1) Policy Statement

At Burraq Business Consulting (Pvt) Limited, we are committed to protecting the rights and privacy of our students, employees, contractors, volunteers, partner organizations, and any individual or entity whose personal data we process. We adhere to all applicable national and international data protection laws and regulations.

Any breach of this policy or applicable data protection legislation will be treated as a serious offense and may lead to disciplinary action, up to and including termination of employment or legal action where applicable.

This policy ensures that personal information is handled legally, ethically, securely, and transparently.

2) Principles of Data Collection, Use and Disclosure

We apply the following principles to govern the collection, processing, and disclosure of personal data:

2.1 Purpose Limitation

Personal data is only collected for specific, legitimate, and clearly stated purposes.
We do not collect excessive data beyond what is necessary for the stated purpose.

2.2 Data Accuracy

Reasonable steps are taken to ensure that personal data is accurate, complete, and kept up to date.

2.3 Data Retention

Personal information is retained only as long as necessary to fulfill its intended purpose or comply with legal requirements.
Obsolete data is securely deleted or destroyed.

2.4 Data Use & Consent

Data is used only for the purposes for which it was collected unless further use is explicitly consented to by the individual.
We never share data with third parties without legal basis or consent, except where required by law.

2.5 Marketing Communications

No personal information will be used for direct marketing without offering the recipient a clear optout mechanism.

3) Accountability, Compliance and Data

Governance
We are committed to establishing strong internal controls and data management processes. Key responsibilities include:

3.1 Data Stewardship

Designated personnel are accountable for ensuring compliance with applicable data protection laws and company policy.

3.2 Data Quality and Protection

Personal data is assessed for completeness, relevance, and necessity.
Appropriate security measures (technical and organizational) are in place to prevent unauthorized access, misuse, or alteration.

3.3 Internal Controls

Regular audits and compliance checks are conducted to ensure adherence to data protection policies and procedures.

3.4 Incident Management

Procedures are established for the timely investigation, reporting, and resolution of data protection breaches or concerns.
All affected individuals will be notified in line with legal requirements if a breach occurs.

4) IT, Email and Fax Security Measures

To safeguard digital and communications data, Burraq Consulting ensures the following protocols are strictly enforced:

4.1 Access Control

Only authorized personnel may access computers, laptops, or information systems.

4.2 System Security

Operating systems are regularly updated.
Firewalls and anti-virus software are installed and maintained on all devices.

4.3 Email Security

Sensitive email content is encrypted or password protected.
Use of the BCC (Blind Carbon Copy) function is enforced to protect recipients’ information.
Email group distributions are monitored for compliance.

4.4 Fax Protocol

Fax numbers are confirmed before transmission.
Confidential faxes are not left unattended and are secured upon receipt.

4.5 Physical Security

All sensitive print materials are shredded.
Access to sensitive storage (e.g., lockers or cupboards) is restricted and monitored.
Unattended display screens are locked; secure passwords (8+ characters with uppercase, lowercase, numbers, and symbols) are required.

5) Staff Training, Awareness and Data Handling Practices

Burraq Consulting promotes a culture of responsibility and security regarding personal data through:

5.1 Staff Training & Induction

All staff undergo data protection awareness training during induction and at regular intervals thereafter.

5.2 Defined Roles & Responsibilities

Staff members are clearly informed about their roles in managing data securely and are assigned responsibility for specific tasks (e.g., data entry, storage, access).

5.3 Knowledge of Technology and Risk Exposure

Staff are made aware of the risks associated with data exposure and the use of digital tools.
Security protocols and expectations are communicated in line with emerging technological risks.

6) Policy Review and Updates

This policy will be reviewed annually or as required by legislative or operational changes. Any updates will be approved by senior management and communicated to all staff.

7) Compliance Declaration and Enforcement

All employees and third-party associates must:

• Acknowledge receipt and understanding of this policy.
• Always comply with its provisions.
• Report any data protection concerns or incidents to the Data Protection Officer or relevant authority within the company.

Failure to adhere to this policy may result in disciplinary action, including but not limited to termination of employment, legal claims, or penalties.

8) Appendix

Document: Data Protection Declaration Form
Retention: All forms (nil returns or disclosures) must be submitted upon onboarding and annually thereafter.

1) Introduction

This policy is intended for all stakeholders of Burraq Consulting—including learners, tutors, assessors, and administrative staff—who are involved in qualifications or units approved by Burraq Consulting. It provides clear guidance on how to identify, report, and manage incidents of suspected or confirmed malpractice and maladministration.
It also serves as a guide for internal staff to ensure a consistent, fair, and transparent process when handling such cases.

2. Purpose and scope

The purpose of this policy is to:

1. Outline the responsibilities of the centre and personnel involved in delivery and assessment.
2. Set out the procedures for reporting and investigating malpractice or maladministration.
3. Ensure that all cases are dealt with fairly, promptly, and in accordance with regulatory standards.

