Plan your scenario rotation before the day
The biggest mistake trainers make is leaving scenario selection too late. If you're assessing six candidates, you need at least six distinct scenarios — ideally eight to ten so you can rotate without repetition and adjust difficulty on the fly. Write them down the night before. Know which scenario you're going to give to which candidate, and have a backup ready for anyone who finishes early.
Scenarios should cover a spread of conditions: at minimum one cardiac, one bleeding, one fracture, and one unconscious casualty. For FAW, include a scenario with distractors — bystander interference, multiple casualties, or an environment that needs managing before you can treat.
Brief your actor carefully
Your moulage actor is the most important variable in assessment quality. They need to know exactly what to do, what to say, and — crucially — what not to say. Give them a one-page brief the night before covering the scene, their presenting complaint, how responsive to be, and what vital signs they should give if asked. A well-briefed actor makes assessment smooth. An improvising actor creates inconsistency and arguments about fairness.
Observe, don't intervene
Assessment is not the time for teaching. Your job is to watch, document, and score — not to hint, prompt, or rescue a floundering candidate. If a candidate is about to do something genuinely dangerous, intervene. Otherwise, let them work. Premature intervention invalidates the assessment and deprives the candidate of the experience of solving a problem independently.
Keep a clipboard. Write down what you see, not what you think they meant to do. Assessors who rely on memory are unreliable — especially by candidate four or five.
Manage the environment
Assessment scenarios should feel real. Use a different room from training if possible. Introduce noise, a task they were "in the middle of" when the casualty collapsed, and at least one other person who needs managing. Candidates who've only practised in quiet controlled environments often fall apart when something unexpected happens — which is exactly the point.
Debrief individually, same day
Give every candidate a verbal debrief before they leave — pass or not. Tell them specifically what they did well, one thing they should improve, and whether they've passed. Don't leave people wondering overnight. A good debrief takes five minutes and significantly improves candidate trust in your process.