This document provides an overview of two training and assessment units: TAEASS401 Design and develop assessment tools and TAEASS502 Plan assessment activities and processes. It outlines the content to be covered in each unit, including assessment principles, developing assessment tools and planning assessment processes. The schedule includes 11 classroom sessions and 3 assessment tasks. The first session introduces the units and assessments and discusses the definition and purpose of assessment. The second session covers standards and benchmarks used for assessment, including training packages, units of competency, and assessment requirements.
This document discusses the key components of developing an assessment plan, including establishing the purpose of assessment, identifying candidates and their needs, using relevant benchmarks, interpreting assessment guidelines, identifying assessment methods, and identifying the assessment context. The purpose of assessment could include certification, recognition of competency, identifying skills needs, measuring progress, or making a competency decision. Candidates' characteristics should be identified and assessments organized according to their needs. Relevant benchmarks include units of competency or modules. Assessment methods should consider industry systems, evidence opportunities, and requirements. The assessment context includes the environment, resources, people, and organizational requirements.
This document discusses how to determine the evidence needed to establish competence against units of competency. It explains that the evidence guide, required skills and knowledge, and elements and performance criteria within each unit should be examined to identify the necessary assessment evidence. The document also discusses interpreting embedded components of units, clustering related competencies, different assessment methods like questioning, and the importance of record keeping and documentation.
This document discusses reviewing assessment plans. It identifies processes and reasons for reviewing assessment plans such as identifying any issues with the current plan or changes that need to be made. The document advises completing assessment tasks as the next step after reviewing assessment plans.
This document provides an overview of competency-based assessment in vocational education and training (VET). It defines assessment in VET and identifies the key features such as identifying the purpose of assessment and who can assess. It also outlines the principles of assessment, including consistency, validity, fairness and flexibility. Evidence is defined as proof that supports a candidate's competency claim. Various assessment methods are discussed, like observation, questioning, and portfolios. Assessment tools are also introduced as the means to implement assessment methods.
This document discusses developing assessment instruments and planning for recognition of prior learning (RPL). It explains that assessment instruments include questions or activities used to evaluate competence. When reviewing instruments, they should check if they are valid, reliable, flexible and fair. Assessment tools may need modifying to accommodate candidates' special needs or characteristics to ensure a fair assessment. RPL assesses existing competence from work or life experience and usually occurs before training. Planning RPL involves choosing assessment methods like portfolios, interviews, or other evaluations to determine candidates' existing skills and knowledge.
This document discusses planning, organizing, and facilitating learning in the workplace. It covers separating from learners when goals are achieved or time periods have elapsed, conducting self-evaluations and reviews to assess learning outcomes, and identifying different types of data like reactions, learning, behavior change, and results to analyze through applying proper record-keeping procedures.
This document discusses contributing to assessment validation by participating in assessment validation activities. It outlines that assessment validators can come from internal or external sources, including assessors, industry representatives, and technical experts. Their roles may include reviewing assessment tools and materials, providing feedback on candidates' experiences, and evaluating tools against assessment principles. The document lists materials commonly used in validation, such as units of competency, assessment strategies, completed assessment tools, and policies. It describes templates used to structure validation discussions around topics like how well tools address units and the acceptability of evidence. Participants are encouraged to identify a validation process to engage in and determine their role.
This document discusses the key components of developing an assessment plan, including establishing the purpose of assessment, identifying candidates and their needs, using relevant benchmarks, interpreting assessment guidelines, identifying assessment methods, and identifying the assessment context. The purpose of assessment could include certification, recognition of competency, identifying skills needs, measuring progress, or making a competency decision. Candidates' characteristics should be identified and assessments organized according to their needs. Relevant benchmarks include units of competency or modules. Assessment methods should consider industry systems, evidence opportunities, and requirements. The assessment context includes the environment, resources, people, and organizational requirements.
This document discusses how to determine the evidence needed to establish competence against units of competency. It explains that the evidence guide, required skills and knowledge, and elements and performance criteria within each unit should be examined to identify the necessary assessment evidence. The document also discusses interpreting embedded components of units, clustering related competencies, different assessment methods like questioning, and the importance of record keeping and documentation.
This document discusses reviewing assessment plans. It identifies processes and reasons for reviewing assessment plans such as identifying any issues with the current plan or changes that need to be made. The document advises completing assessment tasks as the next step after reviewing assessment plans.
This document provides an overview of competency-based assessment in vocational education and training (VET). It defines assessment in VET and identifies the key features such as identifying the purpose of assessment and who can assess. It also outlines the principles of assessment, including consistency, validity, fairness and flexibility. Evidence is defined as proof that supports a candidate's competency claim. Various assessment methods are discussed, like observation, questioning, and portfolios. Assessment tools are also introduced as the means to implement assessment methods.
This document discusses developing assessment instruments and planning for recognition of prior learning (RPL). It explains that assessment instruments include questions or activities used to evaluate competence. When reviewing instruments, they should check if they are valid, reliable, flexible and fair. Assessment tools may need modifying to accommodate candidates' special needs or characteristics to ensure a fair assessment. RPL assesses existing competence from work or life experience and usually occurs before training. Planning RPL involves choosing assessment methods like portfolios, interviews, or other evaluations to determine candidates' existing skills and knowledge.
This document discusses planning, organizing, and facilitating learning in the workplace. It covers separating from learners when goals are achieved or time periods have elapsed, conducting self-evaluations and reviews to assess learning outcomes, and identifying different types of data like reactions, learning, behavior change, and results to analyze through applying proper record-keeping procedures.
This document discusses contributing to assessment validation by participating in assessment validation activities. It outlines that assessment validators can come from internal or external sources, including assessors, industry representatives, and technical experts. Their roles may include reviewing assessment tools and materials, providing feedback on candidates' experiences, and evaluating tools against assessment principles. The document lists materials commonly used in validation, such as units of competency, assessment strategies, completed assessment tools, and policies. It describes templates used to structure validation discussions around topics like how well tools address units and the acceptability of evidence. Participants are encouraged to identify a validation process to engage in and determine their role.
