This week we were taking a look at assessment techniques and traditional evaluations of technology, specifically rubrics, in the classroom. Some of the reading this week, as well as some discussion with my classmates, had me thinking about my own experience with rubrics. Too often our traditional rubrics are just not geared towards assessing whether or not our students have actually learned how to use the technology to enhance their own learning. The rubrics assess whether or not the content has been learned but not necessarily the technology.

Of course, as was discussed with some classmates, traditional rubrics can even unnecessarily negatively impact students. Some students, who have a good grasp on how to use the technology but a weak grasp on the knowledge of the concept to be learned can use their knowledge of the technology to mask their weaknesses.  When the teacher uses the rubric to guide their assessment they are confined to the generic guides and can easily overlook the fact that concept wasn't learned. In this same vein, a student who has mastered a concept but struggles with the technology aspect may be negatively impacted. In both of these cases a teacher would not be able to accurately assess whether or not the student has truly learned the content.

So what do we do?

The first thing to think about is what you want to evaluate the students on. Are you evaluating their knowledge of the concept, their ability to use the technology, or both? The rubric should be very specific in whatever it is you are planning to evaluate. The more specific you are the more focused you can help your students to be so they know what exactly to center their energy around. Often times our students can get caught up in the fun of using the technology but forget to focus on the content. Creating a very specific rubric should not only help to focus the students' attention but also can help students to see where they can make improvements.

It's important to remember that we need to design our assignments so that they allow students to show their mastery of the content and technology and then create an evaluation piece that reflects this.

More things to think about when school starts again in the fall!

-Julie

Reference: 1215076906

ERS has a Client seeking to appoint Nuclear Propulsion Safety Engineers to provide Independent Nuclear Safety Advice to the Royal Navy, supporting safe, available and effective nuclear propulsion.

Location

Risley, Cheshire

Salary

A competitive remuneration package will be agreed depending on qualifications and experience.

Job Responsibilities

Conducting independent assessments of nuclear safety cases.

Co-ordinating assessments from specialist nuclear technology professionals Producing high quality technical reports on the outcome of your work.

Interfacing with colleagues in the naval nuclear propulsion community.

Contributing to the development of safety management practices.

Planning work and ensuring delivery to agreed timescales and costs.

Identifying and developing new business opportunities.

Tel: 01454 203 460

cv@energyrs.co.uk

I am now on annual leave for five and a half weeks, yay.  What do I plan on doing...nothing...yep that's right, absolutely nothing.  I have physio three times a week, and various upcoming hospital appointments to attend, I am a very busy girl. Lol.  I just wish I was going on holiday somewhere though *sigh* I start my third year on 4th August, as I start on a burns and plastic ward at a local trust.  Can't wait for this placement, its the most excited one I have been looking forward to.

Last Monday I blogged about some of my random thoughts, one of which was about what apparatus I CURRENTLY prefer for assessing lower body power (in the post I remarked about the VERTEC and the Just Jump Pad).

What I've learned to do (since it is part of our assessment protocol for athletes at SST), is assess lower body power both in a vertical sense (vertical jump test) and a horizontal sense (broad jump). After our broad jump test, we continue to a penta jump test which is simply 5 broad jumps in a row with minimal ground contact time. We do the penta jump both double leg and single leg if the athlete is advanced enough.

The penta jump gives us data about the distance convered over the 5 jumps, which is good; we get information about how proficient the athlete is when repeated explosive lower body efforts are required.

However the only information we are given from the test is total distance covered. What I've started thinking about this is that it doesn't tell us whether power output decreased over the course of the 5 jumps or whether it remained stable! In other words, was the distance of jump 1 different from the distance in jumps 2,3,4,5??

I don't know how we can get the distance for each jump, but I just think it would be very useful to know how quickly does power output decrease during the series of jumps. 

That way as a trainer I can see whether I just need to train power, or do I need to spend time focusing on sustaining the ability to display power (power-endurance I guess, but that sounds like an oxymoron).

The Jump Jump, with their 4-jump test, gives an average of height of the 4 jumps which is something, but that isn't the same as giving data on each of the 4 jumps. 

At the same time, am I thinking too much into assessing lower body power?

