause it to rise and fall. The GDP is the total aggregate income of the United States. It is comprised of consumption, investment, government spending, and net exports. The GDP in the fourth quarter of 2000 grew at a 1.1% annual rate, the lowest since a 0.8% increase in the second quarter of 1995. The below par performance in GDP is due to those factors that comprise the GDP. The most important of which is consumption. Consumption in the United States has been less than expected mainly due to low consumer confidence. Consumer confidence has hit a 10 year low with an index of 106.8 as reported by Alan Greenspan. In the past 2 months the index number has plummeted nearly 22 points, the biggest decrease since the 1990-1991 recession. The reason for this recent drop in consumer confidence is due to several key factors. One factor is the poor performance of the stock market. The Dow Jones is down from its peak that was hit last year, but has now rebounded slightly. The Nasdaq took a dive with the decrease in t he prices of tech stocks. The Nasdaq has fallen nearly 56% from its peak in March of 2000. The Wilshire 5000, which is a broader market, is also down by about 22%. Also a factor in dropping consumer confidence is the fear of more layoffs by major employers. The media has paid a lot of attention to large layoffs of companies, yet the labor markets still remain fairly tight. The natural rate of unemployment in the US is approximately 5%, which is higher than the actual rate... ...ints on congress never materialized. If the rate of domestic spending had risen at the same rate as inflation, at the end of his presidency, the government would have had a surplus of almost 250 billion dollars. The way that supply-side economics works is by increasing the disposable income of the taxpayer, which will inevitably increase consumption. The theory is that if people get to retain more of the money that they earn they will work better and longer thus increasing productivity as well as the quality of goods. President Bush’s tax cut plan if done correctly will help greatly to get the US economy to increase its growth. So is the United States in a recession? The answer is no it isn’t. The US has had a period of sluggish growth, but still it has been positive. The economy will have to grow at a negative rate over the next two quarters in order for the US to be in a recession. But is there cause for concern that a recession may occur? Yes there is, but the government’s interventions should keep the US from falling victim to recession. I believe that the economy will eventually pick itself back up and avoid a recession. The GDP will once again grow at a quick pace.

Ideas of Progress in Naipauls A Bend in the River Essay -- Naipaul Be

Ideas of Progress in Naipaul's A Bend in the River    In his novel A Bend in the River, V. S. Naipaul paints a picture of Salim, an Indian man living in an isolated African town at the beginning of independence. Salim, as an Indian, has something of a unique perspective on the events of the time - in some ways, he lives between two worlds. Having experienced the "civilizing" influence of British colonial rule, he comes from a culture that is more "advanced" than that of Africa but less so than that of the West. This hierarchy of progress is seen throughout the book, and the theme of progress is best illustrated in this passage from the opening of Part Four, just after Salim's return from London:    So at last I had come to the capital. It was a strange way to come to it, after such a roundabout journey. If I had come to it fresh from my upriver town it would have seemed immense, rich, a capital. But after Europe, and with London still close to me, it seemed flimsy in spite of its size, an echo of Europe, and like make-believe, at the end of all that forest. (247) ..

