Information Sheet 1.1.

1a
Assessment Methodology

Learning Objectives:
After reading the INFORMATION SHEET, YOU will be able to:

1. Process what you need to learn in order to improve performance

2. Understand how to use the assessment to your advantage

Introduction
The Assessment Methodology is a tool to help one better understand the steps needed to do a
quality assessment. It comes in many shapes and sizes. Assessment can run the range from start
to finish when it comes to instruction. Think of it like a race that has a start and finish line and
many stations to refuel in between.
DEFINITIONS
ASSESSMENT : A process of measuring and analyzing a performance or
product to provide quality, timely feedback for
improvement.
ATTRIBUTE : A qualitative or quantitative measurable characteristic of
a criterion.
CRITERION : A focus area of quality.
EVIDENCE : A collective of specific qualitative and quantitative data on
attributes.
INSTRUMENT : A specific tool used to obtain evidence
METHOD OF COLLECTION : What you will use to collect information on the attributes
RANGE : A span that includes all the quality levels
SCALE : A means for determining the quality level of the evidence

TYPES OF ASSESSMENT:
Assessment help you gauge the strengths and weaknesses of each student so you can adjust and
guide student learning accordingly. Choose an assessment type that evaluates students in a way
that fits the goals of your instruction and get started.

DIAGNOSTIC ASSESSMENT - Diagnostic assessments

happen at the start to gauge pre knowledge

FORMATIVE ASSESSMENT – used in the middle

of a lesson or year to determine how students
are progressing.
 INTERIM ASSESSMENT – given across an entire school or
district in order to compare results of groups of students

BENCHMARK ASSESSMENT – used to measure the

academic progress of large groups of students

SUMMATIVE ASSESSMENT – success is

measured at the end of a checkpoint

ASSESSMENT METHODOLOGIES TO EVALUATE COMPETENCIES:

1. STRUCTURED INTERVIEW – is another popular method which is open ended questions
asked to the candidate which help explore a particular job-related competency better. It
happens by asking very specific questions regarding a past performance, cited as example
for a competency by the candidate and the observer tries to establish the competency by
asking questions about it.
2. SIMULATION EXERCISES – these exercises represent situation from the work life of the
candidate, they can easily relate to it and therefore job-related relevant behaviors are
exhibited.
a. Role Play
b. In basket
c. Case study
3. PSYCHOMETRIC ASSESSMENTS/APTITUDE TESTS – not just assessing the
competencies but also understanding the strengths, personality types and motivation of
the candidates
4. DEVELOPING DIALOGUE – one-on-one discussion between a senior and a subordinate
or can even take place between an observer and a candidate.