Taedel402 a topic9 Deliver workplace learningnicvw
This document provides guidance on organizing content for effective workplace training. It discusses chunking information into digestible portions, sequencing steps in a logical order, and contextualizing content for skills-based delivery. A DEDICT process is outlined for skills training, including demonstrating, explaining, demonstrating slowly, imitating, coaching, and testing. The document concludes by stating the next step is for trainees to facilitate a session and present information while questioning learners.
This document discusses how to make assessment decisions by examining evidence, using professional judgement, and providing feedback. It outlines factors to consider like ensuring evidence covers all competency components, is demonstrated over time, and relates to the relevant unit of competency. Rules of evidence for assessment and recognition of prior learning are addressed. The importance of clearly communicating the assessment decision and next steps is emphasized.
The document discusses defining the parameters of a learning program, including identifying the training specification, units of competency, modules, and regulatory or licensing requirements. It also covers determining the target group for the training, evaluating the learning environment and any health and safety risks, considering legal and organizational needs, and establishing the timeframe for completing the program. The overall goal is to understand all relevant factors for designing a customized learning program.
The document outlines objectives for a training session on two units: TAEDES401A and TAEDES402A. It aims to provide understanding of important content in the units and focus on assessment requirements. It discusses 10 units clustered into design, delivery, and assessment. The session will be competency-based and use past experience and common sense. It provides information on accredited courses, AQF levels, training packages and units of competence.
This document discusses how to determine the evidence needed to establish competence against a unit of competency. It explains that the evidence guide, required skills and knowledge, elements and performance criteria within a unit should be examined to identify the necessary evidence. Embedded components of the unit also need to be identified. Different assessment methods like clustering competencies, questioning techniques and documentation requirements are covered.
This document discusses how to determine the evidence needed to establish competence against a unit of competency. It explains that the evidence guide, required skills and knowledge, and elements and performance criteria within a unit should be examined to identify the necessary evidence. The document also discusses interpreting embedded components of units, clustering competencies, different assessment methods like questioning, and the importance of record keeping and documentation.
This document discusses communication skills for facilitating learning in the workplace. It covers presenting information clearly through pacing, posture, pitch and practice. It also discusses questioning techniques like open-ended versus closed questions and active listening. Active listening requires concentration, objectivity, skilled questioning, and feedback. The document outlines feedback models including positive and constructive feedback, and delivering both formal and informal feedback. Finally, it states the next steps are to conduct evaluations, identify relevant data, and apply record keeping procedures.
Validation ensures that assessment processes and outcomes are appropriate, effective, consistent, and reliable. It involves collecting and analyzing assessment information to identify improvements to systems, processes, practices, resources, and outcomes. Validation can occur through meetings, networks, peer review, and panels. It takes place after implementation of an assessment and throughout the life of the assessment.
Assessment guidelines outline what is contained in assessment materials and identify allowances for reasonable adjustments to accommodate candidate needs without changing evaluation criteria. Reasonable adjustments can modify the physical environment, assessment tools, procedures, or methods used but not alter evidence requirements. Candidates should complete three assessment tasks to demonstrate understanding of using assessment guidelines and reasonable adjustments.
This document discusses planning training sessions by investigating instructional objectives, considering different types of learning programs, and creating session plans. It emphasizes considering the learner's needs, prior experiences, learning styles, and principles of adult learning. It also addresses health and safety considerations like identifying hazards and risk management strategies in the learning environment. The goal is to prepare training sessions that are tailored to learners' specific needs and styles.
This document provides an introduction to work skills instruction. It discusses considering workplace training, the three aspects of performance when providing skills instruction which are skills, knowledge, and attitude, and breaking down tasks. The document is from a workbook about providing work skill instruction and directs the reader to the next steps of investigating instructional objectives, considering types of learning programs, and creating session plans.
This document discusses reporting assessment evidence and improving the assessment process. It explains that at the end of the session, participants should understand how to report evidence to qualified assessors, identify if assessments meet principles and rules of evidence, and document areas for improvement. It outlines the principles of assessment, including reflecting all competency components and being flexible in approach and timelines. It also describes the rules of evidence, such as the candidate's ability to currently perform tasks according to standards and the work being their own and verifiable. Areas to improve assessments are also addressed.
The document discusses preparing for assessment, including interpreting the assessment plan, confirming organizational arrangements, accessing benchmarks and assessment tools, arranging materials and resources, and organizing specialist support. It emphasizes that assessors must have both assessment competence and relevant vocational competence. The assessment plan contains information about candidates, assessment purpose and context, benchmarks, methods, tools, and requirements. Individual needs that may require accommodation include medical conditions, impairments, disabilities, isolation, differences in age, culture, gender, intelligence, language skills, and more. Reasonable adjustments should be made to tailor assessment to individual learner needs. Preparing effectively involves collaboration with various parties in the assessment process.
The document discusses planning workplace learning by establishing goals around knowledge, skills, and attributes. It identifies benchmarks like qualifications, competencies, compliance requirements, and position descriptions. It also covers work-based learning pathways and the next steps of addressing rules and regulations, identifying learning program requirements, and establishing learning relationships.
This document discusses delivering training and considers different delivery techniques and resolving conflict. It addresses coaching, facilitating interpersonal skills, responding to incorrect answers, types of conflict, and resolving conflict. The document recommends practicing communication skills, considering record keeping, and reviewing learner and trainer performance.
This document discusses evaluation and training techniques for skill instructors. It recommends practicing communication and feedback skills, considering record keeping requirements, and reviewing learner and instructor performance. Key steps for checking learner performance are communicating regularly about learning, allowing practice time, setting clear expectations, and ensuring expectations reflect workplace standards. Feedback should focus on work outcomes, be timely, emphasize positives, and not overwhelm the learner. Record keeping requirements include determining what data to record, how to record it, who receives reports, completion deadlines, security protocols, and access authorizations.
