Assessment against performance based standards is the process of collecting evidence and making judgements about whether an individual can perform to the level expected in the workplace as expressed in the relevant standard. All persons involved in the assessment should be given access to a copy of the relevant standard.

The assessment process should include activities to ensure the reliability of the results. In particular, there should be activities to ensure that assessment results are consistent across assessors and over time.

Any GAPPS compliant assessment must be appropriate to the level at which the candidate project manager is being assessed. For the Project Manager Standards, the candidate should identify the applicable level by applying the CIFTER to the projects to be used in providing evidence. The candidate’s results should be verified by the assessor. Where there is a difference of opinion, an agreed third party should be invited to make a separate determination with the majority position establishing the outcome.

Assessment should be broad enough to include evidence of the achievement of all the performance criteria. Assessment must confirm the inference that competence is (a) able to be satisfied under the particular circumstances assessed and (b) able to be transferred to other circumstances. In order to meet these tests, a GAPPS compliant assessment will normally include:

• A written assessment guide with an evidence guide and suggested questions to verify that the evidence is satisfactory (see section D.3).
• Face-to-face contact in the form of an interview or observation in the workplace.
• Contact with third parties such as the project manager’s supervisor, the project client or sponsor, and project team members.

A GAPPS compliant assessment should also be fair. This means that:

• The assessment process is defined, understood, and agreed by all affected parties.
• There is an opportunity for appeal.
• The assessment schedule allows the candidate enough time to prepare.
• Adjustments can be made when candidates have particular needs.

Assessment methods should reflect basic workplace demands such as literacy and the needs of particular groups, including but not limited to:

• People with disabilities
• People from culturally and linguistically diverse backgrounds
• People from economically disadvantaged groups
• People of different ages
• People in rural and remote locations