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Paul Drew
Mar 26, 2019

Here at Apprentify, we are recruiting for a new (what we are calling...) Development Coach (or DC). Much has been said and written about how this role differs now that we are delivering Standards, compared to the old school Frameworks using QCF qualifications. Personally, I think the difference is minimal.

Does the role involve workplace visits, regular reviews of progress and elements of 1:1 coaching and mentoring? YES...

Does the role involve making assessment decisions against selected criteria? YES...
(we may not be allowed to officially document our decisions against portfolio evidence, because that's the EPA's job. But let's face it, ongoing assessment against the KSB's to ensure readiness for EPA is part of the job right?)

Does the role involve gathering evidence to show progression as well as effective caseload prioritisation and time management? YES...

Whichever side of the fence you lie on, one thing is for sure though, is how important these job roles are to the success of every Training Provider out there.

Finding that gem

The recruitment for this role cannot be taken lightly, or rushed. Operational Managers are often in a predicament when it comes to recruiting for this role. They're torn between the quality of the candidate and the desperation to get somebody into post, so that apprentices aren't left disengaged and start dropping behind.

The danger also lies in the performance of the candidate at interview. I liken this sometimes to conducting OTLA's. I've observed many Assessors (Sorry Tutors... Sorry Trainers... Sorry... oh you know what I mean!) that have been able to put 'on a show' at a formal observation. And yet, when you dig deeper, their usual performance in role is far from 'Outstanding.' How many times have you been duped into hiring a new Assessor and they ended up being far from what they made out to be at interview?

Luckily for us, our OTLA's consider far more than just the formal observation, but that's neither here nor there in regards to this blog. What I want to know is, to what lengths do you go to ensure you're hiring that 'Outstanding' Assessor? The one that doesn't let you down. Does what they say they will do, when they say they'll do it, and then more?

Perhaps the way to go is to ask them to provide evidence to prove their achievements against a list of internally defined criteria in order to make a decision? Or is that just 'Frameworks' Assessing?

You decide....