The following methods can be used to do a risk assessment: Use a what-if analysis to identify threats and hazards. What-if questions are asked about what could go wrong and about what would happen if things do go wrong.
Assessment Centers An Assessment Center consists of a standardized evaluation of behavior based on multiple evaluations including: Job Simulations are used to evaluate candidates on behaviors relevant to the most critical aspects or competencies of the job.
Several trained observers and techniques are used. Judgments about behavior are made and recorded. These judgments are pooled in a meeting among the assessors or by an averaging process. In discussion among assessors, comprehensive accounts of behavior, often including ratings, are pooled.
The discussion results in evaluations of the performance of the assessees on the dimensions or other variables. Leaderless Group Discussion The leaderless group discussion is a type of assessment center exercise where groups of applicants meet as a group to discuss an actual job-related problem.
Problems with this technique: This type of exercise was not feasible for selecting candidates from a potential applicant pool of individuals because of the time and cost involved with training the individuals rating the Methods of assessment.
Since every group would be different, individuals could argue that the process is biased or unfair. The process is not standardized. Role Playing Role playing is a type of assessment center exercise where the candidate assumes the role of the incumbent of the position and must deal with another person in a job- related situation.
A trained role player is used and responds "in character" to the actions of the candidate. Performance is assessed by observing raters. Since this technique is not conducive to group administration, test security would be an issue.
Job content areas identified in the job analysis were not as amenable to this type of exercise as they were to the selection techniques utilized in the final test Assessment Center Exercises An Assessment Center can be defined as "a variety of testing techniques designed to allow candidates to demonstrate, under standardized conditions, the skills and abilities that are most essential for success in a given job" Coleman, The term "assessment center" is really a catch-all term that can consist of some or all of a variety of exercises.
Assessment centers usually have some sort of in-basket exercise which contains contents similar to those which are found in the in-basket for the job which is being tested. Assessment centers allow candidates to demonstrate more of their skills through a number of job relevant situations Joiner, While assessment centers vary in the number and type of exercises included, two of the most common exercises are the in-basket and the oral exercise.
In a traditional in-basket exercise, candidates are given time to review the material and initiate in writing whatever actions they believe to be most appropriate in relation to each in-basket item.
When time is called for the exercise, the in-basket materials and any notes, letters, memos, or other correspondence written by the candidate are collected for review by one or more assessors. Often the candidates are then interviewed to ensure that the assessor s understand actions taken by the candidate and the rationale for the actions.
If an interview is not possible, it is also quite common to have the candidate complete a summary sheet i. Thus, a more recent trend over the past ten 10 years has been the development of selection procedures which are based upon the assessment center model, but which can be turned into low- fidelity simulations Motowidlo, et al.
Some low-fidelity simulations involve having an applicant read about a work situation. The applicant then responds to the situation by choosing one of five alternative answers.To contribute ideas for additional assessment methods please email [email protected] The assessment methods referenced in the table have been compiled from the following sources: • Brown, G ().
Assessment: A Guide for Lecturers.
Assessment Series, LTSN, York. These types of assessments evaluate student learning at the end of a project, unit, course, or school year. Summative assessment scores are usually recorded and factored into student academic record in the form of letter grades and .
Research design provides the glue that holds the research project together. A design is used to structure the research, to show how all of the major parts of the research project -- the samples or groups, measures, treatments or programs, and methods of assignment -- work together to try to address the central research questions.
"Assessment should be deliberately designed to improve and educate student performance, not merely to audit as most school tests currently do." -Grant Wiggins, EdD., president and director of programs, Relearning by Design, Ewing, New Jersey.
Methods of Assessment: Direct and Indirect. Once the SLOs for a course, certificate, major, or Student Services program are created, faculty must determine how to assess the SLOs and what criteria will be used for success.
There are two kinds of assessment: direct assessment methods and indirect assessment methods. Methods of Assessment. by William Badders. With the release of the National Science Education Standards, the issues of why, how, and what we, as teachers, assess in our classrooms will become a major challenge in the multifaceted science reform effort currently underway.