CB

Reference: 1214304587

ERS have a client seeking to appoint a Mechanical Lead Engineer. This is principally a hands-on design based role with a degree of team leadership within discipline. The Lead Engineer can be responsible for delivering a package of work within a project within their discipline. Frequent liaison with other disciplines in the design team and the client would be expected. Lead engineers are the main interface between senior management and hands-on design.

Location

Westlakes

Salary

According to experience

Job Responsibilities

Development of designs to satisfy technical specifications, primarily using AutoCAD and/or Inventor.

Checking of design calculations of designers and other engineers within the team.

Prepare supporting design calculations to substantiate design.

Preparation of technical specifications in liaison with client and project team.

Actively contribute to design reviews, safety reviews (Risk Assessments and HAZOP’s) from technical standpoint.

Produce design documentation throughout the design process including scope of works, method statements, risk assessments, technical files and other technical documentation to comply with design standards, safety legislation/regulatory requirements and the needs of the client.

Preparation of installation, commissioning and operating documents.

Planning and allocation of workload to other members of design team within discipline in order to deliver package of work.

Management of sub-contractors providing niche services to the design.

Tel: 01454 203 460

cv@energyrs.co.uk

Figure 1 - Traditional Talent Management


 

 Recognizing these mistakes of the past, leading firms are taking a more strategic, comprehensive, and integrated approach to their talent-related functions (see Figure 2).  The goal is to structure programs, processes and technology in a cohesive manner that multiplies each function’s impact.

Figure 2 - Integrated Talent Management

A future post will talk about leverage points between ITM functions that can dramatically impact workforce effectiveness.

Solving a piece of the puzzle... 

Ron Hanscome, HRchitect

A new study argues that the nation’s focus on helping students who are furthest behind may have produced a Robin Hood effect, yielding steady academic gains for low-achieving students in recent years at the expense of top students.

The study, to be released on Wednesday, compared trends in scores on federal tests for the bottom 10 percent of students nationwide with those for the top 10 percent and said those at the bottom moved up faster than those at the top.

In this insanely busy time for Music students, allow me to clarify a few dates/ events for you:

PERFORMANCE ASSESSMENTS

• "The Comps" WEEK 7 Weds & Fri-- you will enter The WC Performing Arts Competitions either to practice for your assessment OR (if you arrange this in advance with Mr. B) to do the actual assessment
• Weds 25 June-- this is the scheduled Performance Assessment date. Assessments will take place from 5.30-8.30pm in M1

Though you have known about this date for aeons (literally-- there are dinosaurs that were born after these dates were announced), there may be some students who cannot make the evening session. There a few slots during class time on the 25th-- Talk to Mr. B immediately if you would like to be assessed during your class time that day.

Your primary focus should be your solo performance, but you may choose to also do your group performance during either of these times. As I have said in class (about 8,023 times) your group performance may be assessed at any time-- just let me know when you band/ ensemble/ chamber music group is performing in a real-life situation and I'll assess you there! Because we are all expected to be in an ensemble, you group piece should be a no-brainer.

With any performance assessment, you MUST:

• Give Mr. B a copy of your music (at your own expense) at least 3 days in advance of the assessment
• Enter the names of your pieces, etc. on the online spreadsheet at least 3 days in advance of the assessment

Failure to do the above may mean that you are not assessed on your performance.

Talk to Mr. B if you have questions, or leave a comment!

With all that is going in with Human Capital Management (HCM) technology, the market landscape can be a pretty puzzling place. Organizations face a bewildering array of technology solution providers, and it is often difficult to separate vendor hype from the realities that customers experience as they try to implement these systems.

Our goal for this blog is to help cut through the confusion by delivering a real-world perspective gained from hundreds of evaluation, selection and implementation projects conducted by HRchitect. We’ll also leverage the significant domain knowledge of HRchitect consultants, whose HCM experience averages 15+ years, and who come from diverse backgrounds as HCM technology practitioners, software executives, and industry analysts. Check out the bios of those who will be contributing to this blog.

The initial focus for the blog will be to support the launch of our latest research on integrated talent management technology, titled “The Suite Life of Integrated Talent Management” (click here for more information and to learn how to purchase your copy). However, future blog posts will ultimately cover the full range of issues being faced by users of HCM technology.

But first, some definitions -- what do we mean by “HCM Technology?”

