This document discusses planning for learner support in group-based learning. It outlines that the learner should understand how to plan for the learning experience, inclusive practices, and learner supports. It describes documenting the plan and different types of support, including altering the program, materials, timelines or skill levels. Support can also include external support services or internal supports from coworkers and supervisors using cooperative learning strategies. The next step is to create inclusive learning cultures and organize content for effective delivery.
This document discusses organizing content for inclusive learning. It recommends chunking, sequencing, and contextualizing material. It also suggests using a skills-based delivery approach of defining, demonstrating, practicing, and observing skills. The document lists relevant legislation addressing diversity and advises facilitators to recognize diversity, value unique experiences, and use inclusive materials and processes while complying with legislation.
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.
Strategic Alignment of Teaching and Learning Enhancement Funding in Higher Ed...National Forum T&L
The National Forum hosted a webinar on 13 June to provide an overview of the different types of T&L Initiatives outlined in the call and answer any queries potential applicants may have.
To view this recording, please see https://zoom.us/webinar/register/WN_lMyUWtTlTEeCZgFXAgpYKg
Skills and Education Annual Conference Sponsorship brochureAneka Cann
The document outlines sponsorship opportunities for the inaugural Skills and Education Group conference on May 16, 2018 in Nottingham. It provides details on second tier sponsorship, voting pad sponsorship, drinks reception sponsorship, conference merchandise sponsorship, and exhibitor packages. Sponsorship benefits include logo placement, advertising, networking opportunities, and conference passes. The second tier sponsorship is the highest level at £5,500+VAT.
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.
We appreciate that time out of the office can be difficult to justify, especially with the constant pressures of return on investment and time. This is why we have put together this short prospectus for you to use it in your internal decision-making process, if needed - hope it's useful!
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 discusses planning for learner support in group-based learning. It outlines that the learner should understand how to plan for the learning experience, inclusive practices, and learner supports. It describes documenting the plan and different types of support, including altering the program, materials, timelines or skill levels. Support can also include external support services or internal supports from coworkers and supervisors using cooperative learning strategies. The next step is to create inclusive learning cultures and organize content for effective delivery.
This document discusses organizing content for inclusive learning. It recommends chunking, sequencing, and contextualizing material. It also suggests using a skills-based delivery approach of defining, demonstrating, practicing, and observing skills. The document lists relevant legislation addressing diversity and advises facilitators to recognize diversity, value unique experiences, and use inclusive materials and processes while complying with legislation.
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.
Strategic Alignment of Teaching and Learning Enhancement Funding in Higher Ed...National Forum T&L
The National Forum hosted a webinar on 13 June to provide an overview of the different types of T&L Initiatives outlined in the call and answer any queries potential applicants may have.
To view this recording, please see https://zoom.us/webinar/register/WN_lMyUWtTlTEeCZgFXAgpYKg
Skills and Education Annual Conference Sponsorship brochureAneka Cann
The document outlines sponsorship opportunities for the inaugural Skills and Education Group conference on May 16, 2018 in Nottingham. It provides details on second tier sponsorship, voting pad sponsorship, drinks reception sponsorship, conference merchandise sponsorship, and exhibitor packages. Sponsorship benefits include logo placement, advertising, networking opportunities, and conference passes. The second tier sponsorship is the highest level at £5,500+VAT.
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.
We appreciate that time out of the office can be difficult to justify, especially with the constant pressures of return on investment and time. This is why we have put together this short prospectus for you to use it in your internal decision-making process, if needed - hope it's useful!
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 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 establishing learning relationships in the workplace. It addresses understanding regulatory environments, learning program requirements, and identifying different types of learning relationships between facilitators, employees, and learners. These include guiding new employees, supporting changed roles, addressing organizational change, developing new skills for existing staff, and providing on-the-job learning for apprenticeships. The next steps are to plan for the learning experience, inclusive practices, and supports for the learner.
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 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.
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 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.
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.