3) Center Responsibilities

It is essential that all personnel involved in the management, delivery, assessment, and quality assurance of Burraq Consulting qualifications are:

1. Fully familiar with this policy.
2. Trained to identify and prevent instances of malpractice and maladministration.
3. Aware that failure to report or inadequate preventive arrangements may lead to sanctions imposed on the centre.

4) Review of Policy

1. This policy will be reviewed annually as part of our self-assessment and quality improvement processes.
2. Revisions may be made based on:
   2.1 Feedback from learners or clients.
   2.2 Regulatory updates or legal changes.
   2.3 Internal operational feedback or trends observed from previous cases.

5) Definition of Malpractice

5.1 Malpractice refers to any deliberate action that:

• Breaches regulations.
• Compromises the integrity of assessment.
• Threatens the validity of certification.

5.2 Malpractice includes (but is not limited to):

• Breach of centre/qualification approval conditions.
• Denial of access to authorised representatives.
• Failure to conduct assessment/verification as required.
• Fraudulent certificate claims.
• Plagiarism or collusion.
• Misuse of confidential exam materials.
• Forgery or falsification of documents.
• Bias, discrimination, or misconduct.

6) Definition of Maladministration

Maladministration refers to poor administration or persistent failure to comply with required procedures, such as:

• Inaccurate maintenance of learner records.
• Incorrect registration or certification processes.
• Repeated administrative errors impacting learners or assessments.
• Assessor

7) Reporting Suspected Malpractice and Maladministration

All concerns must be reported immediately to the Internal Quality Assurer (IQA), in writing or by email, with as much supporting evidence as possible.

• 7.1 The report should include:

• Centre name, address, and registration number.
• Names of learner(s) and involved staff (with roles).
• Qualification title and code.
• Date(s) and full details of the alleged incident.
• Details of any internal investigation already conducted.
• Signed written statements from involved parties.

• 7.2 If the centre initiates a preliminary investigation:

• The investigator must be independent from the involved staff or learners.
• Suspected individuals must be informed of the allegations and possible outcomes.
• A full report of findings must be submitted to Head Office.
The identity of the informant will be kept confidential, in accordance with legal and data protection obligations.

8) Investigation Process and Timeline

8.1 Burraq Consulting aims to address and resolve reported cases within 10 working days of receipt.
8.2 Investigations may involve:
8.3 Requests for further documentation or clarification.
8.4 Interviews with staff or learners (in person or remotely).
8.5 Review of evidence and assessment records.
8.6 If a staff member is implicated, they may be suspended or reassigned pending investigation outcomes.
8.7 The Centre Coordinator will oversee the investigation, ensure due process is followed, and maintain communication with relevant stakeholders or regulatory authorities.

9) Conclusion

This policy underscores our commitment to maintaining the integrity, transparency, and fairness of our assessment and administrative practices. By working together to uphold these standards, we protect the value of the qualifications we offer, and the trust placed in us by learners, employers, and regulators.

1) Introduction

Burraq Consulting is pledged to eliminate all kinds of discrimination and is committed to actively encourage harmony among all Students & personnel and make available equal opportunities to all Students & employees for training and achievement in all areas of the company's activities and operations. Each Students & employee will be respected and their individuality held in regard so that they will be able to give their best because our aim is that our workforce will be truly representative of all sections of society.

2) Discrimination

It is our professional policy not to discriminate against Students, employees, partners, members, directors, clients or any lawful / unlawful visitors and third parties, without lawful cause, against any person, nor victimize or harass on grounds of:

1. Race or racial group (including color, nationality and ethnic or national origins)
2. Sex (including marital, pregnancy, maternity or paternity) and gender
3. Religion or belief
4. Age
5. Disability

The purpose of this policy is to provide equality for all in our employment as well as for third parties and organizations with which Burraq Consulting has a relationship. We discourage all forms of unlawful and unfair discrimination against anyone.

3) Harassment

Any act of physical, nonphysical, verbal or non-verbal communication and gesture to degrade and humiliate will not be tolerated as it is against the cultural norm of the organization. Burraq Consulting believes in justice and respect for all employees, whether part-time, full-time or temporary. About the appointment of new personnel, Burraq Consulting believes in equal opportunities for everyone.

This will be made clear in the advertisement of new vacancies through published potential media. Candidates will be interviewed and appointed based on their expertise, qualifications and/or suitableness for the vacancy offered and questions relating to health or disability will not be asked at interview unless the job requires a specific level of fitness intrinsic to the role. Burraq Consulting aims to fulfil the requirements of legislation intended to prevent unfair discrimination using the relevant regulatory criteria.

