It sounds interesting but it seems to me the thing that's measured is the competency of assessors, not the people being assessed. Did I understand that correctly?
And it's absolutely worthwhile to use evaluations of trainers/assessors to improve a train-the-trainer program. I think this is too often overlooked and the result of this variation can be damaging to readiness and morale. There are books out there on the subject, such as Aligning Training for Results: A Process and Tools That Link Training to Business.
When you say CMMI Level 4 are you referring to SEI CMMI Maturity Levels? The statistical models in MSA don't apply well to this exersize though. I agree that a side-by-side comparison of evaluations can highlight variation. But I'm not sure this is the way to go either.
Training groups such as Academy for Professional Excellence apply Kirkpatrick's 4-Level development model for their training program effectiveness. This Academy has put out a (broken link removed) with a lot of tools that exhibit the four levels - this group has added two more for thier own use - see the links.
We in industry don't - or shouldn't - rely on managers to evaluate employee skills, especially when the employee is more skilled in a particular type of work or task than his or her manager. Competency is evaluated and measured in various ways, and has been discussed at length in the Cove.
But if it's evaluation of skills in managers you are interested in, I wholeheartedly agree with the principle but I don't have my reference materials in organizational development with me right now.
And it's absolutely worthwhile to use evaluations of trainers/assessors to improve a train-the-trainer program. I think this is too often overlooked and the result of this variation can be damaging to readiness and morale. There are books out there on the subject, such as Aligning Training for Results: A Process and Tools That Link Training to Business.
When you say CMMI Level 4 are you referring to SEI CMMI Maturity Levels? The statistical models in MSA don't apply well to this exersize though. I agree that a side-by-side comparison of evaluations can highlight variation. But I'm not sure this is the way to go either.
Training groups such as Academy for Professional Excellence apply Kirkpatrick's 4-Level development model for their training program effectiveness. This Academy has put out a (broken link removed) with a lot of tools that exhibit the four levels - this group has added two more for thier own use - see the links.
We in industry don't - or shouldn't - rely on managers to evaluate employee skills, especially when the employee is more skilled in a particular type of work or task than his or her manager. Competency is evaluated and measured in various ways, and has been discussed at length in the Cove.
But if it's evaluation of skills in managers you are interested in, I wholeheartedly agree with the principle but I don't have my reference materials in organizational development with me right now.
