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Assessor Job Description

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Assessor Job Description

Assessors evaluate students’ submissions according to predetermined learning outcomes. Assessors may either calculate and award a final grade or decide on students’ overall competence by indicating whether they have met the stipulated course requirements.

We are recruiting for an Assessor to measure our students’ performance in various courses. As Assessor you will collect all scripts, check students’ responses against model answers, and then decide whether students have met each key learning outcome. You should then return the submissions to our offices for collection by the Moderators.

To succeed as an Assessor, you should remain updated with course content as it evolves. Exceptional Assessors will provide feedback on memorandums to improve their accuracy.

Assessor Responsibilities

  • Completion of an accredited Assessors training program.
  • Demonstrable experience assessing similar subject matter.
  • Fair, meticulous, and swift approach to assessment.
  • Exceptional record-keeping, multitasking, and dispute resolution abilities.
  • Adherence to predetermined assessment-related deadlines.
  • Unwavering observation of guidelines surrounding confidentiality.
  • Capacity to transport and assess scripts in a safe manner.

Assessor Requirements

  • Collect students’ submissions by stipulated dates.
  • Evaluate students’ grasp of pertinent subject matter by comparing their answers to the memorandum.
  • Use discretion when evaluating ambiguous responses.
  • Calculate total marks for each section and then summing these to arrive at a final score.
  • Check your marking to detect and amend oversights.
  • Noting students’ submissions and capturing all final grades.
  • Return marked scripts to agreed-upon venues for subsequent collection by our Moderators.
  • Report errors and omissions that you detect in the memorandums.
  • Completion of an accredited Assessors training program.
  • Demonstrable experience assessing similar subject matter.
  • Fair, meticulous, and swift approach to assessment.
  • Exceptional record-keeping, multitasking, and dispute resolution abilities.
  • Adherence to predetermined assessment-related deadlines.
  • Unwavering observation of guidelines surrounding confidentiality.
  • Capacity to transport and assess scripts in a safe manner.

Personalising Your Assessor Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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