West Coast Limited

West Coast Limited is a company that specializes in PC Hardware, printers, monitors, software, parts and range of AV equipment.   There are currently eight employees including:   One administration person, three small parts people, two forklift drivers, a manager and one goods inward department employee.In this company, each person has been taking many roles.   The following has been discovered:   The administration person handles the role primarily of checking in goods as they are received.   In addition, the administration person assists the small parts people when she has time.   The small parts people currently put away small parts then assist bookkeeping when finished. Their duties also include moving stock, unloading stock, and assisting the manager when needed.The forklift drivers spent approximately 30% of their time consolidating things then putting items away that were received by shipping.   The manager spends his time answering emails and answering the phone . He is responsible for all scanners we well, which can be time consuming considering they move very slowly.   The goods inward rep works in the department and handles strictly goods inward.Developmental NeedsIn reviewing the company’s daily tasks and the roles of the individual staff, I have recognized there are primarily ten different tasks which are pertinent to be completed daily.   The tasks include:   Checking goods in as they arrive, putting away small parts, consolidating bins, putting away receivables with forklift for larger items, bookkeeping, moving stock, checking paperwork, answering phones, answering emails and incoming scanners.There are five official titles including: forklift driver, manager, goods inward department, small parts and administration.   All of these job titles are currently performing a mixture of functions which can be damaging to the organization. First, each person is spending only a certain amount of time on their area then assistin g another area.   This is a problem considering there is a specific job that needs to be done to its fullest. Having a number of hands in the pot of each area is leaving too much room for error.   It is easy to have a lack of communication when there are so many different people working at different times, in no apparent schedule.The developmental needs begin with creating a job description for each title and defining the objectives that are needed to be completed daily.   The job description should also provide the steps necessary in order to be recognized for advancement, as well as what advancement opportunities will come next. Advancement opportunities need to be developed. This can include promotion to manager of that area, as well as the chance to post out of your department and try for a new role.   Doing this will encourage employees to be ready for change, and gain excitement in that area.In order to prepare advancement opportunities, individual performances should be measured.   This should be measured annually beginning with this year.   To begin the process of a pay scale should be created for each department and clearly communicated to the employee in that area where they stand. The key elements of what is required should be provided in a written job description.   Additionally, the steps to be measured in a performance evaluation should be provided to the employees. This will create an open environment and begin the process of communication as employees will feel informed, every step of the way.Developmental Opportunities for the TeamTeam building exercises should take place in order to build open communication.   This can be done by each department. Each department should evaluate what objectives that they need met at this time, as well as search for areas that they may be deficient and need help.   Times can be established that other departments and team members can be assigned to help the lagging department get caught up. In return, the assisting department should be prepared with a list of items that they need help with, and be prepared to ask for the same help in return.Having excellent communication is very important in times of change. Everyone handles changes differently, which is why it is important during a transition to emphasize on communication.   In order to ensure a good development of this, meetings should be held. An initial meeting, company wide should be held in order to advise employees of what transitions will take place. An estimated time frame for restructure should be provided.   An update as to the reasons for the transitions should be provided.   A point of contact for questions and concerns should be established and provided.Once an initial meeting has been completed, a regular schedule for meeting updates should be provided.   This will keep employees informed.Developmental Opportunities for each IndividualThe first step for development for an each individual is to sched ule a time for the employee to meet with the manager. This meeting should consist of the employee receiving their job description. The job description should define daily tasks and specifications. It should also provide the measurement tools of this position. The annual review process should be introduced to employees, advising of the steps that they will bemeasured. The employee should also be encouraged to offer assistance when needed, to other areas that are delinquent in their daily completion of tasks.   