The document discusses time management and planning for construction projects. It emphasizes the importance of planning to ensure tasks are completed on schedule and within budget. Various types of plans are described, from strategic long-term plans to short-term operational plans. The key stages of a typical construction project are also outlined, from excavation and foundations to finishes like painting. Proper planning is said to reduce waste and uncertainty while helping monitor progress.
This document discusses challenges that may occur during presentations and provides strategies for managing question and answer sessions, disruptions, contingencies, time, and different situations. It recommends preparing for questions, practicing responses, and getting feedback. When facing difficult audiences, it advises keeping calm, redirecting questions, and focusing on topics rather than people. For time management, it suggests using timekeepers and rehearsing to finish on schedule. In the event of disasters, the document states to remain calm and ask for help, acknowledging any errors. It also provides examples of potential problems to role play, such as power failures or medical emergencies during a presentation.
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.
Job planning involves sequencing operations in a logical order to complete a job successfully. A job plan may be mentally conceived for simple jobs or documented through flow charts or diagrams for more complex projects. Effective planning establishes the what, how, when, where, who, and why of all activities needed to complete a project on time and on budget. Planning reduces uncertainty and waste by helping anticipate challenges and prepare solutions.
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 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.
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 outlines 15 safety rules for working in a workshop, including wearing protective clothing like aprons and shoes, tying back long hair, not rushing projects, turning off machines before cleaning, only operating one machine at a time, and reporting any damage done to equipment. Students are instructed to follow directions from teachers, work only with permission and supervision, and avoid running or horseplay in the workshop.
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.
Wissenspool.318.vortrag nr _1__the_challenge_of_developing_lean_management.54...Mario Charlin
This document discusses developing lean management through scientific thinking and deliberate practice routines called kata. It introduces the Improvement Kata model which provides a four-step pattern for continuous improvement. While this model is useful, simply explaining it is not enough to change behaviors and thinking. Lastly, it discusses that deliberate practice of routines is needed to develop new ways of thinking and acting since adults have lost their natural, born scientific thinking abilities. Practicing routines helps make scientific thinking a learned skill.
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 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 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 establishing learning relationships in the workplace. It addresses understanding regulatory environments, learning program requirements, and identifying different types of learning relationships between facilitators, employees, and learners. These include guiding new employees, supporting changed roles, addressing organizational change, developing new skills for existing staff, and providing on-the-job learning for apprenticeships. The next steps are to plan for the learning experience, inclusive practices, and supports for the learner.
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 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.
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 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.
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.
The document discusses time management and planning for construction projects. It emphasizes the importance of planning to ensure tasks are completed on schedule and within budget. Various types of plans are described, from strategic long-term plans to short-term operational plans. The key stages of a typical construction project are also outlined, from excavation and foundations to finishes like painting. Proper planning is said to reduce waste and uncertainty while helping monitor progress.
This document discusses challenges that may occur during presentations and provides strategies for managing question and answer sessions, disruptions, contingencies, time, and different situations. It recommends preparing for questions, practicing responses, and getting feedback. When facing difficult audiences, it advises keeping calm, redirecting questions, and focusing on topics rather than people. For time management, it suggests using timekeepers and rehearsing to finish on schedule. In the event of disasters, the document states to remain calm and ask for help, acknowledging any errors. It also provides examples of potential problems to role play, such as power failures or medical emergencies during a presentation.
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.
Job planning involves sequencing operations in a logical order to complete a job successfully. A job plan may be mentally conceived for simple jobs or documented through flow charts or diagrams for more complex projects. Effective planning establishes the what, how, when, where, who, and why of all activities needed to complete a project on time and on budget. Planning reduces uncertainty and waste by helping anticipate challenges and prepare solutions.
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 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.
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 outlines 15 safety rules for working in a workshop, including wearing protective clothing like aprons and shoes, tying back long hair, not rushing projects, turning off machines before cleaning, only operating one machine at a time, and reporting any damage done to equipment. Students are instructed to follow directions from teachers, work only with permission and supervision, and avoid running or horseplay in the workshop.
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.
