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Performance-Based Certification : How to Design a Valid, Defensible, Cost-Effective Program.
Are your employees qualified?Looking for qualified people to do competent work? How do you ensure that the people you hire can do the job right? An ever-increasing number of organizations are asking the same questions. Certification planning is the answer and Performance-Based Certification is the k...
| Clasificación: | Libro Electrónico |
|---|---|
| Autor principal: | |
| Formato: | Electrónico eBook |
| Idioma: | Inglés |
| Publicado: |
Hoboken :
John Wiley & Sons,
2011.
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| Edición: | 2nd ed. |
| Temas: | |
| Acceso en línea: | Texto completo |
Tabla de Contenidos:
- Performance-Based Certification; Contents; List of Tables, Figures, and Exhibits; Contents of the Website; Introduction; Chapter 1: The Driver; WHY ORGANIZATIONS CERTIFY; Protecting the Public; Reinforcing Professional Stature and Promoting Universal Standards; Preparing People for Jobs Requiring Competence in Multiple Disciplines; Protecting Jobs and Enhancing Professional Stature; Improving Business Processes; Establishing Professional Credibility and Influencing Academic Curricula; Establishing Uniform Performance Standards; Protecting the Brand Name; Raising the Level of Core Competencies.
- SUCCESS MEASURESWHO TO INVOLVE; The Players; Target Audience; Stakeholders; BENEFITS OF CERTIFICATION; MISSTEPS AND OVERSIGHTS; TIPS; SUMMARY; WHERE TO LEARN MORE; NOTES; Chapter 2: The Business Case; WHAT GOES INTO A BUSINESS CASE; HYPOTHESES, PREMISES, AND BEST GUESSES; METRICS OR KEY SUCCESS INDICATORS; Economic Metrics; Noneconomic Metrics; THE REQUIREMENTS; MISSTEPS AND OVERSIGHTS; TIPS; SUMMARY; WHERE TO LEARN MORE; NOTE; Chapter 3: The Requirements; DISTINCTIONS AMONG ELIGIBILITY, QUALIFICATION, AND CERTIFICATION; ROLES CERTIFICATION PLAYS; Gatekeeping or Screening.
- Recognizing Demonstrated PerformanceRecognizing Different Levels of Accomplishment or Different Capabilities; TYPICAL REQUIREMENTS FOR CERTIFICATION; Acceptance of a Code of Conduct; Eligibility; Education, Training, and Development; Endorsements; Experience; External Credentials; Tests; Work Samples; Work or Personnel Records; Maintenance and Recertification; MISSTEPS AND OVERSIGHTS; TIPS; SUMMARY; WHERE TO LEARN MORE; NOTES; Chapter 4: The Standards; COMPETENCIES, STANDARDS, AND CRITERIA; DEFINING THE SCOPE OF THE EFFORT; THE JOB OR TASK ANALYSIS; Traditional Job/Task Analysis Methodologies.
- CONTROLLING BIASSampling Error; Design Error; Administrative Error; DESIGN OF THE CREDENTIAL; Certification vs. Certificate; The Elements; MISSTEPS AND OVERSIGHTS; TIPS; Standards; The Design; SUMMARY; PROCEDURES; Focus Groups; The NGT; Outcome-Based Competency Session; Delphi Study; WHERE TO LEARN MORE; NOTE; Chapter 5: Assessment; DEFINITIONS; RIGOR AND VALIDITY; Sampling Error; Under-Representation; Extraneous Abilities; Test Specifications; Design Errors; Administrative Error; TYPES OF TEST ITEMS; Response-Supplied Items; Response-Not-Supplied Items; COMPUTER-BASED TESTING.
- DETERMINING THE PASSING SCOREInformed Judgment Method; Contrasting Group Method; Conjectural (Angoff-Nedelsky) Method; ISSUES IN ASSESSMENT ANDTESTING; Opportunity to Learn; Adequate Time and Resources; Face Validity; Documentation; MISSTEPS AND OVERSIGHTS; TIPS; SUMMARY; WHERE TO LEARN MORE; Chapter 6: Governance and Administration; RESPONSIBILITIES OF THE GOVERNANCE BOARD; Candidate Rights; Disclosure; Appeals and Exemptions; Preparation and Remediation; Ethics; Fees and Compensation; Test Administration; RESPONSIBILITIES OF THE PROGRAM ADMINISTRATOR.