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This presentation is part of the online TAE40110 Certificate IV in Training & Assessment course offered by Fortress Learning. ...

This presentation is part of the online TAE40110 Certificate IV in Training & Assessment course offered by Fortress Learning.

Fortress Learning's TAE program is based on the belief that every student is unique. Each student has an individual program tailored to reflect their prior learning, current situation, future goals and their preferred learning style. More information is available from www.fortresslearning.com.au or by telephoning 1300 141 994.

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  • Feedback is important because it lets us know whether we are doing for others what we think we are doing. We include feedback in our improvement strategy for two reasons.
  • First, the AQTF says that we have to. Second, it give us critical information on how to improve our services
  • We commonly seek feedback about:Methods of deliveryAssessment strategiesResourcesLearning outcomes andVenues
  • People we seek feedback from are:ClientsEmployeesEmployersManagersColleagues andThird parties
  • Feedback sources include:InterviewsFocus groupsSurveysQuestionnairesEmail questions andFormal and/or informal meetings
  • It is important that we solicit honest feedback in order to gain the most we can from it. Honest feedback is improved through several techniques. These include:
  • Open forms of Communication including body language, questions, and non-judgemental language
  • Being receptive to responses that people provide, rather than being defensive
  • And Asking specific questions for specific feedback while including open ended questions to allow general feedback to be given.
  • Often, structured processes help us solicit feedback in a meaningful way. One such process is Dwyer’s Six Step Approach to Problem Solving.
  • Step 1 is selecting the best time to get together when members involved are comfortable and not emotional
  • Step 2 is to define needs by listening and sharing with each other. It does not help to try to problem solve when the people involved have a different impression of what the problem is! Defining needs helps everyone get on the same page.
  • The third step, brainstorming solutions, is a process of listing all suggestions without evaluating or judging. Sometimes what seems to be a silly response can lead to one that is meaningful.
  • In the fourth step, evaluating the solutions is conducted. People share their thoughts and ideas while listening to the input of others.
  • The fifth step is to choose solutions. Although not everyone always agrees what is the very best solution, it is important to seek an agreement on solutions that meet the most needs that were defined. Then design a plan to carry out that solution.
  • The final step is to carry out the solutions and monitor progress.
  • When we use Dwyer’s approach or other feedback processes, we need to determine whether the information is valid and we should act on it. We can do this by discussing it with more people involved in the experience, or even neutral third parties who can evaluate the information in a non-biased way.
  • Feedback in the VET Sector often includes Information relating to materials, training practices, logistics, and performance.
  • Instructional materials may be improved through amendments, additions, reorganisation and omission of information;
  • Training may be improved through the clarification of information, creation of better examples and scenarios, and development of alternative assessment methods
  • Logistical issues may benefit through feedback leading to changes in venue or location, additional equipment, the duration of learning, or class numbers.
  • Personnel can be impacted by feedback, leading to hiring of new trainers or assessors, or movement within the company of particular positions.
  • In addition to receiving feedback from others, it is important to evaluate ourselves by reflecting on our own abilities. We can do this by asking critical questions about what worked and what didn’t; how we can improve next time; and how we measure up to the standards of our industry and colleagues.
  • Referring to data on learner success rate, records and journals, and post-program progress can give us valuable information about how we are doing.
  • As we stay current, we want to continually plan for improving based on feedback. Having the feedback is not enough. We must build in planning as part of the process of maximizing the information we learn.

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