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Assessor Training Program

Assessor Training Program. Aim of the ASC Assessor Training Program. ‘To improve the quality of assessment within the NCAS and NOAS.’. Assessor Training Competencies. Plan and organise assessment Assess the competence of a candidate Develop assessment tools

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Assessor Training Program

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  1. Assessor Training Program

  2. Aim of the ASC Assessor Training Program ‘To improve the quality of assessment within the NCAS and NOAS.’

  3. Assessor Training Competencies • Plan and organise assessment • Assess the competence of a candidate • Develop assessment tools • Review & validate an assessment process

  4. How will you be assessed? • Modules 1 & 2 - Assessment Activity A: • Assessment simulation • Module 3 - Assessment Activity B: • Develop an assessment tool • Module 4 - Assessment Activity C: • Reviewing assessment

  5. Why assess? • Credentialing • Recognition of Prior Learning / Current Competence (RPL/RCC) • Establishing training needs • Assurance of progress • Recruitment or promotion

  6. What do you assess? • Using standards to assess competence: • Competency statements • Learning outcomes • Performance criteria

  7. How do you assess? • Interpret the criteria for assessment • Demonstrate good inter-personal skills • Select & apply assessment methods • Select and/or develop assessment tools • Make fair and objective judgements • Ensure evidence provided meets the required standard/s

  8. Module 1 • Planning the assessment process

  9. Principles of assessment • Validity • Reliability • Fairness • Flexibility

  10. Types of assessment • Diagnostic: identify training needs • Formative: over a period of learning/ practice • Summative: at the end of the learning/practice

  11. Assessment methods • Observing the candidate in action • Simulation/role-play/case study • Written tests • Oral tests, questioning or debate • Reports, projects, assignments, worksheets • Portfolio, journal or diary

  12. Assessment tools • Checklists • Instructions for assignments, case studies, scenarios • Log books/diaries • Exam papers

  13. Gathering evidence • Direct: ‘On the job’ coaching or officiating • Indirect: Simulations, scenarios • Supplementary: Third party input eg. from a supervisor

  14. Rules of evidence • Valid: Is it relevant? • Authentic: Is it the candidate’s own work? • Sufficient: Is it enough evidence? • Current: Is it up to date?

  15. Assessment plans • Should include: • purpose of the assessment • standards to assess the candidate against • how the assessment will occur (including, assessment methods and tools to be used) • when and where the assessment will occur • what resources are needed and any special arrangements

  16. Working as an assessment team • Discuss roles and decision making • Agree on how to handle differences of opinion • Decide how feedback will be given • Do not undermine the team’s decision

  17. Recognition of Prior Learning or Current Competence • Skills & knowledge can be gained in many ways • Still assessed against competency standards • Candidate provides evidence such as: • copies of certificates or qualifications from other training, • relevant work samples, for example, training plans • a resumé of experience

  18. Module 2 • Assessing competence

  19. Creating a supportive environment • Be positive, supportive and welcoming • Communicate clearly with the candidate, in a friendly manner • Provide information such as time allowed or other conditions • Invite questions

  20. Communication in assessment • Two-way communication • Provide clear instructions and check for understanding • Encourage candidates to ask questions • Use questions and listen actively • Provide feedback

  21. Giving feedback after assessment • Allow candidate time to collect themselves • Provide your thoughts on their performance • Ask questions if you need more information • Ask for the candidate’s thoughts • Be precise about gaps in competence • Outline the next steps in the process

  22. Tips for giving feedback • Choose the right time and place • Start and finish positively • Use questions • Do not overload • Be honest • Ensure confidentiality

  23. Not yet competent • Ensure result & feedback is given privately • Give result first (in a sensitive way) • Be precise about what was lacking • Provide options • Let candidate have their say • Be prepared for emotions (anger, tears, sarcasm)

  24. Using video for assessment • Context (who the group is, session aims) • Get a copy of the session plan • How to ask questions of the candidate? • How will you provide feedback?

  25. Recording and keeping results • Complete assessment check lists fully - ensure it is signed • Who has access to assessment record? • Comply with privacy requirements • Store records for seven years (back ups of databases)

  26. Appeals processes • Usually 30 days to appeal (in writing) • To be heard by an independent person • Candidate and assessor both to be heard • Candidate may be reassessed

  27. Module 3 • Developing assessment tools

  28. Assessment matrix

  29. Assessment methods and tools

  30. Good assessment tools • Layout easy to follow • Wording clear and concise • Provides instructions to candidates & assessor • Criteria clearly listed • Space to record answers & comments • Outcome is recorded + signatures, dates

  31. What are assessment criteria? • Statements that specify: • what is to be assessed • the required level of performance • Note: assessment criteria are usually set out in curriculum documents by the sport

  32. Assessment policies • Grading systems (eg. A, B, C, D.) • Time limits for assessment tasks? • Access to materials during assessment? • Range of environmental conditions? • How many attempts? • What is the appeals process?

  33. Module 4 • Reviewing and validating assessment

  34. Methods of reviewing • Feedback from candidates • Reflection by assessors • Effectiveness of past candidates.

  35. Achieving consistency • Use of assessment panels • Meetings and discussions • Validation by 3rd party / peer review • Training & PD for assessors • Providing better tools & info to assessors

  36. Common assessment problems • Halo effect • First impression • Contrast effect • Stereotyping • Similar to me • Experimental effect • Giving more weight to positives than negatives • Tall-poppy syndrome

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