To help clear away any confusion about terms, HRchitect uses the following definitions:

Human Capital Management (HCM)is the comprehensive set of strategies, processes, and technologies that a firm uses to manage any function pertaining to workforce administration, management and development. HCM represents the next evolution of traditional Human Resource Management, and the two terms (HCM and HR) are still used interchangeably in many organizations. Regarding related technologies, HRchitect uses HCM as an “umbrella” term; therefore, an “HCM System” is any software or suite of software used to automate a functional area of Human Resources, including core HRMS, payroll, benefits, time & attendance, reporting, recruiting, compensation, etc.

Integrated Talent Management (ITM)is a comprehensive approach to maximizing the engagement, performance and effectiveness of the workforce by deploying integrated processes and enabling technologies. ITM technologies are a subset of HCM, and include the following functions:

• Recruiting (aka Talent Acquisition, Applicant Tracking) – includes requisition creation, job posting, candidate career portals, sourcing/searching, interviewing process management, and professional, hourly and contingent recruiting functionality.
  
• Onboarding– includes hiring process administration, forms processing,  provisioning (e.g., security badging, IT network access, workspace, equipment & supplies), and orientation support.
  
• Performance Management– includes goals management, appraisal automation,multi-rater/360 feedback, and linkage to development needs.
  
• Learning Management – includes learning administration, content catalog/partners, content management & delivery, and content development tools.
  
• Compensation Management – includes compensation administration, compensation planning/allocation, and incentive compensation management (not commission-based).
  
• Succession Planning/Management – “top down” (organization perspective) approach that includes talent identification, potential and readiness tracking, and succession planning.
  
• Career Development/Planning– “bottom up” (worker perspective)  that includes career path analysis and career development plans.
  
• Competency Management – includes competency tracking/ administration, competency modeling, integration to 3^rdparty models, and linkage across the ITM suite.
  
• Assessments– includes tools to author and administer multiple types of  assessments across the ITM suite.
  
• Workforce Planning – includes workforce needs analysis & projections (demand side), labor availability analysis (supply side), and organizational scenario modeling.

Now that we’ve got definitions out of the way, a future post will describe our view of integrated talent management and how it pertains to today’s HCM marketplace.

Solving a piece of the puzzle... 

Ron Hanscome, HRchitect

For this semester I have an ethics and the law assignment to complete and submit, visit my tutor, hand  my Portfolio document in and then start 2 more modules.  Eurgh.  Sometimes I really hate my course, and this time is one of them moments.  Oh I also have a exam to revise for, and no doubt a super duper load of uni work to complete.

My next two placements are up which covers me until December (it seems sooooooo far away at the moment.)  The first placement which starts just after my annual leave on the 4th August I am on a burns and plastic ward.  I am so excited to do this placement, I saw quite alot of plastic and burns operations when I was doing my theatre placement and loved watching them.  After that placement finishes in September, I am back at uni for a week which is followed by a reading week and then I am a third year student (Oh my lordi, cant tell you how frightened I am to become that) I start my next placement on a Endoscopy unit.  This one I am holding reservations about, as I have heard it is boring, but I do have an interest in Gastroenterology nursing, partially due to myself having Coeliac disease, so will wait and see.  That placement ends in December, so I will finally get Christmas and New Year off, as I have been working the past two :(

What else is the most exciting news ever about this year is during my Endoscopy placement, I turn 21!!!!!!!!!!!!!!!!!!!! wooopa in Novemeber, so will have to hold off the celebrations until my annual leave in Decemeber I think.  So thats my plan for the next 6 months, bet you don't know what your doing tommorrow never mind untill then lol.

THIS IS NOT THE SALE OF REAL PROPERTY

 it is the sale of the Assessment levied against the Real Property.

 This Thursday May 29, 2008, at 11:00 a.m.

The sale will be held at the Clark County Government Center, Commission Chambers (500 S. Grand Central Parkway, Las Vegas, Nevada, 89106).

 Certificate Sale Listing of parcels  http://www.amgnv.com/viewdoc.asp?cat=13&id=75

 From Laura B. Fitzpatrick, Clark County Treasurer, Special Assessment - Frequently Asked Questions Lien Certificates, Revised:  11/04/05 Subject to change without notice

http://trweb.co.clark.nv.us/county/treas/sa_faq.htm

 What is a lien certificate?