Considering each person will have defined duties, the process of doing their position part of the day then assisting other area’s will be deleted. The individual will only assist other areas when it is determined by management that it is necessary to obtain additional help versus offering overtime to the employees of that department.   Additionally, any questions or feedback should be encouraged. Training opportunities need to be discussed in the meeting.   This wi ll include reviewing the job description with the employee to obtain any pertinent information as to any training needs that they feel they need.Development Objectives Based on the Needs for Development, Opportunities for Team and Each IndividualIn order to define objectives for each individual, a short quiz or questionnaire should be provided containing the following questions:â€Å"Take a minute to consider your daily work tasks and identify the tools and skills you will need to perform them.What personal qualities are needed to succeed describe the mental and physical skills and tools you use to get motivated for classes, tests, presentations and reviews† (ferret 2003)This will evaluate where the employee stands and get a good idea of the additional training that they will need to receive if any in order to do a good job. This questionnaire will also identify the employee’s objectives and interest in their current roles.Team building should be encouraged considering each person is used to putting their hands in a lot of areas. Everyone reacts different to change. therefore it is important to be prepared to handle different reactions to the changes being made.   In prevention of lack of communication, the following points should be reviewed in company meetings:â€Å"1. Be aware of your feelings.  2. See the value in diversity  3. Treat people as individuals  4. Treat people with respect  5.   Be aware of differences  6. Listen7. Get involved8. Take risks9. Apologize when you make a mistake10. Speak out11. Encourage representation† (ferret 2003).Another strategy should be used to encourage adaptation to change. This includes encourage.   Encouragement should be in the area of changing the way of thinking.   Currently the daily thought process includes looking at tasks as a partial project until moving on to a new area.   This needs to be changed to looking at the big picture in effort to ensure quality and productivity .   This can be done with a lesson.   The recommended lesson is:â€Å"Working in Day Units† (Davidson 2004) as The â€Å"60 Second Procrastinator† (Davidson 2004) suggests, you need to take each project that needs to be done and organize this by each day.   For this company it will include: the amount of inventory coming in for the day, the amount of emails, busy phone times, busy email times, arranging inventory put away and small parts put away by the amount of volume. Organize the volume expected to be conducted by that department by the day and treat each day as an opportunity. Once this becomes a pattern then the company will be accustom to functioning in this manner.Assess the Program Against Development ObjectivesThe program that I designed will meet development objectives. It is designed to bring out the training issues which may exist from each employee, and to format each person with a job description, to be sure that each area is being handled by someo ne that is familiar with the whole picture of that area.   This will ensure a 100 percent focus on each area, instead of having someone who only does that part of the time, working in the area. The program is designed to create a smooth flow of operations, and provide initiatives for employees so that they want to stay with the company.In addition, the program is a developmental tool for each person. It will help to open communication and show each person that they are valued. It will encourage participation from those interested in advancement. When opportunities are provided along with objectives, people will meet those if they feel they will be rewarded and recognized.Planning the Work Activities for the TeamThe new structure for daily work activities will be as follows:Goods inward department will check in goods as they come in and handle incoming scannersOne small parts girl will put away small parts The other small parts girl will consolidate the bins Forklift driver will pu t things away that require a forklift Forklift driver will move large items that require a forklift Administration will do bookkeeping, answer phones and respond to emails Manager will oversee daily operations, and review department objectives. He will measure areas that need improvement and delegate others to assist if departments are delinquentIf there is a time when the department is clear of duties, then a list of ongoing items should be compiled in order to keep busy, such as reviewing daily tasks to ensure completion as well as preparation for upcoming busy times.Gaining Commitment for Work Activities from your TeamHave employees sign a slip recognizing that they have been advised of their job description.   