This document discusses the Australian Qualifications Framework and qualifications packaging. It explains that the AQF provides consistency for qualifications across different education sectors. Qualifications are created by packaging competency units according to rules defined in training packages. These rules specify requirements like the number and types of units needed to achieve a qualification. The document also introduces skill sets, which are groups of units that address specific industry or regulatory needs.
Training packages and accredited courses are developed to:
1. Specify skills and knowledge required to perform effectively in the workplace and support nationally consistent, portable qualifications.
2. Training packages are developed by Industry Skills Councils according to a national process, using research and consultation. They have a standardized structure of units of competency, assessment guidelines, and qualifications frameworks.
3. Accredited courses are developed to address niche skills needs and are accredited through state/territory or national bodies. They are based on units of competency or modules. Both training packages and accredited courses are accessible online through Training.gov.au or their governing bodies.
The document introduces 15 new courses released by the National Academy Foundation between 2007-2009 in the areas of finance, hospitality and tourism, and information technology. It provides an overview and description of 9 additional new courses to be released in 2009-2010. The courses are designed with common elements including being project-based, incorporating 21st century skills, and being reviewed by industry experts. Academies are encouraged to implement the new courses and provided information on how to become involved through opportunities like curriculum fellowships.
This document provides guidance on facilitating a group-based learning session. It discusses presenting information and questioning learners, including using a sample session procedure. It also offers tips on clear communication through presentation skills like pace, posture and pitch, as well as open versus closed questioning and active listening. The document provides models for feedback, focusing on positive and constructive feedback. It concludes by advising the reader to identify different learner behaviors and maintain positive learning relationships.
Preparing for ABET EAC Evaluation Visit r032916Susan Schall
This document provides information about preparing for an ABET accreditation evaluation visit. It discusses what ABET is and its purpose in accrediting engineering programs. It outlines the accreditation timeline and responsibilities of the program evaluator and team chair before, during, and after the visit. These include reviewing the self-study report and conducting interviews and facility tours to evaluate how the program meets ABET's criteria. The typical visit agenda involves initial team meetings and meetings with campus administrators over a 2-day period.
The newly introduced ECBA certification from IIBA is recommended for aspiring and new Business analysts.This not only gives you a rock solid foundation for getting into the BA profession also helps you with a global certification.
ECBA has the backing of market recognition of IIBA hence the job opportunities it would bring in due to acceptance in the corporate segment.
Taedel402 a topic9 Deliver workplace learningnicvw
This document provides guidance on organizing content for effective workplace training. It discusses chunking information into digestible portions, sequencing steps in a logical order, and contextualizing content for skills-based delivery. A DEDICT process is outlined for skills training, including demonstrating, explaining, demonstrating slowly, imitating, coaching, and testing. The document concludes by stating the next step is for trainees to facilitate a session and present information while questioning learners.
This document discusses how to make assessment decisions by examining evidence, using professional judgement, and providing feedback. It outlines factors to consider like ensuring evidence covers all competency components, is demonstrated over time, and relates to the relevant unit of competency. Rules of evidence for assessment and recognition of prior learning are addressed. The importance of clearly communicating the assessment decision and next steps is emphasized.
The document discusses defining the parameters of a learning program, including identifying the training specification, units of competency, modules, and regulatory or licensing requirements. It also covers determining the target group for the training, evaluating the learning environment and any health and safety risks, considering legal and organizational needs, and establishing the timeframe for completing the program. The overall goal is to understand all relevant factors for designing a customized learning program.
The document outlines objectives for a training session on two units: TAEDES401A and TAEDES402A. It aims to provide understanding of important content in the units and focus on assessment requirements. It discusses 10 units clustered into design, delivery, and assessment. The session will be competency-based and use past experience and common sense. It provides information on accredited courses, AQF levels, training packages and units of competence.
This document discusses how to determine the evidence needed to establish competence against a unit of competency. It explains that the evidence guide, required skills and knowledge, elements and performance criteria within a unit should be examined to identify the necessary evidence. Embedded components of the unit also need to be identified. Different assessment methods like clustering competencies, questioning techniques and documentation requirements are covered.
This document discusses how to determine the evidence needed to establish competence against a unit of competency. It explains that the evidence guide, required skills and knowledge, and elements and performance criteria within a unit should be examined to identify the necessary evidence. The document also discusses interpreting embedded components of units, clustering competencies, different assessment methods like questioning, and the importance of record keeping and documentation.
This document discusses communication skills for facilitating learning in the workplace. It covers presenting information clearly through pacing, posture, pitch and practice. It also discusses questioning techniques like open-ended versus closed questions and active listening. Active listening requires concentration, objectivity, skilled questioning, and feedback. The document outlines feedback models including positive and constructive feedback, and delivering both formal and informal feedback. Finally, it states the next steps are to conduct evaluations, identify relevant data, and apply record keeping procedures.
Validation ensures that assessment processes and outcomes are appropriate, effective, consistent, and reliable. It involves collecting and analyzing assessment information to identify improvements to systems, processes, practices, resources, and outcomes. Validation can occur through meetings, networks, peer review, and panels. It takes place after implementation of an assessment and throughout the life of the assessment.
Assessment guidelines outline what is contained in assessment materials and identify allowances for reasonable adjustments to accommodate candidate needs without changing evaluation criteria. Reasonable adjustments can modify the physical environment, assessment tools, procedures, or methods used but not alter evidence requirements. Candidates should complete three assessment tasks to demonstrate understanding of using assessment guidelines and reasonable adjustments.
This document discusses planning training sessions by investigating instructional objectives, considering different types of learning programs, and creating session plans. It emphasizes considering the learner's needs, prior experiences, learning styles, and principles of adult learning. It also addresses health and safety considerations like identifying hazards and risk management strategies in the learning environment. The goal is to prepare training sessions that are tailored to learners' specific needs and styles.