4) We at Burraq Consulting are committed to

1. Creating an environment which will ensure that the contribution of all Students & workers will be respected and given value.
2. Giving every individual the right to access a working environment that promotes dignity and respect for all.
3. No form of intimidation, bullying or harassment will be tolerated. Ensuring that individuals’ (Students, employees, contractors, visitors) and third-party training, development and progression opportunities are available.
4. Reviewing all our employment practices and procedures to ensure fairness in the provision of our services.
5. This policy is fully supported by senior management and is monitored and reviewed annually.

5) Complaints and Discrimination

Responsibility for implementation of this policy exists at all employment levels but specifically management will take reasonable steps for assurance of its implementation and will investigate and handle any complaint if it occurs.

Burraq Consulting will take all complaints of discrimination, bullying and harassment seriously and any non-compliance with the policy could lead to serious disciplinary action for such misconduct by any Student, employees, partners, clients or other stakeholders. Complaints of harassment will be investigated according to the company complaint policy and the outcome will be communicated within a specific time to associated parties.

This policy is supported by all stakeholders and is validated by the management. We guarantee it will be communicated and adhered to at grass root level, as well as visibly displayed at selected high-visibility locations in our workplace and facilities

1) Introduction

Burraq Consulting is committed to delivering high-quality education and services from enrolment through to course completion. We value complaints as a vital source of feedback and an opportunity to improve our services. If something goes wrong or you are dissatisfied with any aspect of our service, please tell us. You are encouraged to raise concerns freely, without fear of disadvantage.

This document outlines our complaint procedure and how you can make a complaint.

2) What is Complaint?

A complaint is any expression of dissatisfaction about:

• Our actions or inactions
• The quality of our services or the conduct of our staff or representatives

3) What can I complain about?

You may complain about:

• The quality or standard of services we provide
• Failure to deliver a promised service
• Quality of facilities or learning resources
• Unfair treatment or inappropriate behaviour by a staff member or student
• A failure to follow a published administrative process
• Dissatisfaction with institutional policies or decisions

Your complaint may cover multiple issues, departments, or involve third-party service providers.

4) What can’t I complain about?

We cannot address:

• Routine, first-time service requests
• Requests made under Freedom of Information or Data Protection laws
• Requests for policy explanations
• Appeals regarding academic decisions or admissions
• Matters under legal review by a court or tribunal
• Complaints previously concluded under this procedure

Routine feedback (e.g., via surveys) is not considered a formal complaint unless you clearly state otherwise.

5) Who can complain?

Anyone who receives requests or is directly affected by our services may submit a complaint. If you wish to authorize someone to act on your behalf, we require written consent from you for that individual to represent you.

6) Definition of Maladministration

You can submit your complaint:

• In person
• In writing
• By email

To help us address your complaint effectively, please include:

• Your full name, address, and enrolment/ID number
• A detailed description of the issue
• What went wrong
• Your preferred resolution

7) Time limit for complaints

You should submit your complaint within six months of:

• The issue occurring, or
• The date you became aware of it

In exceptional cases, complaints may be accepted beyond this period if valid reasons are provided.

8) Complaint Procedure

Our process has two stages:

1. Stage 1: Frontline Resolution

We aim to resolve straightforward complaints quickly and informally at the point of service delivery. This may involve:

• A prompt apology
• Immediate corrective action

We will provide a response within 5 working days. If you are not satisfied, you may escalate to Stage 2.

1. Stage 2: Complaint Investigation

Stage 2 is for:

• Unresolved Stage 1 complaints
• Complex issues requiring detailed investigation

You are encouraged to use our Complaint Form to ensure clarity. We will:

• Acknowledge receipt within three working days
• Provide a full response within 20 working days, or notify you if more time is needed

Please submit only relevant and concise documentation. Excessive or irrelevant material may not be considered. Investigation will begin once all necessary documents are confirmed.

9) Complaint submission details

Email: complaint@burraqconsulting.com
Postal Address:
BURRAQ CONSULTING, Building No. 9, Ground Floor, Office No. 1, Haq Bahoo Street Judicial Colony, Phase 1, Lahore Pakistan.
Phone: (+92) 4235291300 | 03235277400

1) Introduction

Burraq Consulting accepts its responsibility to ensure the safety of its students, employees, clients, associates, and the wider community. We are committed to upholding HSE standards throughout the organization to proactively address potential issues, prevent accidents, and promote a safe, secure, and sustainable working environment.

Our goal is zero harm:

• No lost time or reportable injuries
• No environmental incidents
• No damage to property

We strive to protect both the public and our workforce while continuously improving safety conditions. We believe that our long-term success is directly linked to safeguarding the people and the environment in which we operate.

2) Policy Objectives

We aim to:

• Establish and maintain clear goals to ensure public and environmental safety as well as economic well-being of our students and workers.
• Provide a safe working environment equipped with modern safety equipment and protocols.
• Ensure the implementation of safe systems of work and advanced safety training for all staff.
• Stay ahead of evolving safety trends and technologies to meet the needs of both current and future employees and clients.

