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Walter & Group...
From Bob Rumpf:
Hi Gordy & Group,
I have a few suggestions for examiners that provide at least a fair opportunity for candidates. Below are a few I listed, I could have listed more, but the ones below are in my opinion almost necessary for an exam to be considered fair.
- Do not assume limited instructional skills of candidate based simply on that candidate's location .
- Instead of assuming, ask questions of the candidate to ascertain if they do, or do not possess the various skills and/or knowledge you are concerned about.
- Don't "assume" anything, just give the exam.
- Avoid asking "What am I thinking questions? and then insist on "your own exact" answers. We do not all cast alike, nor do we all teach alike. This proves nothing except the inability of a candidate to read minds. This also appears to be intentionally belittling to a candidate.
Regards,
Bob Rumpf
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[GH] Bob,
Agree. Let's add another:
Do not assume that a candidate known to have been unsuccessful in a previous attempt to pass is not qualified. Some of our very best Master's and CCI's have not passed the first or the second/third time. Their very perseverance oft helps prepare them with an invaluable journey.
Gordy
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From Pete Greenan:
Gordy & Group,
One of the serious issues I have encountered as organizer of a test event was the lack of preparedness of the examiners. Many have not read the test protocols. I have seen issues when an examiner measures distance from the end of the line not the fly. I have seen lead examiners interrupted by support examiners without being invited. These things and others are in the protocols and should be review by all examiners prior to testing.
Pete Greenan – Chair MCI Comm.
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From Jim Gill:
- Gordy, Having spent some time assessing in many different scenarios (not just angling) and training angling coaches experience tells me;
- The Assessor (or Mentor) must PREPARE before every event; it doesn't just apply to the candidate.
- Health & Safety - assess the site/equipment and candidate's health - I have had occasions when a candidate is just not physically fit. Although disabilities can be catered for with advance warning and any modifications to the process can be agreed.
- The assessment PROCESS must have a PLAN - be quite clear as to what is being assessed and to what standard.
- Above all CONSISTENCY - most important amongst an assessment team; note where there have been modifications for disabled candidates
- POSITIVE FEEDBACK - at a time when emotions have subsided - this may be a few hours later and followed by;
- An ACTION PLAN - e.g. what next. This applies to successful candidates as well as those who have to be referred.
- CANDIDATE FEEDBACK - The candidate must be given the opportunity to feedback on their assessment (again when emotions have subsided). The assessment team must then OBJECTIVELY AUDIT all candidate's feedback - to ensure best practice has been maintained.
- CHANGE - if indicated then all of the assessment team must agree and implement. This may even indicate changes in a syllabus.
- ASSESSMENT TEAMS to have regular seminars to discuss issues.
Regards, Jim.
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[GH] Jim,
Some might consider these as lofty ideals, difficult to attain.
I, for one, agree with your list.
Gordy
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