Have a one on one with each employee to make sure that they are comfortable with the process and are aware of the changes that will be made.   Give them a mission statement of the company.   Give them knowledge of what the performance evaluation will entail and the a mount of raise they could receive next year according to their accomplishments.Encouraging Involvement and Assessing Progress of Work ActivitiesThe manager should provide positive reinforcement. A good tool is to keep a white board in the meeting area. A new affirmation should be listed daily for each person to review at their leisure. Whether employees comment on this or not, it is a positive reinforcement tool. An example of one of the affirmations could be:   â€Å"Every day is an opportunity- I can’t get to Friday until I step on Monday†. (Harrell 2003) He should be out and in the work area’s available to answer any questions, all while performing procedure verification to be sure that the people are doing daily tasks, and to check the progress of what is being done. He should be notified of any problem areas and then once the problem area’s in order to provide compliance.Modifying Plans to Ensure that Performance Objectives are Being Met and Relati ng this to Day to Day Management Activities:Day to day management activities should include reviewing the work areas for accomplishments daily and performing daily walk thru’s. Morning meetings to reviews and accomplishments and goals should be conducted. This will also create enthusiasm and promote positive attitudes. Managers should establish a clear set of goals pertaining to what needs to get accomplished and follow up on those goals.   One on one coaching and mentoring should be provided on a daily basis. One day a week can be spent with each area in order to accomplish this.ConclusionThere’s a lot of work to be completed, however the most positive asset that this company has at this time includes the fact that each employee has a good knowledge of primarily all areas. Despite the fact that each person will have their own job description, this experience provides a broad overview of the company and gives each department some objectives to work toward if they are interested in advancement.In conclusion, this company has daily activities established. However; they need to spend time to organize, inform, and provide incentives. Once the company is organized, they will be more productive, at which time more business will arrive.   Once employees are informed, and given tools necessary to exceed they will feel valued and important. Valued employees are happy employees, which leaves little room for turnover.ReferencesFerrett, Sharon K. Peak Performance: Success in College and Beyond.   California: Glencoe/McGraw Hill, 2003Davidson, Jeff. The 60 Second Procrastinator. Massachusetts: AdamsMedia, 2004Harrell, Keith. Attitude is Everything. New York: HarperCollins, 2003A

Sanitation of Rooms and Equipments (Microbiology)

There are Four Methods that conducted on the laboratories in order to detect the presence of microorganisms. There are Rodac Method, Swab Method, Rinse Method, and lastly Open Dish Method and it will be discussed in detail below. 2. 1. 1 Rodac Method The purpose of this Standard Operating Procedure is to describe a program that will adequately measure the efficacy of disinfection of Rooms and equipment in each laboratory, RODAC plates can detect the presence or absence of live microorganisms (Longree and Armbruster 1996).This Method is used to monitor the contamination level of personnel gowns and Personal Protective Equipment (PPE) before or during manufacturing production. The advantages of the RODAC method are that it may be prepared and stored for weeks prior to use (Harrigan 1986). Additional advantages of the RODAC method include relatively low cost, consistent and precise recovery, effective use by personnel without extensive training, and the elimination of laboratory manipul ation after sampling (Marriott and Gravani 2006).On the other hand, the disadvantages of this method are the spreading of the colonies and applicable to only limited to low levels of surface contaminants. 2. 1. 2 Swab Method The Swab method is among the most Reproducible Methods used to determine the population of microorganisms present on equipment or food products (Marriott and Gravani 2006). It may be used to assess the amount of contamination from the air, water, surfaces, facilities and food products. By using this technique the equipment surfaces, facilities and food products which to be analyzed are swabbed.The swab are diluted in a dilutant such as peptone water or phosphate buffer, according to the anticipated amount of contamination and subsequently applied to a growth medium containing agar in a sterile, covered plate (David, Richard and R. 2004). There are many advantages to the cotton swab method. These include the ease with which any health care provider can procure th e necessary items: a CTA or culturette transport medium (Longree and Armbruster 1996). In addition, the method requires little expertise, with minimal training time required, and very little time required to actually perform the procedure. On the other hand,Disadvantages of the swab method are that sampling and technique can affect the results and that the method requires manipulation to culture the sample. Swabs are designed for hard-to-reach places, and can fit easily into equipment recesses, nooks, and crevices (Tamime 2008). After collection of the sample, it is recommended that a standard membrane filtration of the rinse solution be conducted. 