• Respect privacy, promote initiative, and foster a professional and positive work atmosphere

3) Our Commitments

We are committed to integrating this policy at all levels of the organization, through:

• Assigning clear roles and responsibilities to management and staff.
• Engaging and empowering employees, contractors, and third parties in HSE practices.
• Continuously monitoring and improving our safety standards and environmental performance.
• Preventing workplace incidents and minimizing risks to people, property, and the environment

4) Implementation and Communication

• This policy is endorsed and actively supported by senior management and is considered a shared responsibility across the organization.
• It will be communicated clearly and reinforced regularly among all employees, from top management to operational staff.
• The policy will be visibly displayed in prominent locations across all facilities and workspaces.
• It will be reviewed annually and updated as necessary to reflect regulatory changes and continual improvement in HSE practices.

policy is intended for all stakeholders of Burraq Consulting—including learners, tutors, assessors, and administrative staff—who are involved in qualifications or units approved by Burraq Consulting. It provides clear guidance on how to identify, report, and manage incidents of suspected or confirmed malpractice and maladministration.

It also serves as a guide for internal staff to ensure a consistent, fair, and transparent process when handling such cases.

1) Policy Statement

Burraq Consulting (Pvt) Limited operates a robust internal quality assurance system, to maintain the consistency and accuracy of assessments.

Internal Quality Assurance (IQA) is the process of ensuring that training delivery and assessment practice is monitored to ensure that they meet national/International standards.

2) Policy Aims

• To provide a continuous check on the consistency and quality of delivery and the consistency, quality and fairness of marking, grading and overall assessment of student’s work.
• To meet and exceed the requirements placed upon us by the awarding bodies, and the student charter.
• To ensure that valid assessment decisions are reached for all our students and that external requirements are fully met.
• To support academic staff in their classroom delivery by affording them the opportunity to receive critically supportive comment and to be able to conduct peer observation.

3) The key features of an effective system are that it must

1. Include the monitoring of assessments and a way of standardizing assessment judgments.
2. Support and develop the assessment team
3. Be accurately recorded to provide a clear audit trail
4. Be carried out by suitably qualified and occupationally competent staff.

4) Scope

To this policy, the term IQA encompasses all forms of activity that check and validate assessment. It may be implemented through the systems of verification as required or laid down by examining or awarding bodies; or it may occur through shared observation of student activities, second marking of students’ work, or team grading/assessment of students’ work.

Any task, activity, essay or project that contributes to the students’ final achievement in a vocational area, academic subject or key skill will fall within the scope of this policy.

5) Responsibilities

The Director Operations of Burraq Consulting (Pvt) Limited has a responsibility to ensure that all IQA policies are being followed and that the appropriate evidence is being correctly completed and submitted.

The IQA policy is integral to the induction process and all associate staff have a responsibility to give full and active support for the policy by ensuring that it is known, understood and implemented by all.

6) Trainer and Learning Support Framework

The role of Trainer:

• The Trainer team is certified, possessing relevant academic qualifications and substantial workplace experience aligned with the courses they deliver.
• Each Trainer holds extensive experience in teaching and training, ensuring effective knowledge transfer and learner engagement.
• Trainers are committed to Continuous Professional Development (CPD) to stay current with industry practices and educational methodologies.
• The team maintains a high level of professionalism and demonstrates a cooperative attitude in both academic and administrative functions.
• Quarterly Trainer meetings are conducted, including participation from the management team, to evaluate and enhance teaching strategies.
• Minutes of Meetings (MoM) are documented for each Trainer meeting, with action points tracked and implemented accordingly.
• Meetings are chaired by the Lead Trainer in collaboration with the Head of Learning Partner, ensuring strategic alignment and quality assurance.
• Mock examinations are regularly conducted to assess student readiness and identify areas for improvement.
• Each student receives marked answer sheets along with individual oral feedback to support learning outcomes.
• A cumulative mock exam mark sheet is shared daily with the entire batch to promote transparency and encourage healthy academic competition.
• Trainers offer real-time responses to student queries during both classroom sessions and mock exam feedback sessions.
• Every Trainer is assigned a defined number of teaching hours for specific qualifications to ensure subject mastery and consistency.
• The team actively encourages student inquiries and fosters a classroom environment conducive to open dialogue.
• Trainers maintain an engaging teaching style, ensuring sessions remain interactive and productive until the end.
• Relevant workplace examples are integrated into each topic to enhance conceptual understanding and practical application.
• At the end of each course, students are provided written feedback forms to evaluate Trainer performance constructively.
• Students are encouraged to provide honest and fair feedback, which is reviewed to inform future improvements.
• A dedicated WhatsApp group is created for each batch, including students, Trainers, administration, and management. Students may post questions from 09:00 to 21:00, even outside class hours.
• The management team actively monitors WhatsApp groups to ensure student inquiries receive timely and accurate responses.
• The WhatsApp group remains active until the course completion, with its validity period communicated at the time of formation.
• Students are welcome to visit Burraq Consulting during office hours to discuss academic concerns with Trainers, even after classes and exams are concluded.

