TL;DR
Types of assessment are approaches to evaluating learning, defined by purpose and timing. Four primary types form the foundation: formative, summative, diagnostic, and skills assessment. Twelve specialised types build on them for more specific purposes.
- Formative assessment guides learning during training, while summative confirms mastery at the end.
- Diagnostic assessment identifies existing knowledge and skill gaps before training begins.
- Skills assessment measures practical ability and can take place at any stage.
- Specialised types, such as criterion-referenced and ipsative assessment, change what learners are measured against.
- Assessment methods are the specific techniques each type uses to gather evidence.
- Combining types strengthens competency evidence and gives employers a clearer view of skills.
In education and training, using the right form of assessment can be the difference between a learner ‘just getting by’ and truly mastering a subject. When implemented correctly, different types of assessment measure student progress in specific areas while also improving learning.
In the workplace, the different kinds of assessment are just as important. Choosing the most suitable type of assessment is crucial to understanding an employee’s skill set and identifying skill gaps. It can also help companies determine the effectiveness of training and make informed decisions about internal recruiting and external hiring.
In this article, we explore:
- What a type of assessment is and how it differs from an assessment method
- 16 different types of assessment and when they’re most effective
- The importance of using various types of assessment in workplace and vocational training
- A practical framework for combining different types of assessment
What is a Type of Assessment?
A type of assessment is a broad approach to evaluating learning, defined by purpose and timing. Each type sets out why learners are assessed and when. Learners are measured against set standards, their peers, or their own previous results. The type chosen shapes how results are used, from guiding training to confirming competency.
What is the Difference Between a Type of Assessment and an Assessment Method?
A type of assessment defines why and when learners are assessed.
An assessment method is the technique used to gather evidence. Examples include direct observation, questioning, digital portfolios, and simulations.
One type of assessment can draw on several methods. Summative assessment, for example, measures mastery at the end of a course. Evidence could come from oral questioning, practical observation, and photos or videos.
Comparing the Different Types of Assessment
Types of assessment differ by timing and by what they aim to achieve. For example:
- Diagnostic assessment takes place before training, establishing each learner’s starting point.
- Formative assessment runs during training, guiding feedback and adjustments.
- Summative assessment follows training, confirming whether learning outcomes have been met.
- Skills assessment can sit at any stage, measuring practical ability.
| Type of Assessment | Timing | Purpose | Best-Fit VET or Workplace Scenario |
|---|---|---|---|
| Formative | During | Give ongoing feedback and adjust teaching | Practice quizzes during a forklift licence course |
| Summative | Post | Confirm mastery at the end of training | Final assessment before issuing a statement of attainment |
| Diagnostic | Pre | Identify existing knowledge and skill gaps | Language, literacy, and numeracy check before enrolment |
| Skills | Pre, during, or post | Measure practical and technical ability | Verification of competency (VOC) for plant operators |
| Criterion-Referenced | During or post | Measure performance against set standards | Checking adherence to standard operating procedures (SOPs) |
| Norm-Referenced | Post | Compare performance against a group | Ranking team performance for a leadership program |
| Ipsative | During | Track progress against previous results | Comparing an apprentice’s reviews across each year |
| Confirmative | Post | Confirm knowledge is retained and applied | Annual refresher checks on site safety procedures |
| Interim | During | Check progress at set intervals | Unit checkpoints across a Certificate III qualification |
| Scenario-Based | During or post | Apply learning to realistic situations | Simulated emergency response for healthcare trainees |
| Gamified | During | Engage learners through interactive formats | Interactive quizzes reinforcing compliance training |
| Behavioural | Pre or during | Observe actions to assess conduct and suitability | Group exercises when selecting supervisor candidates |
| Personality | Pre | Understand traits and working styles | Questionnaires informing succession planning |
| Competency-Based | Post | Confirm skills, knowledge, and behaviour meet standards | Practical demonstration against a unit of competency |
| Self-Assessment | During | Reflect on own skills and gaps | Reflective journals during a traineeship |
| Peer | During | Gain multiple perspectives on performance | Team members reviewing each other’s toolbox talks |
4 Primary Types of Assessment and Examples
Formative, summative, diagnostic, and skills assessment are the four primary types of assessment. Between them, they measure ongoing progress, final mastery, starting knowledge, and practical ability.
