I’ve been doing a PTLLS (Preparation to Teach in the Lifelong Learning Sector) course over the last few months and it’s really helped me to think about how effective I am – and could be – as a teacher* (*teacher, trainer, facilitator, tutor, whatever term you want to use).
One of the things I’ve been reflecting on lately is how I assess (or test) learning at the end of my sessions.
When I run a day to show people how to use their Lamplight database, I would normally accept that learning has taken place if they could complete the exercises I set. I’d address any other gaps during Q&A.
Is this enough?
My role on a training day is to leave people with the skill to be able to use their system effectively.
Can completing exercises achieve that?
I think it can help to a point but what I really need to be assessing is how well people can apply what we’ve covered to situations they’ll recognise back at the office.
I’m running a training session tomorrow and at the end I plan on doing things a bit differently. I’ll get people into pairs, or maybe two groups, and run a quick-fire quiz.
I’ll ask them things like:
- How would get a new password?
- What are the different ways to find profiles of people from the homepage?
- How many different people have you worked with in the last year?
- Give me the name of someone who attended [specific piece of work] in August.
Working in teams will add a competitive edge but also help them to share their methodologies.
(I realise this is probably obvious to a lot of you, I’m just starting out on this journey).
If you’re involved in training (particularly on IT tools) I’d be interested to hear how you assess the learning that’s taken place. Please leave me a comment.