This document provides an introduction to work skills instruction. It discusses considering workplace training, the three aspects of performance when providing skills instruction which are skills, knowledge, and attitude, and breaking down tasks. The document is from a workbook about providing work skill instruction and directs the reader to the next steps of investigating instructional objectives, considering types of learning programs, and creating session plans.
This document discusses reporting assessment evidence and improving the assessment process. It explains that at the end of the session, participants should understand how to report evidence to qualified assessors, identify if assessments meet principles and rules of evidence, and document areas for improvement. It outlines the principles of assessment, including reflecting all competency components and being flexible in approach and timelines. It also describes the rules of evidence, such as the candidate's ability to currently perform tasks according to standards and the work being their own and verifiable. Areas to improve assessments are also addressed.
The document discusses preparing for assessment, including interpreting the assessment plan, confirming organizational arrangements, accessing benchmarks and assessment tools, arranging materials and resources, and organizing specialist support. It emphasizes that assessors must have both assessment competence and relevant vocational competence. The assessment plan contains information about candidates, assessment purpose and context, benchmarks, methods, tools, and requirements. Individual needs that may require accommodation include medical conditions, impairments, disabilities, isolation, differences in age, culture, gender, intelligence, language skills, and more. Reasonable adjustments should be made to tailor assessment to individual learner needs. Preparing effectively involves collaboration with various parties in the assessment process.
The document discusses planning workplace learning by establishing goals around knowledge, skills, and attributes. It identifies benchmarks like qualifications, competencies, compliance requirements, and position descriptions. It also covers work-based learning pathways and the next steps of addressing rules and regulations, identifying learning program requirements, and establishing learning relationships.
This document discusses delivering training and considers different delivery techniques and resolving conflict. It addresses coaching, facilitating interpersonal skills, responding to incorrect answers, types of conflict, and resolving conflict. The document recommends practicing communication skills, considering record keeping, and reviewing learner and trainer performance.
This document discusses evaluation and training techniques for skill instructors. It recommends practicing communication and feedback skills, considering record keeping requirements, and reviewing learner and instructor performance. Key steps for checking learner performance are communicating regularly about learning, allowing practice time, setting clear expectations, and ensuring expectations reflect workplace standards. Feedback should focus on work outcomes, be timely, emphasize positives, and not overwhelm the learner. Record keeping requirements include determining what data to record, how to record it, who receives reports, completion deadlines, security protocols, and access authorizations.
This document discusses the Australian Qualifications Framework and qualifications packaging. It explains that the AQF provides consistency for qualifications across different education sectors. Qualifications are created by packaging competency units according to rules defined in training packages. These rules specify requirements like the number and types of units needed to achieve a qualification. The document also introduces skill sets, which are groups of units that address specific industry or regulatory needs.
Training packages and accredited courses are developed to:
1. Specify skills and knowledge required to perform effectively in the workplace and support nationally consistent, portable qualifications.
2. Training packages are developed by Industry Skills Councils according to a national process, using research and consultation. They have a standardized structure of units of competency, assessment guidelines, and qualifications frameworks.
3. Accredited courses are developed to address niche skills needs and are accredited through state/territory or national bodies. They are based on units of competency or modules. Both training packages and accredited courses are accessible online through Training.gov.au or their governing bodies.
The document introduces 15 new courses released by the National Academy Foundation between 2007-2009 in the areas of finance, hospitality and tourism, and information technology. It provides an overview and description of 9 additional new courses to be released in 2009-2010. The courses are designed with common elements including being project-based, incorporating 21st century skills, and being reviewed by industry experts. Academies are encouraged to implement the new courses and provided information on how to become involved through opportunities like curriculum fellowships.
This document provides guidance on facilitating a group-based learning session. It discusses presenting information and questioning learners, including using a sample session procedure. It also offers tips on clear communication through presentation skills like pace, posture and pitch, as well as open versus closed questioning and active listening. The document provides models for feedback, focusing on positive and constructive feedback. It concludes by advising the reader to identify different learner behaviors and maintain positive learning relationships.
Preparing for ABET EAC Evaluation Visit r032916Susan Schall
This document provides information about preparing for an ABET accreditation evaluation visit. It discusses what ABET is and its purpose in accrediting engineering programs. It outlines the accreditation timeline and responsibilities of the program evaluator and team chair before, during, and after the visit. These include reviewing the self-study report and conducting interviews and facility tours to evaluate how the program meets ABET's criteria. The typical visit agenda involves initial team meetings and meetings with campus administrators over a 2-day period.
The newly introduced ECBA certification from IIBA is recommended for aspiring and new Business analysts.This not only gives you a rock solid foundation for getting into the BA profession also helps you with a global certification.
ECBA has the backing of market recognition of IIBA hence the job opportunities it would bring in due to acceptance in the corporate segment.
More than seventy members attended the CANQATE Annual General Meeting on October 6, 2016 at the Arthur Chung Convention Centre, Georgetown Guyana. Read the President's Report presented to members...
IIBA 2020 August - Future You - IIBA Education for the 21st CenturyAustraliaChapterIIBA
Business Analysis, Data analytics, Agile Analysis, Cyber Security– these capabilities feature in every list of top in demand skills.
What do they all have in common? Well, these top skills are all acknowledged with dedicated IIBA® certifications.
IIBA® Australia is in its 11th year! This is 11 years of growing influence and delivering benefits for our members! Education, professional development support and certification are fundamental cornerstones of IIBA® membership value proposition.
Presentation Value/Learning Points:
In this session you will discover:
• IIBA® certification levels• Core certifications versus Specialised Domain certifications
• Certification & education support offered by Melbourne Branch to members
• New professional development offers for members –
Agile Extension Study Group, Virtual Study Group Data Analytics Study Group
• Mentoring Program – rolling out in Australia now
• Certification consultations bookings after the main presentation
Presenter–Briana Ertanin
Briana Ertanin
Briana is an accomplished professional with hybrid skill set spanning business analysis, change management, project and delivery management. She has experience in hands on delivery as well as leadership, coaching and mentoring. Briana is currently leading the PM and BA Practice of Toyota Financial Services.