1. Formative Assessment
Formative assessment (also known as assessment for learning) is performed during the learning process. It provides continuous feedback on learner or employee performance. Formative assessments allow educators to adjust teaching strategies based on strengths, weaknesses, and learning styles.
Formative assessments help…
- Guide trainers and learners to achieve the best learning outcome
- Correct mistakes and wrong assumptions early in the learning process
- Test knowledge without the fear of negatively affecting their performance evaluation
Examples of Formative Assessment: Tasks and exercises, practice quizzes, discussions and observations to gauge understanding of a protocol or concept.
2. Summative Assessment
Summative assessment (also known as assessment of learning) is performed after a unit, course, or employee training program. Summative assessments evaluate overall knowledge and mastery of a subject.
Unlike formative assessments, summative assessments are results-based. They focus less on accommodating learning preferences, and more on measuring understanding, knowledge retention, and transfer of learning to real-world applications.
Summative assessments help…
- Indicate learners’ achievement of learning outcomes
- Measure grades and levels of skill proficiency
- Measure the effectiveness of training programs
- Provide justification for advancement or areas for improvement
Examples of Summative Assessment: Standardised tests, final exams, end-of-training evaluations, and performance reviews.
3. Diagnostic Assessment
Diagnostic assessment (also known as pre-assessment) is performed before training starts to identify existing knowledge and skills. This can help educators better understand individuals’ strengths and weaknesses, and help them personalise training to address knowledge and skill gaps.
Diagnostic assessments help…
- Accommodate the individual needs of learners
- Highlight long-lasting and fundamental misconceptions and misunderstandings
- Create tailored lesson plans and employee development plans to address gaps
Diagnostic Assessment Examples: Pre-tests, checklists, interviews and skill audits.
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4. Skill Assessment
Skill assessment involves evaluating learner or employee performance, aptitude and ability. Unlike a capability assessment, which examines broader competencies and overall potential, a skills assessment focuses on measuring specific technical, vocational, academic, and interpersonal abilities. These types of assessments are particularly effective in VET and workplace training, where learners can showcase their abilities and understanding in practical environments.
Skills assessments help…
- Determine learners’ proficiency in specific skills
- Consistently and accurately measure individuals’ skill sets
- Identify skill gaps and areas where further training is needed
- Determine individuals’ readiness for specific job roles and career paths
Examples of Skills Assessment: Performance reviews, technical evaluations, proficiency exams and continuous assessments.
12 Specialised Types of Assessment
Specialised types build on the four primary types to serve more specific purposes. Each specialised type changes what learners are measured against, who assesses, or the format.
5. Criterion-Referenced Assessment
Criterion-referenced assessment involves evaluating individual performance against sets of standardised competencies, behaviours, or responses. It uses formative and summative assessments to determine whether a learner meets, exceeds, or falls short of the defined requirements.
Criterion-referenced assessments help…
- Establish clear guidelines, proficiencies and competency-level requirements
- Motivate learners to focus on mastering skills and abilities and transfer learning to real-world applications
- Provide educators with clear insights to deliver targeted feedback and instruction
Examples of Criterion-Referenced Assessment: Standardised tests, final exams, evaluations against targets and KPIs, and tracking adherence to Standard Operating Procedures (SOPs).
6. Norm-Referenced Assessment
Norm-referenced assessment compares individual learner progress against group performance. This type of assessment is often used in classroom or collaborative learning environments, where multiple learners are evaluated on the same criteria. Others’ results serve as a benchmark for understanding individual learners’ development.
Norm-referenced assessments help…
- Identify high performers and learners or employees who need additional support
- Determine recipients for awards and performance bonuses
- Company management develop succession plans based on proficiencies and abilities
Examples of Norm-Referenced Assessment: Graduate Record Examinations (GRE), IQ tests, Scholastic Aptitude Tests (SATs), as well as workplace performance ratings, rankings, and benchmarks.