7) Assessor

The Role of an Assessor

An assessor plays a pivotal role in the learning and certification process by ensuring fair, accurate, and consistent evaluation of learners' knowledge and competencies. The key responsibilities include:

• Ensuring that each learner is fully aware of their responsibility in the collection and presentation of evidence for assessment.
• Agreeing and documenting assessment plans collaboratively with each learner, establishing clear expectations and timelines.
• Providing a comprehensive briefing to learners on the assessment process, requirements, and criteria.
• Conducting formative and/or summative assessments, which may include direct observation, simulated scenarios, or alternative methods in alignment with qualification standards.
• Ensuring that performance assessments through observation are unobtrusive, minimizing any interference with the learner’s natural workflow or performance.
• Evaluating the evidence submitted by learners and recording assessment decisions in accordance with relevant standards or syllabus outcomes.
• Delivering prompt, accurate, and constructive feedback to support learner development and encourage progression.
• Managing the assessment process end-to-end, from planning to marking and the accurate recording of assessment outcomes.
• Ensuring all evidence meets the principles of validity, authenticity, currency, and sufficiency (VACS).
• Maintaining accurate, secure, and verifiable records of learner assessments and achievements.
• Confirming learner competence or knowledge based on the evidence presented and ensuring all required documentation is completed.
• Where necessary, agreeing on new assessment plans with learners if additional or improved evidence is required.
• Being readily available for discussions with the Internal Quality Assurer (IQA), Qualification Coordinator, or External Quality Assurer (EQA), to support standardization and quality assurance.
• Demonstrating a firm commitment to anti-discriminatory practices and the promotion of equal opportunities throughout the assessment process.
• Ensuring the confidentiality of all sensitive learner information is always maintained.

8) Internal Quality Assurers

 The Role of Internal Quality Assurers (IQAs)

Internal Quality Assurers are responsible for maintaining the integrity, fairness, and consistency of assessment practices within the learning centre. They monitor assessors’ work to ensure that assessments are conducted in alignment with qualification requirements and organizational standards.

Key responsibilities of an IQA include:

• Ensuring that all assessors adhere strictly to the assessment guidance provided by the awarding or regulatory body.
• Advising and supporting assessors in correctly interpreting and applying the relevant standards or syllabus, promoting consistency in assessment practices.
• Conducting regular sampling of assessment activities, methods, and records to verify the fairness and reliability of assessment decisions, as outlined in qualification documentation.
• Providing prompt, accurate, and constructive feedback to assessors regarding the quality and consistency of their assessment judgments.
• Taking an active role in identifying and promoting good practices in assessment, contributing to continuous improvement.
• Ensuring that equal opportunity principles and anti-discriminatory practices are upheld throughout the assessment process.
• Collaborating with assessors, management, and the External Quality Assurer (EQA) to implement and maintain the quality standards of the assessment system.
• Ensuring that all learner achievement records and centre documentation are completed accurately and in compliance with regulatory requirements.
• Countersigning assessment documentation where necessary, to validate assessment outcomes.
• Ensuring that assessors are given opportunities for continued professional development, including updates on vocational and educational competence.
• Supporting and quality-assuring assessments conducted by assessors or internal quality assurers who do not yet hold full qualifications, by countersigning and dating assessment decisions as required by the Regulatory Authorities.

9) Conflicts of interest in assessment

• Burraq Consulting (Pvt) Limited has a process to identify, monitor and manage any conflicts of interest in assessment outcomes.
• Therefore, Burraq Consulting (Pvt) Limited will take all reasonable steps to avoid any part of the assessment of a Learner being undertaken by any person who has a personal interest in the result of the assessment. This includes internal quality assurance activities.
• Individuals should not be involved in the assessment or the quality assurance of assessment decisions at a Centre in which they have a personal interest or, where this happens, they must ensure that the assessment process is subject to scrutiny by those without personal interest.