Briana is very passionate about the future of business analysis and the opportunities for professional upskilling with agile knowledge and experience. Briana is CBAP® as well as certified in the Agile Analysis Certification – IIBA® as part of the pilot group applicants worldwide. Briana was previously a Director of Marketing in the National Board of IIBA Australia and led the Education and Certification portfolio at the Sydney Branch of the Australian Chapter.
June 2017 Presentation IIBA and Certification v3.pptxAyan Dey
This document provides an overview of a presentation about business analysis certifications from the International Institute of Business Analysis (IIBA). It discusses the IIBA organization and its value to members, an overview of popular certifications including the CCBA, CBAP, and ECBA, requirements for each certification level, and what's new in the BABOK v3 including additional techniques and a revised definition of business analysis. It also provides study tips for certification exams including joining a study group and taking practice exams.
Mohssine kerrou professional development presentationkerroumn
This document provides information about a professional development training on creating online diagnostic assessments using the Sakai platform. The training objectives are for faculty to be able to identify text types, create online assessments to identify student strengths and weaknesses, and use Sakai's gradebook. The training aims to help teachers tailor instruction to students and save grading time. It will also help staff gain expertise in technology integration. The training will cover using Sakai's assessment tools, creating question types, and publishing and sharing assessments. An evaluation plan involves a Sakai evaluation and questionnaires.
B Leaders Module 2: Diving deep with the BIAB Lab UK
This document outlines the agenda for a workshop on B Corp certification. The workshop will include an introduction to the B Corp movement, an overview of the certification process, a panel discussion with certified B Corps, and a demonstration and hands-on experience with the B Impact Assessment (BIA). The BIA is the tool used to evaluate a company's positive impact. It measures operational impact and impact business models. It is standardized across sectors and company sizes but adaptive. Certification involves completing the BIA, submitting supporting documents, and undergoing a review call and potential secondary review.
IWMW 2003 b4 QA for web sites (5 - The QA Focus Perspective)IWMW
Slides (5 - The QA Focus Perspective) used in workshop session B4 on "Catching Mistakes: QA for your Web site" at the IWMW 2003 event held at the University of Kent on 11-13 June 2003.
See http://www.ukoln.ac.uk/web-focus/events/workshops/webmaster-2003/sessions/index.html#workshops-b
The document provides an overview of the International Software Testing Qualifications Board (ISTQB). It discusses ISTQB's mission to advance the software testing profession through defining a body of knowledge, connecting the international testing community, and encouraging research. ISTQB offers certification programs at the Foundation, Advanced, and Expert levels, and its syllabi are available in many languages. Surveys have found benefits of ISTQB certification for both professionals and their employers, including improved productivity, recognition of skills, and increased marketability. The document also summarizes ISTQB's Agile Tester Extension, which aims to satisfy the growing demand for skills in agile testing environments.
CCBA® is recommended for mid-level BA professionals. The work experience requirement is 3750 hours which can translate to roughly 2.5 years of work experience.
CCBA aimed towards BA professionals having 2/3 years of exp
Developing BAs, Hybrid BAs – PMs, Testers, QA, Change Manager, Tech Lead etc
About Business Analysis:
Business analysis is a critical process that drives the project life cycle. The business analyst, acting as an intermediary between the business and technical communities, analyzes competing business needs and develops plans to implement the projects that support stakeholder objectives. In this course, you gain foundational knowledge of the role and function of the business analyst. You also learn to apply a clearly defined business analysis framework.
Target Audience:
Business Analysts, Software Analysts, Functional Analysts, Market Analyst, Project Managers, Software Architects, Senior Programmers, Transition Analysts, Transition Managers, Transition Leads.
Course Highlights and Key Take Away:
100% success rate for CBAP and CCBA certification past record
Question Bank with 450 IIBA model questions for all participants
Adaptive Processes Consulting (www.adaptiveprocesses.com) is an Endorsed Education Provider of IIBA, see the listing here http://tinyurl.com/IIBA-Adaptive-EEP
Complimentary e-learning on Business Analysis skills based on BABOK to all participants
Pre class reading material on BA tools to all participants
Hard copy Course material to all participants based on BABOK 2.0
CBAP/CCBA Preparation help and guidance by experienced CBAP certified faculty
Case study based approach
Complimentary business analysis toolkit for all participants for the session
We cover all essential BA tools and techniques like UML, BPM, Test Automation Tools, Requirement Elicitation
IIBA Endorsed program - You get 21 contact hours for CBAP/CCBA certification by IIBA
Faculty with more than decade long experience in business analysis and software project management, product development experience - Faculty is CBAP and an industry expert with lot of subject matter experience and is well known in the industry
Excellent participant feedback (http:// tinyurl.com/Linkedin-BA-feedback, http:// tinyurl.com/BA-feedback,http://www.adaptiveprocesses.com/Training-Feedback.html)
Complimentary CBAP model questions for all participants
The course also prepares the candidates for the CBAP certification with Mock test and preparation with sample questions.
We provide sample templates, policies and artifacts from our tool kit which helps people in implementation of the concepts in their job.
The program covers BA tools and techniques like UML, BPM, Requirements elicitation, Stakeholder Management, Solution Assessment and Elicitation Techniques etc.
Certified PMP® recipients can claim 21 PDUs for their CDU requirements by attending this workshop.
