Core Activity 7.3 Approaches to assessment in my setting

The background research on this subject highlighted a number of aspects of assessment that I want to incorporate in my practice.

 

In the PLOT webspace, they refer to a LAMP of learning model which has seven stages. from bottom to top, the stages are; use, connect, internalise, synthesis, apply and use. Progression through these stages leads to Deep Learning, and puts students in a position to interpret and adapt their learning to suit their own situation. Learning activities are designed to prompt learning through these various stages.

 

This progression is essential in my situation, where consultants sign up for training so that they can incorporate our new organisation model into their existing practice. The PLOT website offers a series of structured assessment and personal planning tools to underpin this approach.

 

Burgess has an excellent structure for creating personal development plans around identified areas of weakness.

1 Learning Objective

2 How will you work towards this

3 How will you know about your progress

4 Progress in reaching objective

5 Evidence

6 What got in the way

7 Further work needed

 

Step 5 requires evidence of progress, which enables the learner to create revised learning plans, taking account of step 6 (what got in the way).

 

In my experience in business, tangible evidence is often absent from the assessment process of an individual's performance. Even in peer assessed situations gut-feel scoring is much more typical and tends to lack objectivity. A client of mine has recently introduced a succession planning process in her company which attempts to overcome this assessment weakness. The leadership competences that have been identified for the future have a spectrum of descriptions which are assigned to be low, medium or high performance indicators. Tangible evidence of performance against the competency spectrum is required in the assessment process with the rating being given after consideration of this evidence. Human Resource staff have been trained to use a positive questioning process with managers who are doing the assessing to ensure the robustness of this evidence.

 

'So what' for my learning disciplines?

1. 
   
   Establishing meaningful criteria against which to assess progress and make action plans is essential. These can be compared against the LAMP model. As I assemble my H808 e-portfolio, I will consider the extent to which the goals I have set myself will provide me with the right framework and revise as appropriate. 
2. 
   
   The PDP structure that Burgess recommends also looks very valuable.
3. 
   
   Incorporating peer review of my progress, drawing on feedback from colleagues is a genuine option for me. I hope that this review process may also serve to educate and inform my colleagues about the potential of new approaches to learning.

 

References:

Burgess, H (n.d.) Self and Peer Assessment (online), The Higher Education Academy: Social Work and Social Policy (SWAP). Available from: http://sorubank.ege.edu.tr/~bouo/DLUE/Chapter-08/Chapter-8-makaleler/Assessment%202_%20Self%20and%20peer%20assessment.htm (accessed 19 August 2009). Professional Learning Online Tool (n.d.) Demo (online). Available from: http://www.plotpd.com/Demonstration/Demonstration.htm (accessed 20 December 2009).

 

H808 Core Activity 5.4

I find myself agreeing with you, Eugene, on your conclusions about Learning Technologists.

Here is my picture of what has been going on in education. We have an established group of professionals, teachers/academics, who find themselves in situ when the biggest revolution of the modern era comes onto the scene - information technology, and its partner revolution, the internet/www.

What becomes obvious to pioneering distance educators such as the OU, is that this new medium (internet) and tools (IT) can transform the way learning is delivered. The potential of this medium is seized upon by management, but the implications of this new direction have to be delivered by the institution. Since teachers and academics are/were totally unqualified to operate in this new digital domain, someone needed to fill the gap - enter a brand new person, the learning technologist. I see this person (under 35, technologically qualified) as being the bridge between the teachers and the IT experts; someone who knows enough about IT AND enough about the specific learning situation to recommend/provide tools, platforms and support wisely.

Incidentally, this same digital transformation is going on in (every?) professional discipline today. Spreadsheets have transformed the job of accountants, CADCAM technology has transformed the job of design engineers, Enterprise Resource Planning systems have transformed the job of production planning engineers and purchasing professionals. So is education any different, or does every profession have its own equivalent of the learning technologist?

Others will have their own opinion about this, but I suspect that the individual focus of the learning process makes the job of the learning technologist much more specialised than that of an IT service provider to other professions. And, let's say that there is a separate and important professionalism called a learning technologist, is it simply a matter of time before the next generation (digital native) teachers and academics with a much more instintive feel for technology will gradually incorporate the role of learning technologist into their own role?