10) Actions to Implement and Develop Policy

1. The IQA policy must be applied to every program with work that is internally assessed and taught, and which contributes to the final assessment outcome of a student.
2. Assessors, Trainers and Internal Quality Assurers must be given sufficient time, resources and authority to perform their roles and responsibilities effectively
3. Where trainee internal quality assurers undertake IQA, this must be verified by a qualified IQA and countersigned.
4. Each program/course must have an identified member of staff who will conduct a minimum of one Quality Assurance observations of the training package delivery.
5. Where a trainer delivers to more than one training center, an observation should be conducted at each location.
6. IQA observation of trainer delivery should include
7. Learner performance
8. briefing a Learner
9. questioning and giving feedback
10. The observation will be recorded on an IQA of Delivery Report.
11. Action plans agreed on between an IQA and a trainer because of a IQA/trainer debrief must be reported to the Board of Directors of Burraq Consulting (Pvt) Limited. The trainer will then monitor the trainer’s development points with an extraordinary IQA observation prior to the end of the course.
12. Each program/course must have an identified member of staff who will verify or standardize the assessments for that program. This must be indicated on the IQA data Excel Spreadsheet.
13. IQA must be carried out continuously throughout the year. In addition to this, each program will identify appropriate periods of time when IQA takes place. These times will be included in a course calendar, which each course must have in place in either the IQA file or course file.
14. Where discrepancies are found, a Moderation meeting must be held between the IQAs and the assessors within 5 working days to share their findings and to confirm any amendments to the results.
15. Any evidence that is produced must meet the requirements of the awarding bodies and the College of Policing.
16. The evidence must be recorded in appropriate documentation, which considers the requirements of awarding bodies and the College of Policing
17. Internal quality assurance must take place before assessment decisions are finalized and notified to students and certification is requested.
18. Evidence that IQA practice has taken place must be available by the end of the first term for monitoring by the Quality team / Lead Verifier.
19. Internal monitoring of IQA activity will be carried out via Quality team/ Lead Verifier.
20. Records of IQA must be kept in a secure location and accessed by staff authorized to do so.
21. All IQA or moderation must be in line with current awarding body and Joint Awarding Body recommendations.
22. Sampling must be across all assessors, all types of evidence and all learners including plans, reviews and records in addition to candidate evidence.
23. IQA must attend standardization meetings and maintain a current continuous professional development file.
24. With Direct Claim Status, the specific awarding body guidelines must be followed.

11) Monitoring and Evaluation

This policy will be monitored by the Board of Directors and through established quality audit procedures. Where discrepancies are found, or evidence of malpractice or maladministration are found, then an appropriate policy will be initiated by the Board.

Records of observations by Internal Quality Assurers must be maintained for sampling by the External Quality Assurer.

1) Purpose

All learners have the right to appeal against an assessment decision or grade in line with Burraq Consulting’s procedure, which complies with the requirements of relevant awarding bodies and regulatory authorities. This policy ensures that assessments are planned, transparent, appropriate, and fair.

Where a learner believes the process has not met these expectations, this appeals procedure provides a clear pathway to challenge decisions and resolve disputes effectively.

2) Objective

• Promote partnership between staff and learners in the learning and assessment process
• Ensure assessment and verification adhere to Awarding Organisation requirements
• Ensure that staff involvement in appeals complies with relevant external regulations
• Guarantee equal opportunity for all learners.

3) Scope

This policy applies to all staff and students across all Burraq Consulting centres.

Note: For appeals concerning external assessments, refer to the Exams Policy or the respective Awarding Organisation’s policy and procedure.

4) Grounds for Appeal

Appeals may be made on the following grounds:

• Alleged irregularities in the conduct of the assessment (e.g. inaccurate marking, bias, discrimination)
• Extenuating circumstances affecting performance, which the assessors were unaware of
• Premature appeals—appeals may only be made once internal decisions are confirmed by the Internal Quality Assurer (IQA)

5) Responsibilities

5.1 Learners

• Appeals must be initiated only by the learner affected by the assessment decision.

5.2 Tutors/Assessors

• 3.2.1 Clearly explain assessment methods and grading systems to learners
• 3.2.2 Inform learners about this Appeals Procedure
• 3.2.3 Follow the procedure as detailed below

5.3 Head of Teaching, Learning & Assessment

• 3.3.1 Provide guidance to both staff and students on the appeals process
• 3.3.2 Organize and chair Stage 3 appeal panels
• 3.3.3 Conduct annual reviews of the appeals process

6) The Appeal Procedure

6.1 Internal and External Appeals

Where possible, disputes should be resolved informally within the course team. If unresolved, formal internal appeal steps can be taken, and where necessary, appeals can be escalated to the relevant Awarding Organisation. The IQA supports this process.

