Julie
While the best assessments for these competencies would be role-play or
in-box type situations, we have used a few assessments from SHL (Saville
Holdsworth Ltd).  One is their assessment of "Critical Thinking Skills"  is
multiple choice and has validation norm groups for office settings of
low-mid and upper management.  I think there is one or two more in their
list of assments.  They also have a few in-box type  exercises that I have
used that have been reliable.

Email or call me if you want to see what I have

Mary Ann Pacelli
CAMP, Inc.
(216) 432-5509
 

-----Original Message-----
From: JBaker3439 at aol.com [mailto:JBaker3439 at aol.com] 
Sent: Thursday, October 14, 2004 3:03 PM
To: nifl-assessment at nifl.gov; nifl-workplace at nifl.gov;
nifl-technology at nifl.gov; nifl-aalpd at nifl.gov; nifl-pli at nifl.gov
Subject: [NIFL-WORKPLACE] guidance in developing job-related assessments for
critical thinking

I am working with large organization to develop assessments for managers in
training.  They want the questions to focus on measuring whether or not a
management trainee can think critically and problem solve. The questions
will focus on IMPACT and INDICATIONS of daily company procedures. 

The types of questions need to assess if the trainee understands the impact
of a particular procedure on the productivity, bottom-line, etc. for the
business.  We also want to assess whether or not the trainees can identify
the indicators that something is, or is not, going (or set up) according to
procedures.

For example, does the trainee understand the IMPACT if department materials
are unorganized and/or dirty?  That the mailbag has gone unopened?  Can s/he
identify the INDICATORS that something is not running according to
procedure, is out of place or that an employee is not performing their job
requirements?

This assessment needs to written in standardized format (i.e., multiple
choice, true false, some fill in the blank and a few short answers).

I've created many assessments for basic skills, so have an understanding of
assessment development. However, I can see that testing intangible problem
solving skills, will require a different approach. (By the way, the precise
training modules have not been developed.)

I am working with the company to identify the proficiencies, but would very
much appreciate samples of how to phrase the questions so that they will
accurately measure the proficiencies in the above mentioned format.

Does anyone have samples or guidelines I might use?

Thanks for your input.

Julie Baker
  
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