Program Feedback:
Please find the earlier program feedback under the following link:
http://tinyurl.com/Linkedin-BA-feedback
http://tinyurl.com/BA-feedback
http://www.adaptiveprocesses.com/Training-Feedback.html
BA workshop FAQ:
http://www.adaptiveprocesses.com/faq/BusinessAnalystTrainingFAQ.pdf
This document provides an overview of a 21-hour CBAP preparation course. The course will cover key topics over 3 days, including an introduction to the course, the CBAP exam, the IIBA organization, and the evolution of business analysis as a profession. Participants will learn about the BABOK guide v2 knowledge areas covered in the exam and practice exam questions. The goal is to prepare attendees to sit for the rigorous 150 question, 3.5 hour CBAP certification exam.
This document summarizes an online training course to become certified as an ISO 9001 Lead Auditor. The 32-hour, on-demand course teaches students to understand all ISO 9001 requirements, analyze how effectively organizations implement each requirement, and conduct complete internal audits including writing reports. Upon successful completion, students receive a certificate verifying competence in quality management, auditing, and team leadership from Exemplar Global.
Developing, Validating, and Analyzing Structured Interviews (Overview)Biddle Consulting Group
The purpose of any selection interview is to provide an applicant with a fair opportunity to demonstrate the KSAPCs and experiences that qualify them for the position. While the interview is the most commonly used component of selection systems, it can also be the most misunderstood and misapplied. Handled poorly, an interview can not only be ineffective, but may also have unintended adverse impact. Otherwise qualified applicants may be eliminated if the many variables contributing to a successful interview are not implemented properly. Because an interview, by nature, will not measure characteristics of the entire applicant, it should be used in conjunction with the other selection procedures. A structured interview can serve as a useful supplement to the other selection procedures to allow the employer to gain valuable insight regarding certain aspects of an applicant’s KSAPCs. It is different from unstructured interviews in that the same questions are asked of every applicant in the same way to ensure that all applicants are assessed using the same criteria.
Learn more about the BCG Institute for Workforce Development by going to www. BCGInstitute.org
Visit http://bcginstitute.org/?AIBookSeries to learn about the Adverse Impact and Test Validation webinar series based on Dr. Biddle's book.
The Certied Business Analysis Professional (CBAP®)
designation is a sought-after certication from the International Institute of Business
Analysis (IIBA®) for professionals who have signicant Business Analysis experience.
This globally recognised professional credential is achieved after successfully
passing a rigorous three and a half hour exam of 150 questions based on the
Business Analysis Body of Knowledge (BABOK®).
Ludka Kotarska Mid-term self-assessment revisited - making the most of the Ea...eaquals
This document discusses institutional self-assessment and its role in the Eaquals quality cycle. It describes the objectives and benefits of self-assessment, including encouraging reflection, empowering staff, and identifying areas for improvement. The document outlines Eaquals' self-assessment process, including conducting a self-assessment questionnaire, activities, and developing an action plan based on the results. It also discusses mid-term self-assessment, where institutions assess their progress since the last inspection. The document raises issues with the current approach and proposes focusing mid-term self-assessment on implementing recommendations and assessing indicators of excellence to better facilitate ongoing quality improvement.
The document introduces Open ECBCheck, a methodology for quality certification of e-learning programs and institutions. It provides an overview of the criteria frameworks, certification process, and governance structure. The certification process involves a self-assessment followed by peer review. The governance structure includes an advisory board, administrative office, and awarding body to oversee the certification labels and processes.
This document provides an overview of an 8-workshop program to develop assessor skills. The workshops will cover planning assessment activities, assessing competence, and participating in assessment validation. They will be delivered virtually over 3 hours each via video conferencing platforms. Between workshops, participants will complete approximately 1 hour of independent preparation. The workshops will use various interactive methods and technologies to teach participants how to organize assessment processes, develop assessment tools, and assess candidates' competence against standards. Upon completing the workshops and assessment tasks, participants will meet the requirements of the Assessor Skill Set qualification.
This document discusses planning for gathering evidence in assessments. It covers confirming organizational requirements, identifying candidate characteristics, identifying the assessment context, clarifying evidence gathering methods and instruments, and organizing resource requirements. Reasonable adjustments that can be made for assessments are also outlined, such as using electronic technology, adjusting the physical environment, or providing flexible assessment times. The assessment context considerations include whether assessments are on or off the job, their location, settings, required personnel, and workplace procedures.
The document discusses the roles and responsibilities of a facilitator in planning and delivering group-based learning. It addresses identifying learning program requirements, regulatory environments, learning objectives, learner requirements, and developing a delivery plan. The facilitator must understand the learning context, including the type of program, objectives, and learner needs, in order to effectively plan and organize a group learning experience.
This document discusses delivering training and considers different delivery techniques and resolving conflict. It addresses coaching, facilitating interpersonal skills, responding to incorrect answers, types of conflict, and resolving conflict. The document recommends practicing communication skills, considering record keeping, and reviewing learner and trainer performance.
The document discusses the roles and responsibilities of a facilitator in planning and delivering group-based learning. It addresses identifying learning program requirements, regulatory environments, learning objectives, learner requirements, and developing a delivery plan. The facilitator must understand the learning context, including the type of program, objectives, and learner needs, in order to effectively plan and organize a group learning experience.
The TAE40110 Certificate IV in Training and Assessment comprises 7 core units and 3 elective units for a total of 10 units. The core units cover planning and conducting assessment, designing learning programs, and delivering group-based and workplace learning. Completing this qualification provides the competencies required to deliver training and conduct competency-based assessment. Benefits of obtaining this qualification include it being an Australian recognized qualification, increasing skills and knowledge in vocational education and training, and offering career mobility and development opportunities.
This document discusses planning for gathering evidence in assessments. It covers confirming organizational requirements, identifying candidate characteristics, identifying the assessment context, clarifying evidence gathering methods and instruments, and organizing resource requirements. Reasonable adjustments that can be made for assessments are also outlined, such as using electronic technology, adjusting the physical environment, or providing flexible assessment times. The assessment context considerations include whether assessments are on or off the job, their location, settings, required personnel, and workplace procedures.
