Assessing Performance

February 27, 2021

Performance Assessment Instruments

Before reading this blog, I would recommend reviewing the previous blogs Analyze and Empathize, Job Aids and Performance Requirements.

Once the analysis phase has been completed and performance requirements have been developed, it is the responsibility of the instructional designer (ID) to develop a tool that will measure the “mastery” performance of the learner. Mastery performance is the threshold an organization has determined is required to perform the job task. The tool, known as a Performance Assessment Instrument (PAI), is utilized to “measure the learner’s ability to do what you want them to do as described in the [requirements]” (OPWL Instructors, 2020, p. 180). Examples of PAIs can include tests, skill assessments, or observation of performance. According to the Instructional Design Course Handbook (2020) a PAI should (p. 180):

Ask learners to complete tasks they perform, on-the-job, in a similar environment.
Judge performance according to the job standards.

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Creating a PAI

The PAI should be based on the information identified during the analysis phase and from the performance requirements. Using information from the analysis and the performance requirements for the PAI will ensure it accurately aligns with the job tasks and the performance, conditions, and the criteria. The ID should create PAIs before developing training content. This enables the ID to create training that is “need-to-know” instead of information that is just “nice-to-know.” The key, is creation of an assessment that measures the quality of performance using the criteria that aligns with the performance requirements.

It is also important the assessment is practical. Some things to consider are (OPWL Instructors, 2020, p. 184):

Does the PAI align with the workplace performance?
Can the PAI be completed within the time allotted?
Is the PAI feasible for the client and the sponsoring organization?
Will the assessment and its results be accepted by learners, their supervisors, your client, and other organizations?
Is the PAI easy to administer?

Benefits of a PAI

The PAI helps close the feedback loop for the learner, client and management/supervisor, and ID.

For the Learner, the PAI is used to provide feedback to know whether objectives from the training and job tasks expected to be performed have been mastered.
For the client or management/supervisor, the PAI will provide a way to know if staff are prepared and able to perform job tasks at a mastery level.
For the ID, the PAI can provide feedback on how successful the training was and if any adjustments should be made.

I have found PAIs to be an invaluable tool throughout my career. In my experience, clients have typically wanted me to use a PAI. In my past organization, it was always part of training so PAIs became the norm and it was expected when a training request was submitted. Not only did we use PAIs to provide feedback to the learner and the client, but it is another way for the IDs to show success in their training and the value the training brought to the organization.

Reference

OPWL 537 Course Instructors (2020). Instructional Design Course Handbook. Boise, ID: Boise State department of Organizational Performance and Workplace Learning.

Rothwell, W., Benscoter, B., King, M., & King, S. B. (2016). Mastering the instructional design process: A systematic approach (5th ed.). Hoboken, NJ: Wiley.

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