2. 1. 3 Rinse Method The Rinse Method use elution of contamination by rinsing to permit a microbial assay of the resultant suspension (Forsythe 2008). A sterile fluid is manually or mechanically agitated over an entire surface.The rinse fluid then diluted and subsequently plated, this method are more precise compared to the swab method, b ecause a larger surface area can be tested (David, Richard and R. 2004). While the disadvantages is that it requires time and labor to prepare solutions and media, dilute samples, pour plate samples, and count colony-forming units on the plates. 2. 1. 4 Open Dish Method The principle behind this method is that the bacteria carrying particles are allowed to settle onto the medium for a given period of time and incubated at the required temperature.A count of colonies formed shows the number of settled bacteria containing particles (David, Richard and R. 2004). In this method petri dishes containing an agar medium of known surface area are selected so that the agar surface is dry without any moisture. Choice of the medium depends upon the kind of microorganisms to be enumerated. For an overall count of pathogenic, commensal and saprophytic bacteria in air blood agar can be used (Longree and Armbruster 1996). For detecting a particular pathogen which may be present in only small number s, an appropriate selective medium may be used. Malt extract agar can be used for molds.The plates are labeled appropriately about the place and time of sampling, duration of exposure etc. Then the plates are uncovered in the selected position for the required period of time. The optimal duration of exposure should give a significant and readily countable number of well isolated colonies, for example about 30-100 colonies (McLandsborough 2003). Usually it depends on the dustiness of air being sampled. In occupied rooms and hospital wards the time would generally be between 10 to 60 ‘minutes (McLandsborough 2003). During sampling it is better to keep the plates about I meter above the ground.Immediately after exposure for the given period of time, the plates are closed with the lids. Then the plates are incubated for 24 hours at 37Â °C for aerobic bacteria and for 3 days at 22Â °C for saprophytic bacteria (McLandsborough 2003). 2. 2 Group of microbes that often exist in the r oom and equipment The normal tendency of a microbial cell when it comes in contact with a solid surface is to attach itself to the surface in an effort to compete ef? ciently with other microbial cells for space and nutrient supply and to resist any unfavorable environ-mental conditions (Adams and Moss 2000).Under suitable conditions, almost all microbial cells can attach to solid surfaces, which are achieved through their ability to produce extracellular polysaccharides. As the cells multiply, they form micro colonies, giving rise to a bio? lm on the surface containing microbial cells, extracellular polysaccharide glycocalyx, and entrapped debris. In some situations, instead of forming a bio? lm, the cells may attach to contact surfaces and other cells by thin, thread like exopolysaccharide materials, also called ? mbriae (Lappin-Scott and J. 1995).Attachment of microorganisms on solid surfaces has several implications on the overall microbiological quality of food. Microbial attac hment to and bio? lm formation on solid surfaces provide some protection of the cells against physical removal of the cells by washing and cleaning. These cells seem to have greater resistance to sanitizers and heat. Thus, spoilage and pathogenic microorganisms attached to food surfaces, such as carcasses, ? sh, meat, and cut fruits and vegetables, cannot be easily removed by washing, and later they can multiply and reduce the safety and stability of the foods (Hui 2003).Similarly, microbial cells attached to a culture broth. These places, in turn, can be a constant source of undesirable microorganisms to foods handled in the environment. The concept and importance of microbial attachment and bio? lm formation in solid food, equipment, and food environments are now being recognized (Loken 1995). Limited studies have shown that under suitable conditions, many of the microorganisms important in food can form a bio? lm. Several species and strains of Pseudomonas were found to attach to stainless steel surfaces, some within 30 min at 25oC to 2 hour at 4oC (Stanga 2009).Listeria monocytogenes was found to attach to stainless steel, glass, and rubber surfaces within 20 min of contact. Attachment of several pathogenic and spoilage bacteria has also been demonstrated on meat and carcasses of poultry, beef, pork, and lamb (Stanga 2009). The microorganisms found to attach to meat surfaces