This document discusses planning for assessment, including identifying the purpose of assessment, specifications for assessment, accessing and clarifying assessment plans, and identifying one's own role and responsibilities. Specifications for assessment usually include units of competency as well as industry, enterprise, and quality standards. Planning involves understanding assessment plans and what one's role may entail, such as administering assessments or providing feedback.
Competency-based assessment in vocational education and training (VET) measures people against defined standards rather than comparing them against each other. Evidence for assessment can come from samples of a candidate's work, observation checklists, interviews, supervisor reports, answers to questions, and documents completed by the candidate. The document outlines how to contribute to the assessment process by planning to gather evidence for assessment according to competency standards.
This document discusses how to collect evidence for assessment. It outlines preparing the candidate by informing them of the assessment process and addressing any limitations or safety issues. It also explains how to gather evidence, such as through observation, questions, and documentation, as well as informing candidates of the next steps after assessment.
This document provides an overview of planning a training session including:
1) Outlining instructional objectives and desired learning outcomes.
2) Designing a sample training plan that considers learners' needs, prior experiences, and learning styles.
3) Identifying occupational health and safety considerations in the learning environment including hazard identification and the trainer's responsibilities to manage risks.
Organize and plan training instruction, conduct demonstrations and simulations to develop skills, and review personal performances. To be assessed as competent, trainees must conduct three training sessions using different techniques and effective communication skills. The first session introduces workplace training and how to consider the three aspects of performance and break down tasks. Trainees will practice breaking down rescue tasks into steps.
The session focused on wrapping up presentation activities and completing the Trainer skill set workshop. Participants discussed feedback and evaluations of the workshop. Certificates were distributed to signify completion of the Trainer skill set training.
The document provides tips and strategies for effective communication. It discusses the importance of listening to understand rather than reply, giving full attention, keeping an open mind, and summarizing what was said. It also addresses different communication channels like email, meetings, and notice boards. Finally, it lists tips for good communication such as team involvement, creating a consultative environment, supporting consultation, and giving feedback.
This document outlines the requirements for two presentations to be assessed as part of a training program. It discusses establishing an effective communication presence through research, organizing information clearly using the INTRO model, using appropriate visual aids, employing positive body language, delivering information on track and with support, and evaluating audience understanding at the end. The two assessments will be based on informal and formal presentations of simulated practical activities aligned to the training.
This session covers evaluating and training, including practicing communication and feedback skills, reviewing the learner's and trainer's performance, and considering record keeping requirements. The key points are: monitoring the trainee's performance through regular communication and practice; checking that performance meets workplace standards; providing feedback on work skills that focuses on both positives and negatives; and maintaining accurate records of training at the individual, local, and state levels according to public record requirements.
This document provides an overview of session 3 of a training program which focuses on delivering training and resolving conflict. It discusses different delivery techniques, coaching approaches, group dynamics, types of conflict and steps to help transfer knowledge from training to the job including using training aids, coaching, setting goals, incentives, communication, engagement and follow up. The document emphasizes applying skills on the job and measuring performance to ensure training is effectively transferred.
The document discusses how to contribute to assessment validation outcomes. It states that information from the validation process should be analyzed to identify ways to improve assessment, such as revising evidence collection processes or assessor training. Recommendations for improvements like changes to policies or assessment tools should then be documented in an action plan and records kept to ensure the recommendations are implemented and the process is continuously improved.
This document provides guidance on gathering evidence for competency-based assessment. It outlines that assessors should prepare candidates, use appropriate assessment methods and tools, support candidates, address occupational health and safety issues, and apply principles of assessment. Evidence can come from products, documents, observations, portfolios, answers to questions, or supervisor reports. Assessors should brief candidates, use tools to guide evidence gathering, give clear instructions, and stop assessments if risks are present.
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A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
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This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
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Making of a Nation.
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Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) CurriculumMJDuyan
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
Housekeeping:
Discuss WHS issues in the classroom to ensure that students are working with each other in safe conditions:
Behaviours
Movement in the classroom
Storage of personal items – bags etc.
Location of facilities.
Encourage students to lead the safety check of the learning environment at the beginning of each session – check floors, tables, cleanliness etc.
Image: Used with permission from Microsoft
Explain to students the range of topics that are to be covered in these two units
Image – used with permission from Microsoft
Provide an opportunity to review the assessment task requirements so that students are aware of what will be required.
You could:
ask students to read the task,
share their thoughts with the people around them and
identify questions that they may have about the assessment.
then discuss with the wider group
Describe each of the steps in the assessment task for these units.
Explain that the tasks cover two units of competency.
Assessment is about gathering relevant evidence about a persons knowledge and ability and making an informed decision
Is assessment scary?
Refer to the assessment process on page 247-248 of textbook (Hill, Hill & Perlitz – Vocational Training and Assessment – McGraw-Hill 2016)
Consider
Discuss
Create
Implement
Feedback
Validate
These headings are expanded on in the list on page 248
Discuss the various contributions of the different groups.
Evidence or proof needs to be shown in order to make an assessment decision – candidates need to demonstrate that they have the skills, knowledge and attitude.
Refer to page 252 of textbook (Hill, Hill & Perlitz – Vocational Training and Assessment – McGraw-Hill 2016)
Assessment is all about gathering evidence and making judgements about a candidates performance against benchmarks or standards. To be deemed competent you have to be able to demonstrate that you can meet all of the requirements for the benchmark or standard.
Mapping TAEASS401 KE 5
Assessment process and documentation is developed to incorporate the following concepts:
Criterion referenced – against a benchmark or standard
Evidence based – using direct, indirect and supplementary evidence that is valid, authentic, current and sufficient
Participatory – the candidates are consulted i.e. checking about personal and work requirements, providing clear instructions
Refer to pages 250 – 252 of textbook (Hill, Hill & Perlitz – Vocational Training and Assessment – McGraw-Hill 2016)
TAEASS401 KE 5
Norm referenced – measured against other candidates results e.g. VCE
Ipsative referenced – measured against the individuals previous achievement e.g. Runner’s Personal Best.