In my own practice, we use Tom Peters' (1999) model of Professional Service, one key element of which positions the job of a Professional Service as being one in which the Professional educates their client to be able to serve themselves. In the meantime, the Professional is developing themself to the next level, and is in a position to serve their client once again at the next level of competence.

This is a long winded way of saying that I think there will always be a role for learning technologists, but any professional accreditation that they establish must be about being the experts on what next, not what is.

Madeleine



Peters, T. (1999) Reinventing Work, the Professional Service Firm 50, Alfred A Knopf Inc, New York

H808 Activity 5.2 Professions and Professional Values

My preliminary thoughts around definitions of Profession, E-learning, E-learning professional....

After what has felt like a most unproductive day of reading and digesting input, I return to yesterday's work on what I concluded were the main roles for e-learning professionals in my context:
* Learning Design
* Materials Design
* Learning Environment Design/Management
* Learning Technology
* Course Facilitation
* Coaching/mentoring
* Assessment of Student Learning and Evaluation of Programme Effectiveness
* Staff Development
* Learning Infrastructure Design/Maintenance

These roles are all relevant to a learning professional; someone who has subject matter expertise that is of value to students and who is able to create a context and has the skills and tools to engender effective student learning.

Arguably that definition applies equally to an e-learning professional, but that bald definition would overlook at least three important differences; the remoteness of the relationship between the e-learning professional and the student; the complexity of the electronic medium through which the learning is delivered; the opportunity that electronic media offers to create different relationships with students. Nonetheless, the outcome of e-learning professionalism ought to be the same as a learning professional - effective student learning. So is there a different professional definition? Hmmm.... to be continued;-)

Core Activity 2.5 Criteria for Reflective Writing

Hazel has focused on one of the aspects of the PENNState Reflect: Providing Insight website pages that gave me pause for thought, namely the selection of the subject for reflection. Hazel wondered whether this advice would lead to what she called 'sterilised selection', and I am inclined to agree.


On the very first page of the website, they describe what reflection can help learners to do; understanding yourself, reflecting on experiences, reflecting on yourself as a learner by discovering what kind of a learner you are, are three of those outcomes. The four stage Reflection process they describe in the Reflective Writing Steps section mirrors precisely the four stages in the Kolb Learning Cycle, referenced by Moon (2001), and whilst Moon observes that this process has proved very popular with teachers, I wonder if, for professional self development, there is enough emphasis on critical reflection. For my taste, the tone of all of the Reflect pages is rather introspective, and I wonder whether this introspection might focus the learner too heavily on what is already known or experienced - 'sterilised reflection' to extend Hazel's point;-)

Moon (2001) also considers Schon's work on professional learning. Schon's research has concluded that professional practice is not derived from theory, but rather develops when the professional adapts their theoretical learning to apply in the practice area in which they are engaged. This practice over time become what Schon calls tacit knowledge, and professionals can be unaware of the personal mental models upon which they are basing their professional practice. As I reflected in my blog on activity 2.4, "Making this 'knowing in action' explicit in order to reflect on it critically is seen as an essential trigger to professional development." On that basis, a model which focuses unduly on what has happened and what can therefore be concluded about the learner may make the learning process 'sterilised' (to use Hazel's term). My favourite writer on the subject of Transformative Learning in Adults is Jack Mezirow. His research (1991) highlights the predisposition in adults to develop a set of assumptions which, over time, become strongly held, and are rarely open to question. Yet if, as professionals we are to make our 'knowing in action' explicit, as Schon recommends, the subjects that we choose for reflection are surely vital. To make our tacit knowledge explicit, we must surely reflect on experiences which were, for us, routine, and which we handled instinctively?
Having made that selection, the Penn State advice does not cover how learners go on critically to reflect on that experience to surface an assumption. Mezirow's (1991) model includes a reflective stage in which an assumption is critically reviewed, "to re-establish its validity or to correct distortions"(p15). Moon's (2001) input-output model of refection imagines a number of possible outcomes of reflecting on an experience, two of which are; critical review and material for further reflection. Looking outside of the experience for material that challenges the assumptions, and brings an alternative perspective to supplement the existing mental models would seem to me to be important stimulus to engender transformational learning.

That said, the basic structure of the PENNState Reflection advice seems solid and logical, and gives learners an understandable structure which, for many, may de-mystify the process of reflection. In particular, I found the Rubric in the section Description vs Reflection gives valuable questions that learners can use to critique the extent to which their reflective writing has progressed beyond the purely descriptive to the sharing of meaning. The advice about writing style in the Reflective writing steps is most practical and makes what could be a most challenging task seem eminently do-able.