Wissenspool.318.vortrag nr _1__the_challenge_of_developing_lean_management.54...Mario Charlin
This document discusses developing lean management through scientific thinking and deliberate practice routines called kata. It introduces the Improvement Kata model which provides a four-step pattern for continuous improvement. While this model is useful, simply explaining it is not enough to change behaviors and thinking. Lastly, it discusses that deliberate practice of routines is needed to develop new ways of thinking and acting since adults have lost their natural, born scientific thinking abilities. Practicing routines helps make scientific thinking a learned skill.
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 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 discusses designing and reviewing learning programs. It covers policies and procedures, learner differences, delivery strategies, learning activities, assessment strategies, implementation, and review. The goal is to teach how to design a learning program ready for implementation and review the program. Learners are instructed to complete three assessment tasks to demonstrate their understanding of designing and justifying a learning program.
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 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.
TeachME - A Guide for Educators - Facilitating intensive language courses thr...TeachME
The Facilitator Guide for Intensive Language Teaching Pathways is a valuable tool for organisers,
facilitators, and teachers of intensive one-year language courses.
It can also be of value to teachers of intensive language courses, who will find various tips and guidelines on how best to organise and run a course with the ambitious aim of enabling students to move up several CEFR language levels in one academic year.
This document discusses planning an effective presentation. It emphasizes the importance of preparation, including developing an introduction, body, and conclusion; understanding the audience and purpose; using mind maps; and rehearsing. Effective preparation helps presenters feel more confident and focused on the audience. Presenters should consider room layout, imagery, and next steps.
Universal Design for Learning Brown Bag PresentationLHoustonMemphis
Join us as we discuss universal design principles and strategies for meeting the needs of all online learners.
Event Sponsored by: The University of Memphis Center for Innovative Teaching and Learning
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 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 different topics related to learner behaviors and group dynamics. It identifies different learner behaviors and maintaining positive learning relationships as key things to understand from the session. It also discusses Tuckman's model of group behavior, managing group dynamics, resolving conflicts, keeping records for compliance and evaluation purposes, and maintaining instructional materials.
The document discusses different topics related to learner behaviors and group dynamics. It identifies different learner behaviors and maintaining positive learning relationships as key things to understand from the session. It also discusses Tuckman's model of group behavior, managing group dynamics, resolving conflicts, keeping records for compliance and evaluation purposes, and maintaining instructional materials.
This document discusses facilitation skills and learning styles. It identifies different learning styles such as visual, auditory, kinesthetic (VAK) and left/right brain dominance. It also describes PART, global/analytical, and logical/reflective thinking styles. The document advises facilitators to consider these various learning styles when planning training in order to engage all learners. It suggests using a content cycle that moves from big picture to details when facilitating to different learning preferences.
This document outlines the draft agenda and objectives of the COMET Preparatory Meeting being held in Vienna in December 2010. The agenda includes sessions on project planning, proposal development, and next steps. The objectives of COMET Multilateral Projects are to improve teacher training, develop teaching strategies, and identify outcomes like new curricula or training courses. Eligible activities include developing and testing new teaching materials. Successful proposals will be collaborative projects between at least three organizations in different countries, with clear needs, innovative elements, and a plan to create impact and ensure sustainability.
This document provides information about an upcoming international teacher training course on integrating information and communication technologies (ICT) into education. The 7-day course will be held in Balikesir, Turkey from January 17-23, 2016. It aims to help teachers learn how to effectively use ICT tools to support learning and teaching. The training will include theoretical and practical sessions to familiarize teachers with innovative ICT applications and help them develop ICT-enriched learning activities for their own instructional contexts. Participants are asked to prepare short presentations about their organizations and goals for the course. The hosting organization is Balikesir University, which has various faculties including an Information and Communication Technology department.
The document outlines a plan by the Learning Technology Development team at Edge Hill University to build staff confidence and skills in using technology enhanced learning. The plan includes gaining support from faculty management, establishing support networks, launching an initiative to publicize the program, identifying individual training needs, delivering group training sessions, facilitating personalized development activities, and showcasing solutions to disseminate experiences. The goal is to help teachers integrate appropriate technologies into learning and improve the student experience.
