Performance-based Employee Qualification/ Certification Systems and Performance Test Development
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Performance-based Employee Qualification/Certification Systems and Performance Tests Guy W. Wallace Certified Performance Technologist
description
This 2008 presentation was delivered at the Handshaw E Learning Conference by Guy W. Wallace, CPT - based on the book he co-authored with Ray Svenson
Transcript of Performance-based Employee Qualification/ Certification Systems and Performance Test Development
Performance-based Employee Qualification/Certification Systems and Performance Tests
Guy W. WallaceCertified Performance Technologist
Objectives & Agenda & Introductions
• Session Objectives, Agenda, Presenter Introduction
• Agenda: Part 1• A Brief Background• A Focus on “Performance” versus “Knowledge”• Performance Test Format: 3-Page version• Performance Test Format: 2-Page version• Slow-Motion Demo and a parallel Appo (Application)• Appo Debrief
• Agenda: Part 2• 9 Q/C Sub-Systems Model• 10 Phase Model for Standing the System Up and Getting It Running• 6 Phase Model for Adding Successive Target
Audiences/Performances • Summary & Close
Copyright 2008 Handshaw, Inc.
Guy W. Wallace, CPT
• Guy has been in the performance improvement field since 1979 when he joined Wickes Lumber, and then Motorola, and then he served as an external consultant to government and industry between 1982 through 2007. He joined Wachovia’s General Bank Group’s Learning & Development organization in January 2008.
• His consulting clients included 44 Fortune 500 firms. Guy’s specialty area is the quick conduct of both the analysis and design of large-scale Curriculum Architecture Designs (CADs). He has done 74.
• Guy has published five books, and more than 70 articles. The books are: – The Quality RoadMap, lean-ISD, T&D Systems View, Management Areas of Performance, and
Performance-based Employee Qualification/Certification Systems
• Guy has presented more than 70 times at international conferences and chapters of the International Society for Performance Improvement (ISPI), the American Society for Training & Development (ASTD), and at the Conference for Nuclear Training & Educations, Association for Behavior Analysis, Midwest Nuclear Training Association, and Lakewood Conference’s Training.
• He was the treasurer and an executive director on the 1999 - 2000 board of the International Society for Performance Improvement, ISPI. He was later elected President of ISPI, serving April 2003 until April 2004.
• Guy's biography was listed in Marquis Who's Who in America in 2001. He was designated a Certified Performance Technologist (CPT) in 2003. He was recruited as a Thought Leader for ISPI's Instructional Systems (IS) Professional Community in 2004.
Copyright 2008 Handshaw, Inc.
Copyright 2008 Handshaw, Inc.
◄ This 2008 e-book is based on two large scale projects by both authors for two different clients in Alaska in 1987 and 1994, and in subsequent projects by Guy’s organization - CADDI 1997-2002.
►1987 Prudhoe Bay Oil Field Technicians Pay Progression Program
► 1994 Alaskan Pipeline Technicians Pay Progression Program
► 1997-2002: Branch Managers, Engineers, Sales Representatives, Technical Installers
A focus on Performance versus on Knowledge
Performance Competence: The Ability to Perform Tasks to Produce Outputs to Stakeholder Requirements
The philosophy is: “the ability to do” – adequately addresses any “knowledge needed in order to do” - so there is no need to test enabling knowledge – just test performance!
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2 Format Examples for a “Performance Test”
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3 Page Version 2 Page Version
Performance Test - 3 Page Version
Performance Test - 2 Page Version
Slow Motion Demo and Appo Using the 2-Sided Version of the Test Format
Me: Doing the Demo (Modeling Application)
• Identify Target Performance
• Complete Side 2: Define Outputs and Tasks and Measures/Standards
• Complete Side 1: Define Administrative Information
You: Doing the Appo (2 Person Application Exercise)
1. Identify Target Performance
2. Complete Side 2: Define Outputs and Tasks and Measures/Standards
3. Complete Side 1: Define Administrative Information
1. Access Blog Site
2. Access Blog
3. Open New Post
4. Add Title and Graphics
5. Add New Text and Cut & Pasted Text
6. Adjust Font Size, Color, Bold, Etc.
7. Run Spell Check
8. Preview & Adjust As Needed
9. Publish Post
10.Review and Edit As Needed
1. Correct URL used
2. Correct Password
3. Done Quickly
4. Done Quickly and with Eye Appeal
5. Done Quickly and with Eye Appeal
6. Done Quickly and with Eye Appeal
7. Done Quickly
8. Done Quickly and with Eye Appeal
9. Done Quickly
10.Done Quickly
Add New Blog Post A-326
At any Internet Computer
20 Marketing sends announcement
Administrators Coordinators
20 minute time limit Blog Site Help Area; Peer Coaching
On Line Help on Blog Site
Can Find and Open New Post
Can add Title and Tags
Can add Graphics
Can add and adjust Text
Can run Spell Check
Can Publish the Post
Debriefing and Q&A
• What “Information Do You Need” to Develop Performance Tests?
• What are good “sources” for this Test Content?
• What are good “approaches for gathering” this Test Content?
• What are good “approaches for validating” the Test Content?
• Additional “Questions/ Comments/ Concerns about the Test Format or Content?”
Copyright 2008 Handshaw, Inc.
Next…Part 2…
• 9 Sub-Systems to put in place and operate as needed
• 10 Phases for “standing up” the system and getting it running
• 6 Phases for adding additional Performance Tests for successive target audiences/ target performances – addressed post- System “Stand Up”
• Free e-Book and other Resources
• Session Summary & CloseCopyright 2008 Handshaw, Inc.
9 Systems in a Q/C System
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10 Phases of Effort to Stand a System Up and Get It Running
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Successive Test Development Efforts
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An ADDIE-like approach
Free E-Book by Ray Svenson & Guy W. Wallace
Available as a free PDF at:
www.eppic.biz
Free tools and templates for you to use in your own application effort available at:
http://qualificationcertificationsystem.wikispaces.com/
Copyright 2008 Handshaw, Inc.
Session Summary & Close
• Focus on Performance Competence: The Ability to Perform Tasks to Produce Outputs to Stakeholder Requirements
• Take a Systems View of the many, varied Processes necessary to operate a “Performance-based Employee Qualification/Certification System”
Additional free resources/references at: www.eppic.biz
Copyright 2008 Handshaw, Inc.