A lien certificate is a Certificate of Sale note issued on a property that is sold for non payment of a special assessment.

How often does Clark County conduct sales on delinquent special assessments?

Clark County conducts sales on delinquent assessment parcels three (3) times a year. They are held the last weeks of January, May, and September.

How do you determine the amount of the Certificate of Sale note?

The note is sold for the principal amount of a delinquent assessment plus accrued interest, penalties and costs.  At the option of the County some notes may be sold for the delinquent installment amount plus accrued interest, penalties, and costs.

If I purchase a Certificate of Sale note, do I own the property?

No. You own a note on the property, for a specified redemption period, and earn interest for each month the note remains outstanding. At the end of the redemption period you may request the deed to the property. The buyer has no legal claim or obligations during the redemption period.

How do I obtain the deed to the property once I have purchased a Certificate of Sale?

Notice of the purchasers intention to request a deed to the property must be given to the property owner no earlier than 60 days prior to the end of the redemption period (120 days for vacant land, 2 years for improved property).  The property owner then has 60 days in which to redeem the property.

What if I purchase a Certificate that sells the installment only?

It is the buyers responsibility to keep check on what the next installment is due, because we will sell that delinquent installment as well if payment is not received.

Who can redeem the Certificate of Sale note?

The property owner and other major lien holders (i.e. mortgage company) may redeem the certificate of sale at any time during the redemption period. Payment must be in the form of cash, cashiers check, or money order.

Is the Certificate of Sale a public document?

The Certificate of Sale note is recorded with the Clark County Recorder's office. The original note will be mailed to the buyer after it is recorded, by the Clark County Recorder.

Where are the sales held?

The Clark County Commission Chambers at the Government Center, 500 S. Grand Central Parkway, Las Vegas, Nevada.

Do I have to be present to purchase a lien or may I do it by mail?

Lien certificates are sold at public sale and you must be present. Should the note holder on a specific property be held by Clark County we are allowed to sell it "over the counter".

How do I find out what parcels are available for the sale?

The available parcels will be posted to the Clark County Treasurer website, http://trweb.co.clark.nv.us/county/treas/sa_sale.htm at the beginning of the sale month. They will also be published in the Las Vegas Review Journal, one time each week, for the three consecutive weeks prior to the sale date. It should be noted that property owners, or their mortgage company, may bring the parcel current up to the day of the sale. On the sale date they may pay the assessment off before the time of the sale.

How do I purchase a Certificate of Sale note?

All interested parties must register to receive a bidder number. A random number computer program will select the winning bidder. A first and second alternate will also be selected for the parcel from the number selection. The sale will then continue with all bidders eligible for each parcel on the sale list.

What do I need to register to bid?

You must fill out the registration form presented to you and show a valid picture identification (driver's license) with your current address.  The name on the bidder card is the name in which the certificate of sale will be recorded.  The winning bidder's name must appear on the certificate although other names may be added. Registration takes place on the day of the sale, in front of the commission chambers.

Do I need to be present to register or may a friend register for me?

You must be present to register. We will not allow a friend or family member to register for you.

What happens if there are back taxes?

The buyer is not required to pay any delinquent property taxes at the time of the sale. Should the buyer wish to protect their interest in the property, they may pay the delinquent tax and have the amount added to the Certificate of Sale. Delinquent taxes must be paid before a deed will be issued on the property.

Will the County assist if a foreclosure is necessary?

No, the County does not assist with foreclosure proceedings.

If I win the purchase of a Certificate of Sale how long do I have to pay the purchase price?

Payment must be received by 10:00 a.m. the day following the sale. Payment must be in the form of cash, cashiers check, or money order made payable to the Clark County Treasurer.

What happens to the parcels that do not sell, or for which payment is not received, by the following day?

The buyer has until 10:00 a.m. the day following the sale to make payment on their purchase.. Parcels that have not been paid for will be offered to the first alternate at 10:01 a.m.. Payment must be made by 2:00 p.m. on that date. At 2:01 p.m., if the parcel has not been paid, the second alternate is called. Payment must be made by 5:00 p.m. that day. If the property has not been paid for or there is no interest in the property the Certificate of Sale will be issued in the name of Clark County. Clark County may then sell the note, over the counter, to any interested party for the sale amount plus 1% interest for each month that Clark County holds the note to the property.