The document outlines an agenda for a day exploring digital resources for curriculum, assessment, and technology. The schedule includes introductions, a questionnaire, group work, identifying tools, and evaluation. It also discusses possible plans to address issues of access to technology resources and staff development through workshops and support sessions. Finally, it covers benefits and challenges of communities of practice for sharing expertise, resources, and improving quality of teaching, as well as a proposal for common staff development days and calendar in 2010-2011.
The National Education Technology Plan (NETP) provides a vision for transforming American education through technology. It sets goals in five areas: learning, assessment, teaching, infrastructure, and productivity. The plan aims to individualize education, improve teacher collaboration, and better prepare students for further education and careers through innovative uses of technology.
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 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, 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 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 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 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 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.
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.
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.
Gender and Mental Health - Counselling and Family Therapy Applications and In...PsychoTech Services
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!
A Visual Guide to 1 Samuel | A Tale of Two HeartsSteve Thomason
These slides walk through the story of 1 Samuel. Samuel is the last judge of Israel. The people reject God and want a king. Saul is anointed as the first king, but he is not a good king. David, the shepherd boy is anointed and Saul is envious of him. David shows honor while Saul continues to self destruct.
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إضغ بين إيديكم من أقوى الملازم التي صممتها
ملزمة تشريح الجهاز الهيكلي (نظري 3)
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تتميز هذهِ الملزمة بعِدة مُميزات :
1- مُترجمة ترجمة تُناسب جميع المستويات
2- تحتوي على 78 رسم توضيحي لكل كلمة موجودة بالملزمة (لكل كلمة !!!!)
#فهم_ماكو_درخ
3- دقة الكتابة والصور عالية جداً جداً جداً
4- هُنالك بعض المعلومات تم توضيحها بشكل تفصيلي جداً (تُعتبر لدى الطالب أو الطالبة بإنها معلومات مُبهمة ومع ذلك تم توضيح هذهِ المعلومات المُبهمة بشكل تفصيلي جداً
5- الملزمة تشرح نفسها ب نفسها بس تكلك تعال اقراني
6- تحتوي الملزمة في اول سلايد على خارطة تتضمن جميع تفرُعات معلومات الجهاز الهيكلي المذكورة في هذهِ الملزمة
واخيراً هذهِ الملزمة حلالٌ عليكم وإتمنى منكم إن تدعولي بالخير والصحة والعافية فقط
كل التوفيق زملائي وزميلاتي ، زميلكم محمد الذهبي 💊💊
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How to Manage Reception Report in Odoo 17Celine George
A business may deal with both sales and purchases occasionally. They buy things from vendors and then sell them to their customers. Such dealings can be confusing at times. Because multiple clients may inquire about the same product at the same time, after purchasing those products, customers must be assigned to them. Odoo has a tool called Reception Report that can be used to complete this assignment. By enabling this, a reception report comes automatically after confirming a receipt, from which we can assign products to orders.
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...EduSkills OECD
Andreas Schleicher, Director of Education and Skills at the OECD presents at the launch of PISA 2022 Volume III - Creative Minds, Creative Schools on 18 June 2024.
A Free 200-Page eBook ~ Brain and Mind Exercise.pptxOH TEIK BIN
(A Free eBook comprising 3 Sets of Presentation of a selection of Puzzles, Brain Teasers and Thinking Problems to exercise both the mind and the Right and Left Brain. To help keep the mind and brain fit and healthy. Good for both the young and old alike.
Answers are given for all the puzzles and problems.)
With Metta,
Bro. Oh Teik Bin 🙏🤓🤔🥰
Temple of Asclepius in Thrace. Excavation resultsKrassimira Luka
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
How to Setup Default Value for a Field in Odoo 17Celine George
In Odoo, we can set a default value for a field during the creation of a record for a model. We have many methods in odoo for setting a default value to the field.