Curriculum And Assessment In Higher Education

©Adrienne F. Manson No portion of this work may be copied or used without sole permission of the author.

Using assessment tools is a vital part of the workshop. The assessments will enable me to know what materials learners are absorbing, and what materials need reinforcing. The type of assessment tools will include feedback, along with mini test, and quizzes. Hands on application will also be used as an assessment tool to assess how well the learners are able to apply what has been taught. During the workshop declarative learning will be among one of the first strategy tools in teaching learners. The second most important step of the workshop will be reflective learning.

Participants will also be asked to write a page on the reasons they are attending the workshop. The workshop topic is “Earning from Home,” but the essay should state why they chose this particular event to learn the tools necessary for earning from home. The essay will also be used as a survey to gather information regarding participants likes, dislikes, and how they learn (i.e. visual, hands on).

Instructional feedback is used to clarify or explain a task to an employee. Instructional feedback also is used during training an employee for a specific job task. This could include a new function in the workplace or a change in procedures instructional feedback could be used for training new employees. For example: While working for the Chicago Tribune I used instructional feedback to teach, and train new employees the basic functions of being a customer service agent. I used instructional feedback to clarify to employees how a call was handled incorrectly, and what should have been done.

Motivational feedback encourages and rewards employees for task that are performed well. Motivational feedback while having a positive impact can have an adverse effect. The employees not being rewarded can frown upon those receiving praise for an outstanding job. Motivational feedback is also demonstrated in the form of pairing a great job with an award. For example: The Chicago Tribune awarded employees every month with an employee of the month certificate for $25 for the employee with the highest conversion rates.

Three types of feedback are others, task, and self. The three sources of feedback can be 1) others – this can be co-workers, supervisors, or project mangers. We receive feedback from others to enhance what we do, and how we do it. 2) Task – After completing a job you can receive feedback from the task itself. If it is a poor job, feedback can be received from questions being asked as to reference who’s responsible for the project?

3) Self – We give yourself feedback; high achievers are known for saying “I am my worst critic” Generally this type of self feedback gives an individual a desire for constant improvement.

Upward feedback simply described is employees evaluating their boss. Upward feedback is normally gathered on an anonymous approach. Upward feedback can be used not only in offices but in other environments. An example I encountered most recently was in the doctor’s office, I was given a six page evaluation packet to take home with me to give feedback on my doctor’s performance and to mail the forms back within a 2-week period.

Upward feedback is also commonly used in the service industry such as restaurants. An example of this type is the surveys given to you after your meal; and you drop it in the box on your way out of the restaurants. Another example is the suggestion boxes asking for your feedback of your experience within an establishment, and how they may improve.

360-degree feedback is one I find very interesting, comparing feedback with your peers, managers, and sometimes outsider individuals are used in full-circle feedback. I would think some employees may feel intimidated to share their feedback with peers. My personal views on this type of feedback I do not see it being really effective. In my opinion for example the best way to use 360-degree feedback is in cases as to share with outsiders. The outsider being a career coach who would work with employees on their weak points, and help to develop goals for improvement.

ASSESSMENT TOOL

ANALYSIS OF TOOL

A. Peer Mentoring

Used in most classrooms to encourage students to assist classmates with strength and weakness—level of reliability/validity is high due to students honesty level is normally high due to a win-win situation.

B. Writing Rubic

In my opinion writing rubrics coupled with another assessment tool create a stronger guideline when assessing writing skills. When used in conjunction with multiple-choice assessments.

C. Survey

Instrumental in learning student attitudes toward different learning applications best when used at the beginning of a semester.

D. Multiple-Choice

Multiple-choice assessments for this particular tool it analyze a student level of writing ability great for assessing learners level of subject-verb agreement usage. For example; a) Jane and I went to the store. b) Jane and me went to the store.

E. Writing Prompts

Tool used for assessing early reading collaborative tool with writing and reading. High level of reliability/validity.

To summarize, assessment tools are a vital part of teaching whether in an academic arena or teaching and training in the workplace. Assessment tools help to advise an educator what adjustments should be made in their teaching strategies. Assessment tools are an enhancement for teaching. Having the ability to know which tool will give the educator a specific piece of information is an element of assessment design. For example, if an educator needed to assess learners writing strengths and weaknesses tool (F), “Writing Evaluation” would be the tool of choice to assess writers ability. Another example, if an educator needed to learn a writer’s level of grammar, punctuation the (G) “Multiple-Choice” would enable the educator to gather specific information from learners.

Nilson, L. (2003) Teaching At Its Best, Anker Publishing 2^nd ed.

Kinicki, and Kreitner (2009) Organizational Behavior, Key concepts, skills & best practices, 4^th ed. McGraw-Hill, pg. 204 - 206