7. Ipsative Assessment
Ipsative assessment is focused on measuring progress compared to learners’ previous results and achievements rather than external factors. Research shows that ipsative assessments are often great motivators for learners, especially when accompanied by detailed development feedback. When used in workplace training, ipsative assessments reduce feelings of career stagnation and foster a culture of continuous professional development.
Ipsative assessments help…
- Emphasise personal growth and development
- Provide a comprehensive view of learner progress
- Track changes in performance over time
Ipsative Assessment Examples: Self-assessments, reflective exercises, regular performance reviews and goal-tracking progress reports.
8. Confirmative Assessment
Confirmative assessment (also known as confirmative evaluation) is a form of continuous assessment that revisits and reinforces previous learning. This promotes long-term knowledge retention, helping learners and employees overcome the Ebbinghaus Forgetting Curve. Confirmative assessments can also help companies prevent skill stagnation by ensuring employees follow best practices and stay current with industry developments.
Confirmative assessments help…
- Evaluate the effectiveness of learning and training programs
- Ensure that knowledge is retained and correctly applied
- Encourage learners to regularly review learning materials
Confirmative Assessment Examples: Spot checks, pop quizzes, refresher tests, ongoing assessments and reskilling activities.
9. Interim Assessment
Interim assessment (also known as benchmark assessment) is a formative evaluation conducted periodically throughout the learning process. Research suggests that these types of assessments can be particularly effective for low-achieving learners. The regular intervals provide opportunities to support learners by identifying and addressing weaknesses and misconceptions before final evaluations.
Interim assessments help…
- Provide actionable assessment data for learners and educators to improve their strategies
- Enable educators/trainers to make timely and ongoing adjustments to lesson plans
- Allow for data-driven decision-making and instruction
Interim Assessment Examples: Unit assessments, checkpoints and progress-monitoring assessments.
10. Scenario-Based Assessment
Scenario-based assessment (also known as authentic or practical assessment) is a type of skill evaluation that allows learners to apply their learning in real-world situations. This can enhance problem-solving, decision-making, critical thinking and adaptability, as learners determine which techniques are most appropriate and effective in a given scenario.
Scenario-based assessments help…
- Familiarise learners with contexts that are relevant to their area of study
- Improve adaptability to new perspectives and unique challenges
- Promote out-of-the-box thinking and innovation
Examples of Scenario-Based Assessment: Case studies, simulations, role playing and situational judgement tests.
11. Gamified Assessment
Gamified assessment incorporates game mechanics and interactive features to engage learners and assess critical thinking abilities. While it is often mistaken for game-based assessment, the focus in gamified evaluations is on the results, not the game itself. Gamification techniques make the assessment process more engaging without turning it into an actual game. Research shows that this is an effective type of soft skill assessment to use as a predictor of future job performance.
Many training and education providers often use quiz software to create interactive and engaging evaluations that reinforce learning and provide immediate feedback.
Gamified assessments help…
- Promote engagement and active learning
- Provide immediate feedback
- Motivate learners and employees to regularly return to learning
- Identify soft and hard skills and problem-solving abilities
Examples of Gamified Assessment: Interactive quizzes, augmented reality assessments, virtual environments and microlearning results.
12. Behavioural Assessment
Behavioural assessment is the systematic observation of an individual’s actions. It looks at antecedents and consequences (also known as triggers and reinforcement) to identify positive behaviours and areas of concern. Commonly used in clinical psychology, behavioural assessments are also valuable in educational and workplace settings to predict performance, assess role suitability, and identify leadership potential.
Behavioural assessments help…
- Offer insights into personal characteristics, interaction styles and learning preferences
- Identify behavioural concerns that could interfere with work or academic performance
- Predict suitability for roles based on observed behaviour patterns
Examples of Behavioural Assessment: Group exercises, team-building activities, behaviour rating scales, and structured one-on-one interviews.
13. Personality Assessment
Personality assessment builds on behavioural evaluations by assessing an individual’s emotions, personality traits and way of thinking. This can help educators and employers gain a holistic view of a learner or employee, their approach to problem-solving, and their compatibility with peers. It is especially useful in determining learning preferences and working styles and identifying potential for succession planning.