include Lis. monocytogenes, Micrococcus spp. , Staphylococcus spp. , Clostridium spp. , Bacillusspp. , Lactobacillus spp. , Brochothrix thermosphacta, Salmonella spp. , Escherichiacoli, Serratia spp. , and Pseudomonas spp (Tamime 2008).It is apparent from the limited data that microbial attachment to solid food and food contact surfaces is quite wide and needs to be considered in controlling the microbiological quality of food. Several possible mechanisms by which microbial cells attach and form a bio? lm on solid surfaces have been suggested. One suggestion is that the attachment occu rs in two stages. In the ? rst stage, which is reversible, a cell is held to the surface by weak forces (Cramer 2006). In the second stage, a cell produces complex polysaccharide molecules to attach its outer surface to the surface of a food or equipment, and the process is irreversible.A three-step process that includes adsorption, consolidation, and colonization has been suggested by others (Cramer 2006). In the reversible adsorption stage, which can occur in 20 min, the cells attach loosely to the surface. During the consolidation stage, the microorganisms produce threadlike exopolysaccharides ? mbriae and ? rmly attach the cells to the surface. At this stage, the cells cannot be removed by rinsing (Marriott and Gravani 2006). In the colonization stage, which is also irreversible, the complex polysaccharides may bind to metal ions on equipment surfaces and the cells may metabolize products that can damage the surfaces.The level of attachment of microorganisms to food-processing e quipment surfaces is found to be directly related to contact time. As the contact time is prolonged, more cells attach to the surface, the size of the microcolony increases, and attachment between cells increases (Loken 1995). Fimbriae formation by the cells occurs faster at optimum temperature and pH of growth. Limited studies also showed that when microorganisms such as Pseudomonas fragi and Lis. monocytogenes are grown together, they form a more complex bio? lm than when either is grown separately (Stanga 2009).Bibliography Adams, M. R. , and M. O. Moss. Food Microbiology. Winnipeg: Royal Society Of chemistry, 2000. Cramer, Michael M. Food Plant Sanitation: Design, Maintenance, and Good Manufacturing Practices. New York: CRC Press, 2006. David, McSwane, Linton Richard, and Rue Nancy R. Essentials of Food Safety and Sanitation. New York: Prentice Hall, 2004. Entis, Phyllis. Food Safety: Old Habits and New Perspectives. ASM Press, 2007. Forsythe, Stephen J. The Microbiology of Safe Food. Wiley-Blackwell, 2008. Harrigan, Wilkie F. Laboratory Methods in Food Microbiology. Chicago: Academic Press, 1986. Hui, Yiu H. Food plant sanitation. Marcel Dekker Press, 2003. Lappin-Scott, Hilary M. and J. William Costerton. Microbial Biofilms . Cambridge University Press, 1995. Loken, Joan K. The HACCP Food Safety Manual. New York: Wiley Publisher, 1995. Longree, Karla, and Gertrude Armbruster. Quantity Food Sanitation. London: Wiley, 1996. Marriott, Norman G. , and Robert B. Gravani. Principles of Food Sanitation. Springer Press, 2006. McLandsborough, Lynne. Food Microbiology Laboratory. New York: CRC Press, 2003. Stanga, Mario. Sanitation: Cleaning and Disinfection in the Food Industry. Wiley-VCH Verlag GmbH, 2009. Tamime, Adnan. CLEANING-IN-PLACE: Dairy, Food and Beverage Operations. Wiley-Blackwell Publisher, 2008. Anita

Assessor Award

A1 Assessor Award BY fiffi20 7317 Vocational Assessors Award Underpinning Knowledge Requirements QI. The way how I identify and use different types of evidences when carrying out assessments are by reading through all the chosen units assessment reports to have a clear understanding of the criteria/elements which the candidate must meet. The different types of evidences which can be used are, Task Statements, Work Product/ Work Evidences, Observations, Supplementary Evidences, Questionnaires, Professional Discussions and also Witness Statements. Q2. When comparing different types of evidences, I make sure the work product overs either, the Skills and Techniques or the Performance Indicators depends on the NVQ course, this get done on both the mandatory unit as well as the unit the candidate is working on. This is done by me checking the evidence against the Assessment Report and referencing the elements which have been met. Q3. When it comes to me collecting evidence I normally get my candidates to print their evidences in black and white instead of colour to save the cost of their ink cartridge. If possible I would also ask them to print double sided to save paper. I always ask my candidates if they have created any sort of evidence prior to our eeting, that way I could see if the evidence is suitable for the task and if its meets any of the elements on the assessment report if so this saves a lot of time on the candidate behalf if not, I do set my candidates deadlines for them to meet, so that way then can complete to hand over evidences. Q4. If a candidate has completed evidences prior to the assessment process I would ask them to demonstrate how they started and completed the task. I would also have a Professional Discussion with them to cover