In the midst of designing a facilitator-led curriculum for a client, we were met with a conundrum: according to our SME(s), one particular class just had to have a quiz at the end. There were many problems with this idea, including the fact that none of the other 6 courses in the curriculum ended with a quiz and that the audience was new-hires - so how intimidating would a quiz be?
We finally compromised on a Knowledge Check - that way our SME felt fulfilled (and we fulfilled compliance requirements) but the learners wouldn't be too intimidated (we hoped).
What's the difference? you ask
You may wish to group evaluation questions by topic or you may mix them up. Back on the job, the work people encounter won't show up in any kind of logical sequence – so mixing questions up has its merits. On the other...
Use Key Words
Key words assist the test-taker in figuring out the answer.
Who triggers the respondent to look for a person or position
What triggers the test taker to look for a thing or a process
Where triggers them to look for a place or location
Stick to the Facts
Do not include trivial information - the only intention of which is to confuse the test taker. For instance: Bob and Ed left their office on K Street in Washington DC at 4:45 pm to travel to BWI airport for a...
Give Adequate and Specific Instructions
Instructions are critical. Do everything you can to make sure test takers know WHAT to do, and WHEN and HOW to do it.
• If there is a time requirement, state it. e.g. you must finish this section in 30 minutes
Do Not Trick Them
If you have not taught “it” in the training, it should not be on the test. In addition, your test questions should be stated in the same manner they were stated/taught in the class. For example: if you teach the three...
With the recent popularity of LMS systems that call for testing and tracking of student results, our participants are starting to see a lot of quizzes, assessments, and certifications that are designed by a course designer or – worse – a subject matter expert.