Measuring for Mastery
How to Measure Deep Performance
SparkWorks, Inc.
Objectives
• To define performance and mastery
• Critically appraise key hurdles to
implementing mastery-based performance...
PERFORMANCE
Novice

Initiate

Apprentice

Journeyman

Expert

Master

Hoffman, 1998
Novice

Initiate

Apprentice

Journeyman

Expert

Master
Hoffman, 1998
Mastery
Expertise
Deep Skills

Competency

Completion
HOW TO CONNECT PERFORMANCE
TO MEASUREMENT
Set Competencies
Competencies define the
applied skills and knowledge
that enable people to
successfully perform their wor...
Set Competencies
Competencies define the
applied skills and knowledge
that enable people to
successfully perform their wor...
Competencies ≠ Learning Objectives
Learning objectives are specific to a course of instruction
Competencies ≠ Learning Objectives
Learning objectives are specific to a course of instruction
For Example:
1. Define the ...
EXAMPLE COMPETENCIES
Example 1: Emergency Medicine

CAMC Institute, 2012
Example 2: Systems Engineering

International Council on Systems Engineering, 2010
Example 3: IT Competencies

Egon Zhender, 2010
HURDLES TO PERFORMANCE
MEASUREMENT
Culture Change
Individual assessment
Poorly defined criteria
CRITERIA FOR PERFORMANCE
Criteria for Performance Measurement
• Criterion referenced
• Clear competencies
• Competencies matched to mastery
YOUR TURN!

Image credit: http://www.fccgreeneville.org/2012/07/05/your-turn/
Your Turn!
• Take a training example from your workplace
• How do you conduct measurement of mastery
in your organization?
SUMMARY & RESOURCES
Top Tips!
• Clearly define competencies
• Competencies are not learning objectives!
• Within competencies, define the cont...
Thank you!

info@sparkworks.co
www.getsparkworks.com
Measuring for Mastery: How to Measure for Deep Performance
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Measuring for Mastery: How to Measure for Deep Performance

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Is your organization ready to move to the next level in assessing learning and development? The knowledge economy requires our employees continually learn and adapt. This presentation takes you beyond basic measurement and delves into how to measure for mastery in the workplace.

These slides were part of HR.com's virtual Technology-Enabled Learning conference on January 28, 2014 and DevLearn Conference 2013.

Published in: Education, Technology, Business
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  • http://www.egonzehnder.com/leadership-insights/information-technology-officers/your-leadership-portfolio-developing-the-competencies-of-a-future-state-cio.html
  • Demonstrate 3-4 examples online
  • Transcript of "Measuring for Mastery: How to Measure for Deep Performance"

    1. 1. Measuring for Mastery How to Measure Deep Performance SparkWorks, Inc.
    2. 2. Objectives • To define performance and mastery • Critically appraise key hurdles to implementing mastery-based performance in the workplace • Apply performance measurement to your eLearning content examples • Review a list of key criteria applicable to performance measurement
    3. 3. PERFORMANCE
    4. 4. Novice Initiate Apprentice Journeyman Expert Master Hoffman, 1998
    5. 5. Novice Initiate Apprentice Journeyman Expert Master Hoffman, 1998
    6. 6. Mastery Expertise Deep Skills Competency Completion
    7. 7. HOW TO CONNECT PERFORMANCE TO MEASUREMENT
    8. 8. Set Competencies Competencies define the applied skills and knowledge that enable people to successfully perform their work
    9. 9. Set Competencies Competencies define the applied skills and knowledge that enable people to successfully perform their work For Example: “Utilizes appropriate methods for interacting sensitively, effectively, and professionally with persons from diverse cultural, socioeconomic, educational, racial, ethnic and professional backgrounds, and persons of all ages and lifestyle preferences”
    10. 10. Competencies ≠ Learning Objectives Learning objectives are specific to a course of instruction
    11. 11. Competencies ≠ Learning Objectives Learning objectives are specific to a course of instruction For Example: 1. Define the corporate policy on expected workplace behavior 2. Describe the 5 steps of professional communication in the workplace 3. Apply the policy on expected workplace behavior to three workplace scenarios
    12. 12. EXAMPLE COMPETENCIES
    13. 13. Example 1: Emergency Medicine CAMC Institute, 2012
    14. 14. Example 2: Systems Engineering International Council on Systems Engineering, 2010
    15. 15. Example 3: IT Competencies Egon Zhender, 2010
    16. 16. HURDLES TO PERFORMANCE MEASUREMENT
    17. 17. Culture Change
    18. 18. Individual assessment
    19. 19. Poorly defined criteria
    20. 20. CRITERIA FOR PERFORMANCE
    21. 21. Criteria for Performance Measurement • Criterion referenced • Clear competencies • Competencies matched to mastery
    22. 22. YOUR TURN! Image credit: http://www.fccgreeneville.org/2012/07/05/your-turn/
    23. 23. Your Turn! • Take a training example from your workplace • How do you conduct measurement of mastery in your organization?
    24. 24. SUMMARY & RESOURCES
    25. 25. Top Tips! • Clearly define competencies • Competencies are not learning objectives! • Within competencies, define the continuum towards mastery • Criterion-based evaluation tools prevent interpretation
    26. 26. Thank you! info@sparkworks.co www.getsparkworks.com

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