TAEASS401 KE 5
The high jumper could be assessed in a range of ways.
Criterion referenced – has to jump 1 metre 20
Norm referenced – the jump is compared to other competitors – jumping the highest means winning the gold medal
Ipsative referenced – trying to improve on each attempt by clearing the bar at a higher level each time.
TAEASS401 KE 5
TAEASS401 KE 5
Place students into groups of four and ask them to categorise each of the assessment situations:
Criterion Referenced
Norm Referenced
Ipsative Referenced
Ask them to create a heading for each category and list which assessment situation they think falls under the heading.
Discuss the choices as a class
Recap on the day’s learnings – summarise the key points on the whiteboard
Ask class to reflect on what they will take away from this class
Q&A
TAEASS401 KE 3 PC1.2; TAEASS502 PC1.2; KE6
Assessment of candidates can be against any of these standards or benchmarks:
Units of competency from endorsed training packages – such as TAE40116 and the units within the qualification
Modules from a curriculum – such as some VCAL
Standard operating procedures – such as using breathing apparatus for CFA volunteers
Product specifications – such as construction of a piece of furniture
Legislation – including regulations and specified codes of practice such as bullying and harassment, workplace health and safety
Workplace policies and procedures – such as customer engagement, document storage
TAEASS401 KE 3 PC1.2; TAEASS502 PC1.2; KE6
Briefly discuss the components of the training package – particularly as they relate to the development of assessment tools – ie Units of competency and assessment requirements.
These are dealt with separately on the following slides.
The companion guide explains the endorsed components as:
Qualifications – Consist of units of competency combined into meaningful groups to meet workplace roles – aligned to AQF levels
Units of competency – specify the standards of performance required in the workplace
Assessment requirements – specify performance evidence, knowledge evidence and conditions for assessment for each UoC
Credit arrangements – specifies details of credit arrangements between vocational and higher education qualifications
TAEASS401 KE 3 PC1.2;; TAEASS502 PC1.2; PC1.3; KE6
Refer to pages 45 to 50 of textbook (Hill, Hill & Perlitz – Vocational Training and Assessment – McGraw-Hill 2016). It would also be useful to hand out a unit of competency – for example BSBCUS401 (used as an example in the textbook) or TAEASS401 or 502 as a unit relevant to their current study.
Discuss the components of the unit of competency and explain that the elements, performance criteria and foundation skills must be all covered when planning assessment activities and designing and developing tools.
Pre-requisites: Optional part of a unit of competency used when another unit must be completed before undertaking this unit. See paragraph on pre-requisites at top of page 49. Assessment activities can then be based on the knowledge that students will already have been found competent in the pre-requisite unit.
Elements: Describe the significant functions and tasks that relate to the work to be done. Refer to the elements in the unit used as an example in Table 2.5. The three elements for this unit (the table lists only element 1) are:
Advise on customer service needs
Support implementation of customer service strategies
Evaluate and report on customer service
Performance criteria: specify the required performance for each task (element).
Ask students to discuss the performance criteria for Element 1 of BSBCUS401 – see Table 2.5. and what these might mean for assessment planning.
Foundation skills: these describe the language, literacy and numeracy skills that are essential to performance within this unit of competency.
Ask students to have a look at the foundation skills listed for BSBCUS401 – see Table 2.6 on page 50.
Discuss how these foundation skills would influence assessment development.
The unit of competency also provides a link to the relevant companion guide. The companion guide provides information to assist in the delivery of training packages. It provides specific information and advice about the history, structure, key features and application of the relevant training package.
TAEASS401 KE 3 PC1.2;; TAEASS502 PC1.2 PC1.3; KE6
Refer to pages 50-51of textbook (Hill, Hill & Perlitz – Vocational Training and Assessment – McGraw-Hill 2016). It would also be useful to hand out the assessment requirements (same unit as used for previous slide)
Discuss the components of the assessment requirements and stress the importance of fully covering each component when planning assessment activities and designing and developing tools.
Performance evidence: Provides very clear instruction on the specifics of what a candidate must demonstrate to satisfy the performance standards.
Ask students to discuss the performance evidence for BSBCUS401 (see Table 2.7 on page 51) or other unit example being used
Discuss how the performance evidence often stipulate the number of times that something needs to be demonstrated. For example:
the first performance evidence for TAEASS401 – Plan assessment activities and processes states:
The candidate must demonstrate the ability to complete tasks outlined in the elements and performance criteria of this unit, including:
planning and organising the assessment process on a minimum of five separate occasions
planning and organising two Recognition of Prior Learning (RPL) assessments (which may be two of the five assessment processes above.)
Knowledge evidence: specifies the knowledge that is needed to carry out the work tasks described in the elements/performance criteria
Ask students to discuss the knowledge evidence that is listed for BSBCUS401 (See Table 2.7 on page 51) or other unit example being used
Discuss how this knowledge would be essential to a person working with customers.
Assessment conditions: An important and often overlooked section of the assessment requirements. Describes the mandatory conditions for assessment.
Ask students to discuss the assessment conditions for BSBCUS401 unit (See Table 2.7 of page 51) or other unit example being used
Discuss why these particular conditions would be important for this unit.
Explain how the assessment conditions may also specify requirements for assessors. For example in the unit CHCCDE006 – Work to empower Aboriginal and/or Torres Strait Islander communities the assessment conditions specify conditions for assessors as follows:
Assessors must satisfy the Standards for Registered Training Organisations (RTOs) 2015/AQTF mandatory competency requirements for assessors.
In addition, assessment must be undertaken by a workplace assessor who has expertise in this unit of competency and who is:
an Aboriginal and/or Torres Strait Islander community services worker
or:
accompanied by an Aboriginal and/or Torres Strait Islander person who is a recognised member of the community
Recap on the day’s learnings – summarise the key points on the whiteboard
Ask class to reflect on what they will take away from this class
Q&A