certain Performance Indicators as well as getting a Witness Statement completed by a person high then he candidate, someone who can confirm that the candidate was able tackle this task. Depends on the unit, I would sometimes also give Questionnaires to them to cover their Knowledge and Understanding. Q5. To develop and agree assessment plans with the candidates I consider all Performance Indicators and Skills and Techniques for each chosen unit, I then advise them on the assessment methods which will be used to collect the evidence and also a date/time of completion is set and agreed by both the candidate and myself. Q6. To assess the performance of my candidate I observe them while they are ackling the work evidence and I also question them this could either be verbal or written. Through this method I can pin point their performance against specific parts of the standard. evelop their competency would be to give them extra training on specific areas which they lack knowledge in and also set them task where I could observe them on that particular training to see whether or not they understood to concept and learnt from the training. I would also question them to confirm they understanding. By doing this I can make sure the candidate will be able to meet the criteria/element. Q8. Diff erent candidate have different needs, some need more training and guidance than others. So when changing assessment procedures all aspect must be considered. For example I have a candidate who is a Personal Assistant for a Head Teacher in a school which I assess in. I show her the Action Plans and Assessment Reports and explain the criteria/element which she must meet, she is able to produce evidence instantly due to IT knowledge and Job role, this candidate need very little training in her Business and Administration course as long as I explain what is required from her and her work products/work evidences. However I then have a candidate who is a receptionist at a medical centre, this candidate has dyslexia and needs a huge amount of training and guidance, especially with her Task Statements. A lot more time must be spent with this candidate and the deadline of evidence must be slightly longer then others. Q9. When collecting evidences must ensure there are no confidentially information which relates to neither the company nor their clients/customers. The evidences must be created by the candidates so that way they are valid and fair. If the candidate does not create the evidence then it is hard to identify whether or not it is air. All evidences must be valid. I must check dates and check the assessment reports. I must speak to the Manager and advise them which type of evidence the candidate will be submitting. QIO. When completing work evidences, the evidence must follow the assessment standard of the CADCentre unit standard booklet. QI 1. To measure existing levels of competence I always question my candidates, this could either be verbal or written. I also get the candidate to perform the task so Im able to observe and Judge their competency level. Q12. To make a valid and reliable assessment of my candidates knowledge I ormally hold a professional discussion with them and also given them questionnaires to complete. Q13. To make a valid and reliable assessment of my candidates performance I get my candidate to produce work evidence to support there claim, to complete a Task Statement and I then type out the Observation which will backup the task which they completed and also to reference the criteria/elements which they successfully matched. collect the work evidence and the Task Statement from the candidate and then I would go through the assessment report and tick off the criteria/elements which they uccessfully met. This is done once IVe collect all evidences towards the relevant unit. This will show that the candidate was capable to meeting the required criteria/ elements. QI 5. To check that the evidence was created by the candidate I always ask them to demonstrate who they created the evidence and also I would take down the file path. The file path is added to the candidates work evidence as well as in my Observations. Q16. To make sure that supporting evidences supplied by other people are reliable I ask the Manager to write out a Witness Statement, I would also speak to the witness egarding the candidates unit, explaining the criteria/elements which they need to cover and will be assed on. The witness must have knowledge and experience in the area which I will assess to allow them to write up the statement otherwise it will not be valid. QI 7. I always tell the candidates that they can use evidences which they previously created towards the chosen unit. For instance an ITQ candidate might have already created a Powerpoint presentation a few weeks ago and as she/he Chose this particular unit, instead of getting them to re-create another resentation we would use the same as long as it met all the relevant criteria/ elements. This saves the candidate a lot of time and effort and fast tracks he collection of the evidence. Q18. The way how I give constructive feedback to my candidates is by after the completion ofa task I would sit down with them and go