Assessment Process

Evaluate the assessments you have carried out, stating whether you believe they were fair, valid and reliable.

Several assessment tools have been developed to assess symptoms and behaviors of different constructs including: eating disorders, anxiety, depression, personality, obsessiveness, among others. A common assessment tool in the assessment of symptoms and other features of eating disorders is the Eating Disorder Inventory (EDI) that was originally developed by Garner, Olmsted, and Polivy in 1983. Another widely used eating disorder assessment tool is the Eating Attitudes Test (EAT) that was developed by Garner and Garfinkel (1979). While both are self-report measures of symptoms of eating disorders and are available in revised forms (EDI-3 and EAT-26), they differ in their reliability and validity as well

In my point of view assessment is a testing tool by which a teacher or assessor can use to detect the outcomes of teaching, learning or assessment process with the learners by

What is an assessment? Alan Rogers (1994, p172) defines assessment as collection of data on which we base our evaluation. According to Reece and Walker (2008, p5) assessment consists of tests and observations that we, as tutor, use to determine how well the students has achieved the objectives. Geoff Petty (2004, p449) writes that “Assessment measures the breadth and depth of learning”. Assessments are used in all areas and domain of everyday life, whether formal or informal, ranging from taking a written or practical driving test to claims for income support or acquiring life insurance on-line.

The reliability of an assessment in a perfect situation should produce the same results if marked by another tutor or if that examiner unknowingly receives the same paper again. If different marks are given the assessment is consequently unreliable and proves that this assessment is subjective.

Explain the purpose and benefits of letting other people know work plans need to be changed

Make judgments on successful completion or otherwise then giving constructive feedback in order to help further the learner or help for successful completion at a later date. A record should be made in order to track each learners progress.

Initial assessment can be described as set of procedures we go through to determine what previous experience, skills and abilities a learner has. The process may include skills scan screening for numeracy, literacy and language as well as learning styles and skills abilities, and recognise any prior R.P.L .The results of initial assessment should form individual learning plans so that training and support are delivered that will meet the needs of each learner .Formative assessment is the on-going assessment made in order to adapt to learners needs and respond to learning. Formative assessment helps you keep record of learner’s progress and

1. Name two signs you would look for to let you know Vara is ready to end counselling.

Identify the specific learning objectives from the lesson plans measured by the assessment chosen for analysis.

Patient J.B. presented the office with chief complaints of coughs and sore throat that lasted about seven days. These symptoms are typically seen in respiratory tract infection or inflammation that is caused by viruses or bacteria. The initial differential diagnoses included Influenza, cough, common cold, community-acquired pneumonia, acute bronchitis, acute pharyngitis, and postnasal drip syndrome based on the chief complaints. The reason that why these differential diagnoses were considered is because they all have coughs as the symptom. Some of these differential diagnoses have both coughs and sore throat. JD, et al. (2017) states that Influenza A or B viruses can cause a dry cough and sore throat. Troullos,

Our team has been brought in to assist you in accurately assessing the members of your team to maximize their performance and potential. Our goal is not to tell you which team members should be assigned to various positions, but to provide an in-depth assessment of personality traits, responsibility, motivation, ethics, and typology. In this assessment, we will provide you with the following information: assessments of the individual members of your team, including possible strengths and weaknesses, how the group interacts and communicates with its individual members, and how the group interacts and communicates with individuals and groups outside of itself. With this information, we can advise you on the best way to lead and

The initial assessment was conducted in an EP’s office where Mrs. G. Patterson felt safe and comfortable, ensuring her current anxiety was acknowledged to develop trust. Effective communication and engagement was the priority, utilising patient-centred interviewing skills to build rapport, show empathy and ensure Mrs. G. Patterson was an active participant through the assessment phases. Person centred engagement was paramount ensuring possible barriers are identified and reduced, enabling the building level of trust and rapport using transparency, repetition, resources and patience (Stanton et al. 2015).

One of the areas from the book regarding the Code and assessments that I have an interest in is the Core Elements of Informed Consent in Assessment. The core elements in an assessment include the nature of the assessment, purpose of the assessment, fees, involvement of third parties, and confidentiality. The nature of an assessment includes multiple aspects. These aspects refer to testing and procedures, the category of the assessment “(e.g., personality, psychopathology, competency, parenting skills, neuropsychological abilities and deficits, employment skills, developmental disabilities)” (Fisher, 2013, p. 279). Other important natures of an assessment include time span, behavioral observation, incorporating multiple assessments, assessing

The Human Resource Map (HRPM) was developed by the CIPD it was created by generalists and specialists within the CIPD/HR environments to explain how HR add value to any organisation within the UK and around the world. The (HRMP) is a guideline/benchmarked on line tool which can help individuals and organisations identify immediate and future development needs. The purpose of this (HRPM) is to capture the key skills required for the successful and effective Human Resource Function. The HRPM gives direction and shows what needs to be done, what the individual needs to know and