What happens if I do not pay for a parcel after accepting the option?

If you accept an option on a parcel we consider that you have entered into a contract to pay for that parcel. We are currently discussing, with the District Attorney's office, our options for failure to honor that contract.

Where do I find out information on other liens that may be on the parcels?

We advise you to research the Clark County Assessor and Clark County Recorder records for information on the properties. Your research should be completed prior to the sale date.

What is the length of the redemption period I must hold the note?

The redemption period for vacant land is 120 days and for improved property the redemption period is 2 years.

What is the interest rate I will earn on the note?

The interest rate is 1% per month (12% per annum) for each month the note remains outstanding.

What type of deed will I receive at the end of the redemption period?

Clark County will issue you an absolute deed, upon your request, at the end of the redemption period. Refer to Nevada Revised Statutes 361.585 and 361.590 for information on an absolute deed.

What happens if the property owner files bankruptcy?

Clark County makes every attempt not to sell a bankruptcy parcel. We recommend that you contact your attorney for any recourse you would have should the the property owner file bankruptcy after you have purchased the note.

Will there be additional costs to the buyer?

There are costs associated with the notification procedures to request the deed to the property. However, the County cannot determine what, if any, additional costs the buyer may incur. Reasonable costs may be added to the note (i.e. publication, process server, etc.), prior to the date of redemption, and will earn 1% interest from that date forward. It is the buyer's responsibility to provide the Treasurer's office with receipts of the costs.

Laura B. Fitzpatrick, Clark County Treasurer, Special Assessment - Frequently Asked Questions Lien Certificates, Revised:  11/04/05 Subject to change without notice

Presently, only general intervention programmes are available, and this is not adequate. The visually impaired child needs specialist intervention that would address his/her impairment. Parents are at the moment leaving their child without any intervention, and this delay can seriously undermine the development of their child.

Parents need to know the importance of appropriate specialist intervention for their infant.

Use tests to help you to manage and coach. Do not use them as final decision-makers to determine whom to hire. Reliance on assessment reports builds weak interviewers and indecisive managers.

Assessment testing has reached an all-time high with the influx of Internet-based “quickie personality” profiles. But many of these tests do not have the validity, reliability or have not been benchmarked in the company to make them useful for other than curiosity’s sake. Assessment profiles, even the best ones, should not be used exclusively to pick a winner. In one study of over 300 companies it was learned that about half of the companies don’t use any kind of psychological assessment tools. Some studies have not shown major differences in performance issues, lower turnover rates, or more frequent promotions in companies that do use assessments.

Dr. Jean Piaget, the world-renowned researcher in child psychology, performed studies that tested genius in children. He found that if he changed the way the tests were presented—written, verbal, question and answer or, essay—different segments of the group showed genius. In other words, different children were identified as geniuses using each of the different tests. The point is, people excel and learn by different methods, yet all have potential never tapped. Bottom line: Assessments are a great tool in interviewing. Use them as such without giving them the power of the final decision to hire or not. The key element that cannot be fully assessed is the potential of an inspired and motivated individual.

The definition of leadership: Someone following someone because he wants to, not because he has to.

Do you want to be right or effective?
Have you ever been so right that no one would talk to you? If you criticize others’ ideas, they will almost never use yours, no matter how good they are.

Effective leaders drop their judgments:
Everybody knows something you don’t. “I disagree, but I am willing to listen.” Thinking you know everything is proof that you don’t.

Listening skills:
You motivate people by listening to them; compassion and attention create dedication. When people feel heard and not judged, they will do more than just the minimum.

Managing difficult personality styles:
A high percentage of employees with difficult behavior may be getting unintentional negative consequences for doing a good job. Don’t reward an effective employee with someone else’s work.

What great managers know:
People don’t change that much. Look for the value they have now. Don’t manage for the miracle; just because you found one diamond in the rough does not mean you are a magic manager. Some people just suck!

Hiring for talent:
Look for the naturally recurring patterns that are needed to do the job. Some people are very articulate and experienced and yet have no ability. If they ask you to further explain the question you just asked them in an interview, tell them it’s their interpretation that’s important. You will now find out who they really are.

Use attribute assessments:
Stop hiring the talent impaired!

You turn talent into performance by aligning goals with talents.

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