Personality assessments help…
- Determine learning styles, inclinations and preferences
- Assess suitability for specific roles
- Guide personal and organisational development efforts
Examples of Personality Assessment: Self-report questionnaires, Myers-Briggs Type Indicator (MBTI) and situational judgement tests.
14. Competency-Based Assessment
Competency-based assessment evaluates a learner’s ability to effectively apply skills, knowledge, and behaviours in specific scenarios. Where skill assessments focus on an individual’s proficiency in performing a task, competency assessments determine their understanding of how and when to use those skills. Assessing competencies helps tailor learning to address knowledge and skill gaps, and can enhance productivity and efficiency in the workplace.
Competency-based assessments help…
- Determine whether learners or employees meet required standards
- Identify knowledge and skill gaps and areas for improvement
- Ensure consistent quality and performance across roles
Examples of Competency-Based Assessment: Practical task demonstrations, skill checklists, role-specific simulations and 360 performance reviews.
Uncover the Difference Between Skills, Capabilities and Competencies.
Find out how each contributes towards business success.
15. Self-Assessment
Self-assessment involves learners and employees evaluating their own knowledge, skills, competencies, and behaviours. It is valuable for identifying problem areas, knowledge gaps, and potential obstacles to progression. Encouraging individuals to assess their own abilities helps educators and employers align training with personal and organisational goals.
To make self-assessment more effective, individuals should take a holistic assessment approach. This ensures the evaluation goes beyond just measuring technical skills, providing a well-rounded perspective that also considers cognitive abilities, emotional intelligence, and communication skills.
Self-assessments help…
- Foster self-awareness and personal growth
- Encourage responsibility for learning and development
- Align training initiatives with personal and organisational goals
Types of Self-Assessment: Reflective journals, personal goal setting, self-rating scales, progress tracking and regular performance reviews.
16. Peer Assessment
Peer assessment involves learners and employees evaluating the contributions, progress and performance of their peers. This provides evaluators with a holistic view of an individual’s capabilities from multiple perspectives. Peer assessments effectively evaluate soft skills, personality traits, and behaviours alongside results, making them useful for gauging suitability for specific roles or professions.
Peer assessments help…
- Foster collaboration and teamwork
- Develop evaluative skills and critical thinking
- Offer multiple perspectives on performance
Examples of Peer Assessment: Peer reviews, feedback forms, group evaluations, collaborative project assessments and 360 performance reviews.
Why is Using Different Types of Assessment Important?
Different types of assessment capture skills and evidence that a single type would miss. The result is more accurate decisions about competency, training, and future skill needs.
In Vocational Education and Training
Did You Know: The Australian Skills Quality Authority (ASQA) reported non-compliance in 78% of 2024–25 performance assessments. Training and assessment practices were among the most common problem areas.
Note: Providers were selected using risk indicators, so the figure isn’t sector-wide.
Building a Complete Picture of Competency
Competency in VET combines skills, knowledge, and the ability to apply both at work. No single type of assessment captures all three. Diagnostic assessment shows where each learner starts. Formative assessment guides progress through each unit. Competency-based assessment then confirms whether the learner meets the required standard.
Meeting the Rules of Evidence
Registered Training Organisations (RTOs) operate under the Standards for RTOs 2025. Assessment evidence must follow the rules of evidence. Each piece needs to be valid, sufficient, authentic, and current. Combining types of assessment makes each rule easier to meet. Interim assessments build evidence across a qualification, supporting sufficiency. Scenario-based assessment shows skills applied in realistic conditions, strengthening validity.
Keeping Assessment Fair and Flexible
The principles of assessment require fairness, flexibility, validity, and reliability. Learners demonstrate competency in ways that suit their learning styles. A mix of assessment types gives every learner a fair chance to perform. Varied approaches also make reasonable adjustments easier for learners with additional needs.
Tracking Progress Across a Qualification
Many qualifications run over months or years. Interim and formative assessments show how each learner is progressing. Trainers can then step in early when a learner falls behind. Ipsative assessment lets learners see their own growth, which supports course completion.
