Is your organization ready to move to the next level in assessing learning and development? The knowledge economy requires our employees continually learn and adapt. This presentation takes you beyond basic measurement and delves into how to measure for mastery in the workplace. These slides were part of HR.com's virtual Technology-Enabled Learning conference on January 28, 2014 and DevLearn Conference 2013.

1. Measuring for Mastery
How to Measure Deep Performance
SparkWorks, Inc.

2. Objectives
• To define performance and mastery
• Critically appraise key hurdles to
implementing mastery-based performance in
the workplace
• Apply performance measurement to your
eLearning content examples
• Review a list of key criteria applicable to
performance measurement

3. PERFORMANCE

5. Novice
Initiate
Apprentice
Journeyman
Expert
Master
Hoffman, 1998

6. Novice
Initiate
Apprentice
Journeyman
Expert
Master
Hoffman, 1998

7. Mastery
Expertise
Deep Skills
Competency
Completion

8. HOW TO CONNECT PERFORMANCE
TO MEASUREMENT

9. Set Competencies
Competencies define the
applied skills and knowledge
that enable people to
successfully perform their work

10. Set Competencies
Competencies define the
applied skills and knowledge
that enable people to
successfully perform their work
For Example:
“Utilizes appropriate methods for
interacting sensitively, effectively, and
professionally with persons from
diverse cultural, socioeconomic,
educational, racial, ethnic and
professional backgrounds, and persons
of all ages and lifestyle preferences”

11. Competencies ≠ Learning Objectives
Learning objectives are specific to a course of instruction

12. Competencies ≠ Learning Objectives
Learning objectives are specific to a course of instruction
For Example:
1. Define the corporate policy on expected workplace
behavior
2. Describe the 5 steps of professional
communication in the workplace
3. Apply the policy on expected workplace behavior
to three workplace scenarios

13. EXAMPLE COMPETENCIES

14. Example 1: Emergency Medicine
CAMC Institute, 2012

15. Example 2: Systems Engineering
International Council on Systems Engineering, 2010

16. Example 3: IT Competencies
Egon Zhender, 2010

17. HURDLES TO PERFORMANCE
MEASUREMENT

18. Culture Change

19. Individual assessment

20. Poorly defined criteria

21. CRITERIA FOR PERFORMANCE

22. Criteria for Performance Measurement
• Criterion referenced
• Clear competencies
• Competencies matched to mastery

23. YOUR TURN!
Image credit: http://www.fccgreeneville.org/2012/07/05/your-turn/

24. Your Turn!
• Take a training example from your workplace
• How do you conduct measurement of mastery
in your organization?

25. SUMMARY & RESOURCES

26. Top Tips!
• Clearly define competencies
• Competencies are not learning objectives!
• Within competencies, define the continuum
towards mastery
• Criterion-based evaluation tools prevent
interpretation

27. Thank you!
info@sparkworks.co
www.getsparkworks.com