6.2 Stage 1 – Informal Review with Assessor

• 6.2.1 The Assessor explains how the grading decision was made
• 6.2.2 If appropriate, the student may resubmit work within allowed timelines under the Awarding Organisation’s guidelines
• 6.2.3 If unsatisfied, the student is provided with this procedure and informed about further steps and relevant staff

6.3 Stage 2 – Formal Re-Assessment Request

• 6.3.1 Learner submits a written appeal to the Head of Department within five working days of the unresolved Stage 1 outcome
• 6.3.2 Head/Deputy Head arranges for an independent re-assessment by a second assessor
• 6.3.3 The second assessor and Internal Verifier provide a written, signed explanation of the re-assessment outcome; copies are given to the student and stored in their file

6.4 Stage 3 – Appeal Panel Review

• 6.4.1 If the learner remains dissatisfied, an appeal must be submitted to the IQA within five working days of the Stage 2 decision
• 6.4.2 IQA convenes an appeals panel within ten working days
• 6.4.3 Panel includes:
  • The Head or Deputy Head of Department
  • The Lead Internal Verifier (or alternate if conflict exists)
• 6.4.4 The panel considers all relevant documentation and interviews involved parties
• 6.4.5 The panel deliberates privately and provides a decision within five working days. If more time is needed, all parties are notified within three working days
• 6.4.6 Possible outcomes:
  • Original assessment decision upheld
  • Assessment declared invalid due to procedural or contextual irregularities, and resubmission permitted
• 6.4.7 A formal, signed decision is issued to the student and filed
• 6.4.8 The panel may set conditions for future compliance
• 6.4.9 Recommendations may be made to Senior Leadership to improve future assessments
• 6.4.10 All records are kept centrally
• 6.4.11 The Awarding Organisation and/or External Examiner are informed if outcomes affect results

6.5 Further Action

If still dissatisfied, the learner may:

• Use the relevant Awarding Organisation’s Appeals or Complaints Procedure
• Contact the appropriate Regulatory Authority

6.5.1 If the panel supports the appeal, the Institute will fund the Enquiry About Results (EaR)
6.5.2 If the appeal is not supported and the learner chooses to proceed independently, the learner must fund the appeal process

1) Policy Statement

At Burraq Consulting, we are committed to fostering a high-quality teaching and learning environment where excellence and continuous improvement are central to our mission. While we value measurable academic performance, we also recognize and celebrate broader aspects of achievement that cannot always be formally assessed.

This policy outlines the purpose, principles, methods, and responsibilities related to assessment to ensure consistency, fairness, and academic integrity across all learning programs.

2) Aims of Assessment

The assessment process at Burraq Consulting is designed to:

• Identify and support the next steps in each learner’s educational journey.
• Inform strategic planning and curriculum development through accurate data collection.
• Track and monitor individual learner progress to ensure ongoing improvement.
• Set clear, measurable targets for learners, cohorts, and program delivery.
• Evaluate and improve institutional performance based on data-driven insights

3) Roles and Responsibilities of Assessor

Assessors play a critical role in ensuring the integrity and effectiveness of the assessment process. Their responsibilities include:

• Clearly communicating learner responsibilities in the evidence collection and presentation process.
• Developing and documenting assessment plans in agreement with each learner.
• Providing clear, timely, and detailed briefings on the assessment process. Observing performance in real-time or simulated settings, in accordance with qualification criteria.
• Ensuring assessments are conducted fairly and unobtrusively.
• Making objective and accurate judgments against pre-defined standards or syllabi.
• Providing prompt, constructive feedback to support learner improvement.
• Managing the entire assessment cycle, from planning to final documentation and feedback.
• Ensuring all evidence is valid, authentic, current, and sufficient.
• Maintaining accurate and verifiable assessment records.
• Confirming learner competency and completion of all required documentation.
• Developing new assessment plans when additional evidence is needed.
• Collaborating with Internal Quality Assurers (IQAs), Qualification Coordinators, and External Quality Assurers (EQAs).
• Upholding principles of equity, confidentiality, and non-discrimination throughout the assessment process.

4) Types of Assessment

• 4.1 Assessment for Learning (AfL)

Assessment for Learning is embedded in our teaching practices and is used to inform both students and instructors about progress and future steps. It includes:

1. Formative Assessment: Provides real-time insights to shape and guide instruction.
2. Diagnostic Assessment: Identifies gaps in knowledge, skills, or attitudes to target specific learning needs.
3. Evaluative Assessment: Assesses the effectiveness of teaching strategies, curriculum design, and institutional development efforts

• 4.2 Assessment of Learning (AoL)

Assessment of Learning is summative and conducted at key points to measure progress and achievement. It includes:

1. Summative Assessments: Formal exams, tests, and standardized evaluations that summarize learner performance over a given period.

This form of assessment provides critical data for setting performance benchmarks, supporting learner guidance, and informing academic and institutional development decisions.

5) Principles of Effective Assessment

To ensure that assessment has a meaningful impact on learning, it must be:

1. Positive: Fostering a supportive and motivating environment.
2. Manageable: Realistic in terms of implementation for both staff and students.
3. Purposeful: Focused on improvement, achievement, and strategic learning outcomes.
4. Consistent: Aligned across departments and delivered with fidelity.