In Workplace Training
Capturing Skills a Single Assessment Would Miss
Different types of assessment will be more effective for evaluating specific workplace skills, providing insights that a single assessment type might miss.
For example, summative assessments may be an effective technique for gauging knowledge but are less valuable for measuring practical skills and competencies. Similarly, while formative assessments provide ongoing feedback, they may not fully capture power skills like communication and leadership ability. However, they are valuable in management assessment, where continuous feedback helps refine decision-making, problem-solving, and interpersonal skills during leadership development programs.
Did You Know: The Employer Skills Survey 2024 reported that 12% of UK employers had at least one member of staff not fully proficient in their roles. Those gaps covered 4% of the UK workforce.
Informing Training and Hiring Decisions
Implementing a range of assessment types in different scenarios gives businesses a more holistic view of workforce skills and their impact on operations. This approach can guide training management, optimise internal recruiting, and enhance external hiring processes, building a well-rounded, qualified talent pool.
Preparing for Future Skill Needs
Regular assessment highlights how skills are changing across a workforce. Results give workforce planning an accurate view of current capability. Businesses can then compare that capability against future needs and act early. Competency-based, behavioural, and norm-referenced assessments support succession planning. The combined results show which employees are ready to step into critical roles. A varied approach also helps businesses prepare skills for the future of work and become more adaptable to industry and market changes, supporting long-term success.
Did You Know: In 2025, the World Economic Forum reported that employers expect 39% of workers’ core skills to change by 2030.
Aligning Assessments with Industry Standards
To maximise the effectiveness of workplace assessments, they must be structured, reliable, and aligned with industry standards. In our webinar on crafting assessments that work, we explore strategies for creating assessments that meet compliance requirements and accurately measure workplace competencies and job readiness. By refining assessment practices, businesses can ensure their workforce is equipped with the right skills to thrive in an evolving landscape.
How to Choose and Combine Types of Assessment
Defining outcomes first keeps every assessment relevant. A starting point shows where training should focus. Checkpoints catch gaps while there’s still time to address them. Final and follow-up assessments confirm competency is achieved and maintained.
1. Define What Needs to Be Assessed
Start with the learning outcomes, unit of competency, or role requirements. List the knowledge, skills, and behaviours each learner needs to demonstrate. Each one may suit a different type of assessment. The assessment methods you choose later should map back to this list.
2. Establish a Starting Point
Use diagnostic assessment before training begins. Pre-tests, skills audits, or interviews show what learners already know. You can then tailor training around the gaps each learner has.
3. Build in Checkpoints
Plan formative or interim assessments throughout training. Add self or peer assessment for a wider view of progress. Regular checkpoints help you address gaps before the final assessment.
4. Confirm and Maintain Competency
Use summative or competency-based assessment to confirm learners meet the required standard. Then schedule confirmative assessments to check skills are retained over time.
Further Assessment Reading
Now that you know about the various types of assessments, you can use this information to improve your training and development programs. When it comes to training and assessment, there are also a few other concepts that would be a good idea to explore next:
- Assessment tools
- Assessment methods
- Employee training methods
- Types of learning styles
- How to accommodate different learning styles
Check out our guides on these important concepts to take your understanding to the next level.
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Frequently Asked Questions (FAQs)
FAQs About Assessment Types
How many types of assessment are there?
There are four primary types of assessment: formative, summative, diagnostic and skill assessments. However, these four types inform specialised approaches. For example, we’ve listed 12 additional types of assessment that make use of formative, summative, diagnostic and skill evaluations to assess student understanding and performance.
On which types of assessment are grades based?
Student grades are usually based on summative assessments, as they evaluate overall knowledge and mastery at the end of a course, unit or training program. However, a final grade may also take into consideration other elements like formative and skill assessments conducted during the learning process.
What is the best example of assessment?
An example of assessment that most people are familiar with is an end-of-year exam. However, the ‘best’ example will depend on the purpose of training and the learning objectives.
Which type of assessment is typically used to guide instruction and help teachers make decisions about how to improve learning?
Formative assessments are often used to promote student learning and guide instruction. They provide feedback throughout the learning process, allowing educators to adjust their strategies to better meet learner preferences and make training more effective.
