About the NZSL Proficiency Assessment Service
The NZSL Proficiency Assessment Service uses trained Assessors to conduct assessments. To determine a NZSL proficiency level, Assessors use SLPI: NZSL Assessment Protocols to determine a proficiency level.
How is a proficiency level decided?
Assessors use the SLPI: NZSL Rating Scale to make judgements about a candidates NZSL proficiency. Interviews are independently rated by two Assessors, looking at a candidate’s use of NZSL with a Moderator determining an overall proficiency rating.
What does the SLPI: NZSL assess?
The SLPI assesses a person’s skills in using natural sign language for communication (function) and it provides an analysis of a person’s sign language vocabulary, production, fluency, grammar, and comprehension skills (form).
What happens in the assessment interview?
- Interviews are led by one Assessor.
- The assessment interview is like a natural conversation, not a job interview, even though the interview may be challenging.
- The goal is to get the best sample of your New Zealand Sign Language (NZSL) skills.
- To elicit your best NZSL skills, you may be asked to sign your responses again.
- Please try to maintain a good posture, sitting upright and with your arms and body free to sign.
- Please answer questions as completely as possible.
- If there are any questions you feel personally uncomfortable about you can ask for a different question e.g. ‘DIFFERENT QUESTION, PLEASE’.
- Note: do not ask for a different question if the original question is linguistically challenging to answer.
Interview tips for candidates
- Try to relax as much as you can.
- Sign at a rate that is comfortable for you. If you know that you make more mistakes when you sign quickly, slow down.
- Elaborate as much as you can – give details, explain your point, develop your thoughts, and make comparisons. Anything that shows you can discuss a topic in depth will help you perform better.
- If you know you have made a mistake, try and correct it, and continue. Correcting a mistake can help your performance. If you get stuck while signing, you can say something like, “let me start again’, then try again.
- If you are nervous and you need to stop for a few seconds to get control, that is okay.
- Please let the interviewer know if there is something affecting you during the interview. For example, it may be a noisy fan heater, or you can’t see the interviewer very well.
What if I know the person who is interviewing me?
That’s okay. Candidates are initially randomly matched with Assessors for the interview. However, our team checks for any conflicts of interest to avoid any impact on the assessment process.
What Is the SLPI: NZSL Rating Scale?
The SLPI: NZSL Rating Scale, is a set of criteria against which a candidate is assessed. The Rating Scale is a standard scale for rating sign language communication skills that is based on highly skilled, knowledgeable native-like signers. Each candidate’s performance is compared to this standard scale, not other candidates, making this a criterion referenced test.
Who should get an assessment?
To sit the assessment, you need to have some level of NZSL skills to be able to engage in a conversation with an assessor.
How often should I get an assessment?
We would recommend waiting at least a year before sitting another assessment. Longer if your opportunities to learn or practice your NZSL are not regular.
Receiving your results
Results will be emailed using the information provided at registration. The assessment process can take up to six weeks from the interview date. Your result is based on your interview performance. The goal of the SLPI: NZSL is to give you a fair and accurate evaluation of your functional language levels at a point in time.
Appeals
If you are unhappy with your result, you can lodge an appeal. This must be done within 14 days on receiving your result and must be submitted in writing on the Appeals form and emailed to the Service Manager at bookings@signtree.co.nz. An appeal cannot be made based on an unexpected result. Appeals need to be based on the grounds below: A candidate may appeal against a result if:
- there was a significant issue in the conduct of the assessment
- there were extenuating or extraordinary circumstances affecting the interview
- the assessment was conducted with a lack of neutrality.
Appeals process
- The request for an appeal will be acknowledged within two business days.
- The initial steps will be to determine whether there are grounds for an appeal. This can include:
a. a review of the interview and rating
b. a conversation with the people involved, including the candidate concerned. - If it is confirmed that there are grounds that lead to assessment disadvantage, and therefore an affected result, an appropriate course of action will be considered and communicated to affected parties. This may include a new interview or rating.
- If no grounds for an appeal can be ascertained the candidate’s original results will stand. An opportunity will be offered for a follow up session to go through the candidate’s results.
- Candidates will be notified of the outcome via email.