Madeleine


Note: this blog duplicates my posting on the H808 website, and is included on my personal blog for completeness of records.



Mezirow, J. (1991) 'Transformative Dimensions of Adult Learning', Jossey Bass, San Francisco.

Moon, J. (2001) ‘PDP working paper 4: reflection in higher education learning’ (online), The Higher Education Academy. Available from: http://www.heacademy.ac.uk/assets/York/documents/resources/resourcedatabase/id72_Reflection_in_Higher_Education_Learning.rtf (accessed 29 June 2007).

Penn State University (2006) REFLECT: providing insight, http://portfolio.psu.edu/reflect (accessed 10 July 2009).

Reflection and Learning Core Activity 2.4

Moon's (2001) paper takes a practical view of reflection and the role it can play in higher education. There are several helpful pointers for H808. And, whilst I am currently engaged in higher education as part of H808, my professional life involves me providing learning experiences for professionals who are in employment, rather than in education. I will therefore be very keenly looking out for lessons that can carry over to my professional practice.

Moon quotes Schon on the subject of Professional Knowledge. His research has demonstrated that espoused theory does not guide professional practice, rather a professional's expertise in practice is based on their reflections of the experience of being a professional. The professional over time develops tacit theories, of which they may be unaware. Making this 'knowing in action' explicit in order to reflect on it critically is seen as an essential trigger to professional development. This may very well be a start point that H808 participants should assume, myself included.

Mezirow (1991) similarly contends that adult judgements are based on assumptions, many of them very deeply held, and that these assumptions are open to question. Reflection on assumptions is therefore vital if the learner is to incorporate new knowledge into their view of the world. He describes reflection as the "intentional assessment of prior learning in order to re-establish its validity or to correct distortions"(p15).

It seems to me that both of these descriptions of the professional mindset demonstrate why we ought to take seriously the development of our reflective capabilities as learning professionals. If we wish to set an example for our learners of good learning practice, we must consider the extent to which we actively look for input that challenges our own view of the world, and that we demonstrate that we can use this input critically to examine our own assumptions. The more experienced we are, the more difficult that may prove to be, especially in the event that we do not have sufficient awareness of our own metacognitive processes.

The cohort on H808 contains a highly experienced group of professionals, who undoubtedly have strong assumptions and opinions, myself included. Since we are all required to use a reflective journal of our personal and professional development, I believe we must be willing to engage in Deep Learning. Moon, quoting Marton, Hounsell and Entwistle (1997), believes that reflection is required if learners are to move into the deeper levels of learning; making meaning, working with meaning and transformative learning.

In my own personal practice, there is an immediate parallel for the application of this learning, as we are running a Distance Learning Programme for a group of experienced professionals: these individuals have signed up to learn our consulting methodology and are considering incorporating it into their own practices. The three higher level learning processes I described above are very relevant for this group, who must be encouraged and supported to engage in deep learning, and hence, reflection. It may be possible for me to use the observation of the levels of reflection I am able to engender in my business students in parallel with our H808 reflections.

Moon recommends a number of methods for capturing reflective activity, including blogs, portfolios, reflecting on work experience, and peer and self assessment. These are all being encouraged on H808, and blogs, work experience and peer assessment will be used on my work project. Moon also recommends reflective exercises for learners who find reflective thinking difficult. These may have a place in my work based programme.

One benefit of a blog for reflection is that it is a medium in which creating the learning journal is very adaptable and correctible. In addition, the fact that the blog can then be viewed and commented on by others provides the chance to get feedback. The opportunity that a blog offers of keeping an ongoing record of reflections also sets the data in a context that enables the tracking learning development over time. Finally, the fact the the blog is published lends weight to its significance; were you just keeping personal private journal, there may be less thought given to its construction.





Mezirow, J. (1991) 'Transformative Dimensions of Adult Learning', Jossey Bass, San Francisco.
Moon, J. (2001) 'PDP working paper 4: reflection in higher education learning' online, The Higher
Education Academy. Available from: http://www.heacademy.ac.uk/assets/York/documents/resources/resourcedatabase/id69_guide_for_busy_academics_no4.doc (accessed 2 July 2008)