Appraiser External Feedback Guidelines

Apie

Welcome to these guidelines on how to use the functionalities of Appraiser for collecting feedback on your competences. Here you will find:
Key points behind external feedback and its place in 360 degrees assessment
How to use the AppRaiser platform to collect feedback
Hints and tips on how to navigate your way through the process
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Feel free to check out the guidelines on other functionalities and possibilities of AppRaiser and contact the team for any further assistance: appraiser@iywt.org.
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﻿Download Appraiser External Feedback Guidelines in PDF﻿

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What is the concept of external feedback

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How to approach external feedback?

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Here  are just some of the practical considerations when approaching the external feedback:
To be relevant 360° feedback should be collected from different but connected sources to complete the circle. For example, participants, co-trainer(s), and contractor(s).
There is a minimum number of those providing feedback and this should be 10 overall.
Trainers might be tempted to pre-select those providing feedback, however, this might lead to obscuring and influencing the outcome. Feedback should not be targeted but sent without censorship. For example, to all the participants from one training course.
Feedback should be contextualised to avoid receiving generic external assessments. This means that it should be linked to concrete training events.
Feedback demonstrates a commitment to professional growth and development and it should be treated and presented as such.

Gauk veiklos ženkliuką

How to approach external feedback? Gauk šį ženkliuką

Here  are just some of the practical considerations when approaching the external feedback:
To be relevant 360° feedback should be collected from different but connected sources to complete the circle. For example, participants, co-trainer(s), and contractor(s).
There is a minimum number of those providing feedback and this should be 10 overall.
Trainers might be tempted to pre-select those providing feedback, however, this might lead to obscuring and influencing the outcome. Feedback should not be targeted but sent without censorship. For example, to all the participants from one training course.
Feedback should be contextualised to avoid receiving generic external assessments. This means that it should be linked to concrete training events.
Feedback demonstrates a commitment to professional growth and development and it should be treated and presented as such.

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How to prepare to collect external feedback?

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How to use the Appraiser platform to collect external feedback?

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Hints and tips for a smoother external feedback implementation

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Įgūdžiai

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#Integrates feedback and maintains or recovers their own emotional balance afterwards

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#Acknowledging and dealing with unexpected learning moments and outcomes

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#Undergoing personal/ professional development through feedback

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#Identifying learning objectives and pursuing them pro-actively

ETS-TR

#Asks for feedback

ETS-TR

#Assessing one’s own learning achievements and competences

ETS-TR

#Reflects on the learning process

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#Applies the concept of competence in a learning context

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#Shows willingness to learn from others, even those who might hold different values and worldviews

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#Understands the values and mechanisms of feedback

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#Gives, receives and integrates feedback in a constructive way

Renginiai: 5

Pradėta: 10

Pabaigė grojaraštį: 0

Dalintis:

Organizatoriai

International Youth Work Trainers Guild

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