Selecting Appropriate Assessment Methods - Essay Example

Selection Plan KSA ments Weight Assessment Methods Sequencing Reports pertinent findings and acts accordingly. 40% Job knowledge tests Letter of reference Biographical information (biodata) 1. Job knowledge tests 2. Letter of reference 3. Biographical information 4. Training and experience 5. Honesty or integrity tests 6. Personality tests 7. Drug use in the work place 8. Background check 9. Reference check Administers the correct medications and treatments. 30% Job knowledge tests Drug use in the workplace Monitors patient’s vital signs and response to medication 20% Background check Reference check Biographical information Honesty or integrity tests Undertakes appropriate interventions after patient Assessment 10% Reference check Letter of reference Personality tests Registered Nursing The assessment methods categories selected include: 1. Initial Biographical Information (Biodata) The biographical information of the applicant is checked and the important things that are checked include the educational background, the size and the type of population in the place of study, the mode of the individual’s learning, social events and the rate of growth during the teenage period. Although the cost of this mode of assessment is very high, it is very much reliable. Its validity and utility are also high and the adverse effects are moderate. This method of assessment can be reliably used for the assessment of the applicant. Letter of Reference The letter of reference recommends the individual on his or her ability to work and execute the necessary work instructions. The letter gives a summary of the individual’s knowledge, skills and attributes. It is usually written by a previous employer or an education institution. Although the individual may be strongly recommended, the validity of the assessment is low. However, the company incurs low costs. 2. Substantive Personality Tests In this test, the assessment is done on the personality types of the individual. In this case, the individual is tested on his or her ability to undertake appropriate interventions after patient assessment. The individual must be able to exhibit some characteristics that are necessary for the best interventions in the assessment of the patient. This category is important because, the individual and the patient must be able to relate well with each other in order to provide the required interventions. For example, an extrovert will associate well with the patient. Other vital characteristics are (a) agreeableness – this type of person is helpful and thus fits well in the position, (b) conscientiousness – the important characteristic is dependability, (c) emotional stability – calmness and security are very vital, and (d) openness to experience - cautious and broad minded are very essential. There are three things that must be looked at; faking, validity and applicant reactions. This test is low in cost and its reliability is very high meaning it can provide the desired results. Its validity is medium and the reactions that accompany most of these tests are negative. However, the adverse impacts are low. Job Knowledge Tests In this test, the applicant is tested on the job knowledge, how well the applicant can execute the work given. The test is important in accomplishing the first two KSA statements; reports pertinent findings and acts accordingly, and administers the correct medications and treatments. Without the job knowledge, these two KSA statements cannot be accomplished. There are no rooms for assumption and the applicant must be well conversant with what he or she is required to do. The cost of the test is medium and it is very much reliable. The test’s validity is high and its reactions are neutral and there are no adverse effects. Honesty or Integrity Tests When monitoring the patient’s vital signs and the response to medication, honesty or integrity is very important. If the wrong information is provided, then the patient is likely to suffer in the hand of a dishonest registered nurse. The things that are looked at are the attitudes and the behaviors of the applicant or the individual. The applicant is tested on the actions taken in certain circumstances or else what the applicant could have done. The attitudes and behaviors of the applicant are cross examined. There are other things that can be looked at when checking the integrity or honesty of the individual and they are; faking, validity and state laws. The cost of the test is low meaning it is affordable and readily available for the organization. The reliability, validity and utility are high. The reaction of this test is negative; however, its adverse effects are low. 3. Contingent Background Check There are several sources that can be used to assess the background information of the applicant. The sources include; (a) investigative agencies that can offer information about the consumer report, and (b) the public records such as the criminal, driving and educational records. The latter is the most commonly used method of assessment. Legal issues in the background check include state laws, Fair Credit Reporting Act, and Equal Employment for All Act. Reference Check The sources of reference checks are many and the main purposes are for prediction, verification and disqualification. The methods used for reference check are in-person, mail and phone. Information that is gathered in the reference check include dates of employment, rehire eligibility, specific job qualification, salary history, work habits, human relations skills and personality traits. Drug Use in the Workplace A study conducted indicates that 70 percent of the substance abusers hold jobs. This is no exception of those who work in hospital facilities. Such people are likely to get involved in an accident and miss many work days. They cannot be reliable in the administering of the correct medications and treatment. In Summary The appropriate strategies are best recognized by careful consideration of the task nature, objective’s cognitive level, and the most reliable context for the assessment. Performance assessments are very essential in the whole session of curriculum, and at the end of a practical or a clinical experience. One thing that must be taken into consideration is whether the performance testes are the best methods for evaluating the desired outcomes (Garavalia, Marken and Sommi 111). Works Cited Garavalia, L. S., Marken, P. A. & Sommi, R. W. “Selecting Appropriate Assessment Methods: Asking the Right Questions.” American Journal of Pharmaceutical Education 66 (2002): 108-112. Print. Read More