Difference between revisions of "Competence Assessments"
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===Key terms=== | ===Key terms=== | ||
| − | :[[ | + | :'''[[Competence assessment]]'''. [[Testing]] in which a testee is a human being and his or her competence is the subject of [[testing]]. Exams and quizzes are regularly used to test knowledge and decision-making skills. The assessment commonly includes academic testing and screening job applicants to ensure that the most appropriate candidates are hired.<div style="background-color:#efefef; padding: 5px; margin: 15px;"> |
| − | :*</div> | + | :*'''[[Written test]]'''. A [[competence assessment]] in which questions are asked and responses are provided in writing. |
| + | :*'''[[Oral test]]'''. A [[competence assessment]] in which responses are provided orally. | ||
| + | :*'''[[Competence descriptive evaluation]]'''. A [[competence assessment]] in which a testee demonstrates his or her [[competence]] through his or her description of concepts, skills, abilities, and/or performance. | ||
| + | :*'''[[Behaviorally anchored rating scale]]'''. Any scale that combines major elements from the [[critical incident]] and [[graphic rating scale]] approach. The appraiser rates the employees based on items along a continuum, but the points are examples of actual behavior on the given job rather than general descriptions or traits.</div> | ||
===Script=== | ===Script=== | ||
Revision as of 20:20, 1 May 2020
Competence Assessments (hereinafter, the Lectio) is the second lesson part of the Source Selections lesson that introduces its participants to employment and related topics.
This lesson belongs to the Introduction to Recruitment session of the CNM Cyber Orientation. The Orientation is the second stage of the WorldOpp Pipeline.
Contents
Content
The predecessor lectio is Source Screenings.
Key terms
- Competence assessment. Testing in which a testee is a human being and his or her competence is the subject of testing. Exams and quizzes are regularly used to test knowledge and decision-making skills. The assessment commonly includes academic testing and screening job applicants to ensure that the most appropriate candidates are hired.
- Written test. A competence assessment in which questions are asked and responses are provided in writing.
- Oral test. A competence assessment in which responses are provided orally.
- Competence descriptive evaluation. A competence assessment in which a testee demonstrates his or her competence through his or her description of concepts, skills, abilities, and/or performance.
- Behaviorally anchored rating scale. Any scale that combines major elements from the critical incident and graphic rating scale approach. The appraiser rates the employees based on items along a continuum, but the points are examples of actual behavior on the given job rather than general descriptions or traits.
Script
- The fellows land their jobs through the WorldOpp Pipeline programme. If they start from ground zero, dedicate at least 20 hours a week, they land initial jobs as apprentices within 2-3 months in the programme. It takes 2-3 years to be competitive for well-paying jobs.
- Currently, there is a $100 bonus payable to anyone who refers a WorldOpp fellow upon his or her admission to the WorldOpp programme.
- If you are not interested in enrolling in the CNM Cyber Placement upon your completion of the Orientation, you are welcome to utilize CNM Cyber for their career enhancement, become a partner, contractor, or volunteer mentor for CNM Cyber Team, as well as just do nothing.
- Whomever you choose to be within the CNM Cyber Workforce, the Orientation will provide you with detailed instructions how to make that real.
Performance Tests is the successor lectio.