over the task again. My feedback sheet will state the unit number, the task which the candidate has completed, date of completion, a brief paragraph giving a positive feedback on the task, state any issues which the candidate might have had during the task and also I ention the next stage which they will be moving on to. Q19. The way how I involve my candidates in the planning of assessment , I sit with them and explain all the criteria/elements which they will need to meet, the date of completion must also be agreed by both parties. I would also Judge whether or not the candidate will need extra training times on certain criteria/element to allow them to meet them. Q20. To keep to the data protection act I must store all candidates details safe and secure. Candidate detail must not be shown nor shared with any other candidates or any one outside the CADCentre. Q21. I have a lot of patients and give a lot of my time to my candidates who I feel lack to take part in different in their assessment. Im constantly training them to regain their confidences and knowledge. I also advise them that they can email or call me regarding any questions which they might have. I also give them the option of training them through specific area. IVe noticed that more practice the candidate has the better their understanding is. Q22. I make sure that I treat all my candidates the same, all with the same respect regardless to age, gender, race or beliefs. I train all my candidates equally, however I o sometimes give extra time/training to those who are in need. Q23. To meet the needs to each of my candidate, I assess them on the second initial visit after the signup. I question them verbally to have a clear view of the competency and needs. From that I can Judge which candidate will need extra training. Q24. I always give a feedback to all my candidates after the completion ofa task or even a unit. Again in this I will verbal talk to them as well as write out a feedback sheet. Feedbacks are very important to candidates, they can see their progressions and also identify their weaknesses. Q25. I have always built a good friendly relationship with all my candidates, make them feel at ease to ask questions and get in contact with me at any time regarding any issues which they might have with the course/evidence. Q26. To monitor and review the progress of my candidates I always complete an eight week review which states and identifies how the candidate is progressing, whether its a slow progression or an up to date progress. Deadlines are always set with my candidates and some do meet them and some do go over the deadline. Q27. Candidates are always upgrading their positions within companies. I must ake sure that my knowledge and understand of the course, assessment reports and standards are ofa high level to allow me to assess the candidates. Knowledge in softwares are also very important, as a candidate might chose to complete their NVQ in a specific software such as Access. Access is a database software which not many people know how to use and not many companies use, so to be able to assess and train in Access my knowledge and understand must be high. Q28. To update my existing skills and experience I would take full advantage of any training/course opportunities which may arise. This will enhance my skills, nowledge and also experience. Q29. I would take in consideration any Internal Verifier feedbacks, I would also constantly look at the City and Guilds web site and also sign up for the Newsletters. Q30. To improve my personal development I would again take full advantage of any qualifications and criterias. Q31. To meet my candidates needs in a safe, fair, valid and reliable manner I would take in to account there needs and work in line with the relevant legislations. As I mentioned before I have a candidate who suffers from Dyslexia, with her I need to print the text in a larger font and explain each point to her fully for her to have fully nderstanding of what is required from her. Q32. To recognise and challenge unfair discrimination in assessments I would refer back to the procedure, CADCentre Handbook. Q33. I would liaise with the Internal Verifier and then External Verifier to get advice on meeting candidates special assessment requirements. Q34. To identify and plan for issues of confidentiality and data protection during the assessment process I would either collect the Work Product or if the data is confidential then I would only request the file path. The file path is needed in case he Internal Verifier or External Verifier wanted to go to the company and have a look and the evidence. Q35. The way how I would record, store and pass on assessment decisions to other people within an agreed system would be by recording it on assessment plans and completing a summary of achievement. Q36. I would say to identify and assess things that could influence my own competence, could be an ITQ unit such as (214). By observing another person I could learn new skills on a particular software. Q37. I would liaise with my manager and request training in either a particular course, scheme, FL, CPD and also PTTLS.

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