This weeks review is about review. It has been a work at home week, essentially doing a lot of assessment. Here is how it looked:

Mon/Wed night C IV TAE – finished the program, straight into assessing final results.

Tuesday night Dip PM.

Friday 8 to 5 – C IV Project Management.

Completed the final plan for the assessment day process – Western Health.

Online marking HR and Dip PM.

Marking of other Dip PM program.

Doesn’t look like much on the screen but I was working each day from 10 to 9pm. Caught up on my running – exercise essential (mornings before 10).

I also finalised my own RPL for Dip TAE. What a painful process but now it is done except for the video walk through which I am about to do so the the RPL assessors can follow me through the portfolio.

Part of this portfolio was lots of feedback from peers, clients, participants etc and I am not sure that it means that much. I think feedback is important but if you are decent at your job the feedback is going to be positive. Out of a rating of 1 to 5 I am on average 5 or 4 and rarely 3. What do you do with that? Personally I don’t think I am a 5. I’d like to be but I know that some aspects could be better.

Rating programs is the same. There must be a better way. Maybe we should just ask for what should be improved as the positive stuff is always the same. Maybe we should be evaluating in a different way. Personally I would rather evaluate 3 to 6 months after the program and see if it all meant anything. Did the theory and activities work in the real world? Did the program allow the participant to gain a job, be promoted or provide skills and knowledge that was useful.

As a trainer/assessor how do I improve? Basically participant feedback does not do much except for boost my ego and make me feel good. What would be more useful. In the Dip they want you to discuss your improvement with peers. Same result as participants. So we are basically back to self awareness and emotional intelligence.

Any ideas?