6) Learner Engagement in Assessment

We believe that students should be actively involved in their learning and evaluation. To support this, our assessment approach emphasizes:

1. Encouraging self-assessment and reflection.
2. Providing opportunities for learners to demonstrate knowledge and skills in familiar and supportive contexts.
3. Using assessment not only as a performance metric but as a tool to drive learning and improvement.
4. Helping learners develop the ability to identify strengths and work on areas requiring improvement.

7) Monitoring and Review

This policy will be reviewed annually by the Academic Board and Quality Assurance Team to ensure alignment with regulatory bodies, evolving pedagogical practices, and stakeholder feedback.

Changes and updates will be communicated to all faculty, assessors, and administrative staff.

Conclusion

The assessment framework at Burraq Consulting is designed to uphold the highest standards of educational quality, fairness, and integrity. Through a combination of formative and summative practices, aligned with clear principles and professional responsibilities, we ensure that every learner can achieve their full potential.

1) Purpose

At Burraq Consulting, all curriculum and administrative staff are expected to conduct themselves with the highest standards of integrity and objectivity. This policy aims to:

• Prevent actual or perceived conflicts between personal interests and professional duties.
• Safeguard the transparency and credibility of our academic and operational decision-making.
• Maintain the confidence of learners, partners, stakeholders, and regulatory bodies in the fairness of our processes.
• Protect the reputation of the organization and its employees.

A conflict of interest occurs when personal, financial, or other interests compromise—or appear to compromise—a person’s judgment, decisions, or actions in their official capacity.

2) Scope

This policy applies to all permanent, contractual, and visiting staff, including consultants, assessors, verifiers, and administrative personnel associated with Burraq Consulting.

3) Examples of Conflict of Interest

While not exhaustive, the following examples illustrate situations where actual or perceived conflicts of interest may arise:

• Involvement in the recruitment, promotion, supervision, or assessment of individuals with whom a staff member has a close personal, familial, or financial relationship.
• Making decisions about a learner’s qualification outcome while having a personal connection to the learner or their family.
• Using confidential learner data or institutional information for personal advantage or commercial gain.
• Accepting gifts, favors, or undue hospitality from students, suppliers, or partners that may influence impartial decision-making.

In any of the above or similar situations, staff must disclose the conflict to the Internal Quality Assurer (IQA) and Director of Operations.

4) Declaration of conflict-of-Interest Procedure

All staff are responsible for identifying and disclosing any conflicts of interest in a timely and transparent manner. Burraq Consulting maintains a structured process for managing these declarations:

Initial Declaration:

• On induction, all staff must complete a Conflict-of-Interest Declaration Form, whether a conflict exists.
• The completed form is reviewed by the Quality Team and/or Director of Operations.
• Any identified conflicts are documented, and appropriate actions are discussed and agreed upon.
• A Register of Interests is maintained, both electronically and in hard copy, to record current and historical declarations.

Ongoing Responsibilities:

• Staff must notify the IQA and/or Quality Team of any change in circumstances or newly identified conflicts at any time during their employment.
• An updated declaration form must be submitted immediately following any such change.

5) Conflict-of-Interest During Meetings

In formal meetings or decision-making sessions:

• Participants must declare any conflict of interest at the beginning of the meeting if related agenda items may affect their impartiality.
• Depending on the nature of the conflict, the individual may be asked to:
  • Leave the room during related discussions.
  • Abstain from voting or influencing the decision.
• All disclosures and actions taken must be recorded in the meeting minutes for transparency and accountability.

6) Management and Declared Conflict

In most cases, completing the declaration form is sufficient. However, in certain cases, Burraq Consulting may require further action to effectively manage the conflict.

Examples of Risk Mitigation Measures:

• Restricting the individual from participation in relevant discussions or decisions.
• Reassigning responsibilities to another staff member without a vested interest.
• Excluding the individual from a specific project, assessment, or recruitment activity.
• Requesting formal disclosure in meetings or written communications.
• Consulting with the IQA, Quality Team, or external stakeholders for resolution.

All agreed actions must be documented on the original declaration form and retained as part of the employee's compliance record.

7) Documentation and Record Keeping

• The Conflict-of-Interest Form is the official record of declared or nil conflicts.
• A nil return must be submitted annually for all existing staff.
• Records are reviewed periodically by the Quality Team to ensure continued compliance.

8) Review and Compliance

The Conflict-of-Interest Policy is reviewed annually by the Quality Assurance Team and Senior Management to ensure its relevance, alignment with best practices, and compliance with accreditation or regulatory requirements.

Non-compliance with this policy may result in disciplinary action, up to and including termination of employment, depending on the severity and impact of the breach.

Conclusion

By adhering to this policy, Burraq Consulting ensures that all institutional decisions are made with transparency, fairness, and impartiality. This safeguards the organization’s reputation and ensures confidence in the quality of our services.