This document provides an introduction to competency-based training (CBT) for the qualification of Hilot (Wellness Massage) NCII. It outlines key aspects of CBT including the principles, process flow, competencies required for qualification, and roles of the trainer and trainee. Assessment is based on collecting evidence of work performance through demonstration with oral questioning or written tests. Trainees work at their own pace to develop competencies through individualized learning activities in workshops and training stations.

2. Welcome!
to
Competency Based Training
NORTHPROF TRAINING AND ASSESSMENT
CENTER Inc.

4. Qualification Title:
HILOT (WELLNESS MASSAGE) NCII
DARELLE O. LUMBOY
Trainer
NORTHPROF TRAINING AND ASSESSMENT
CENTER Inc.

5.  CBT
 PRINCIPLES OF CBT
 CBT PROCESS FLOW
 CBLM
 QUALIFICATION
 ROLE OF CBT TRAINER AND TRAINEE
 MONITORING TOOLS
 ASSESSMENT METHOD
 TRAINING WORKSHOPS AND STATIONS

6. What is CBT?

7. is a training delivery approach that
focuses on the competency development
of the learner as a result of the training.

8. Principles of CBT
1. The training is based on curriculum
developed from the competency
standards.
2. Learning is competency- based or
modular in structure.

9. Principles of CBT
3. Training delivery is individualized
and self- paced.
4. Training is based on work that must
be performed.

10. Principles of CBT
5. Training materials are directly related to
the competency standards and the
curriculum.
6. Assessment of learners is based in the
collection of evidences of work performance
based on industry or organizational required
standards.

11. Principles of CBT
7. Training is based both on and off
the job components.
8. The system allows Recognition of
Prior Learning (RPL)

12. Principles of CBT
9. The system allows for learners to enter
and exit programs at different times and
levels and to receive an award for
competencies attained at any point.
10. Training programs are registered within
the UTPRAS.

13. CBT Process Flow
YES
Trainer
observes
performance
Trainee
practices task
Trainee
Rates own
performance
Trainer
Rates
performance
Trainee enters
program
• Administer RPL
• Orientation
• Role of trainer/trainee
Trainee selects
competency
and receive
instructions
• Administer Learning Contract
• Organize learning strategy
• Provide materials
• Introduce CBLM materials
• Introduce the Use of
Achievement Progress
Report
Review learning
package
View multimedia
materials
Use manuals
Observe
demonstration
Practice skills in
workshop
Receive
assistance and
advise
YES
Trainee exits
program
Have completed
all the
competencies?
Satisfactorily
Performed
Competency?
Undergo Nat’l
Assessment
NO
NO
NO

16. Information Sheet
Learning
Experiences
Learning
Outcomes
List of
competencies
Front Page
A. PRELIMINARY PAGES B. INSTRUCTION SHEETS
Operation Sheet
Job Sheet
Task Sheet
Self- Check
Performance
Criteria Checklist
References

18. BASIC COMPETENCY
(18 hours)
1.Participate in workplace
communication.
2.Work in team environment.
3.Practice career
professionalism.
4.Practice occupational health
and safety procedures.

19. COMMON COMPETENCY
(22 hours)
1.Maintain an effective
relationship with
clients/customers.
2.Manage own performance.
3.Apply quality standards.
4.Maintain a safe, clean, and
effective work environment.

20. CORE COMPETENCIES (80 hours)

21. Provide pre-service to clients

22. Apply hilot wellness techniques

23. Provide advice on post hilot wellness services

24. A person who has achieved this
qualification is competent to be:

25. ROLE OF CBT TRAINER
Team member
Motivator
Manager
Evaluator
Model
Facilitator

26. ROLE OF THE CBT TRAINEE
Trainees may select what they
want to learn and when they
want to learn it, with a reason.
Trainees learn at their own rate
within program guidelines.
Trainees may choose how they
want to learn.

27. Trainees decide when they are
ready to perform each task.
Trainees evaluate their own
progress to see how well they are
doing.
Trainees move freely in the
workshop or training center
workshop or training center.
Trainees are responsible for
what they learn and when they
learn it.

28. MONITORING TOOLS
Achievement chart
Trainee’s record book
Training activity matrix
Progress chart

29. Interview
ASSESSMENT METHOD:
Demonstration
with oral
questioning
Written

30. Training
workshops
and stations