This glossary of terms intends to provide the TESDA key players, partners, and stakeholders an online and updated TVET information, concepts, to bring common understanding and clarification on the use of TESDA terminologies.
| CONCEPT/TERM | DEFINITION |
|---|---|
| Community-Based Training (CBT) |
also known as Community-based TESD under the Seal of Good Local Governance, refers to TVET programs delivered by |
| Community-Based Training (CBT) Programs |
|
| Company |
refers to a legal entity representing an association of people, whether natural, legal, or a mixture of both, with a specific objective.
Source: TESDA Circular No. 032 s. 2021
|
| Comparative Assessment Result (CAR) |
contains the result of assessment of the candidate/s based on the assessment criteria computed in percentage in terms of performance, experience, education, training, management competence, (for executive, managerial and supervisory positions only) demonstrated competence and commitment to work, potential interview, and written examination.
Source: TESDA Circular No. 119 s. 2019
|
| Competency |
the acquired knowledge, skills and attitude in accordance to the standard performance in the workplace. the possession and application of knowledge, skills and attitudes to the standard of performance required in the workplace
Source: TESDA Circular No. 059, s. 2020
the knowledge, skills, attitudes and values required for the performance and is conducted by the supervisor.
Source: TESDA-OP-AS-01
the observable and vital knowledge, skills and attitude which are translation of capabilities deemed essential for organizational success. ability to apply knowledge, skills, values, and attitudes to perform tasks or duties successfully and efficiently in a defined context. |
| Competency Assessment |
the process of collecting evidence to determine the acquired knowledge, skills and attitude of an individual in accordance with the standard performance expected at the workplace.
Source: TESDA Circular No. 107, s. 2021
the process of collecting evidence and making judgments on whether competency has been achieved.
Source: TESDA Circular No. 075 s., 2020
refers to the process of gathering and evaluating evidence to determine whethera person can perform in the workplace based on the defined competency standards |
| Competency Assessment Results Summary (CARS) |
refers to a document containing the result of the competency assessment given to the candidate at the end of the assessment.
Source: -
|
| Competency Assessment Results Summary (Portfolio Assessment) |
consolidated assessment decisions made by the Panel of Portfolio Assessor which indicates the overall performance of the candidate during the assessment process.
Source: TESDA Circular No. 025, s. 2023
|
| Competency Assessment Tools (CATs) |
refers to the materials containing both the instrument and the instructions for gathering and interpreting evidence which are needed in determining whether the competency has been achieved |
| Competency Framework |
refers to the determined competency profile expected from each member of the TESDA workforce based on competency standards. These competencies clustered in each level are intended to be distinct and cumulative, with each level building on the levels below. It has four levels: basic – requires guidance or assistance of peer or supervisor to apply the competency; intermediate – applies the competency with minimal supervision advanced – develops new or enhances existing processes, procedures, and policies; and superior – integrates efforts of one or more practitioners and recommends.
Source: TESDA Human Resource Development Plan 2019 -2022 & Memorandum No.313, series of 2018
|
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