Hi again from lovely Poland,
The discussion this morning concentrates on assessment of forecasters in the content of the CAeM AMP competencies.
Many of us are thinking about what resources and training we need to fulfil this assessment task competently.
The presentations so far so what it happening in a couple of places (Ireland and Russia) in their assessment of AMP. It is really impressive to see the leaps that are being made to prove that the AMP are genuinely competent.
Some of the discussion revolves around what are the right tools for the assessment and how do we make sure we have the right/skilled people doing the assessment.
There is some information on the validity of different ways of assessing from the world of recruitment. There is some research available on how good different methods such as interview, observation etc are at predicting if people will be able to perform in a job. This resource may be useful: OPP validity of assessment. It comes from the world of recruitment but makes an interesting comparison for our work.
( This reminds me of the Dunning–Kruger effect documented in this paper (unskilled and unaware) which talks about the way that people in the lower levels of skill may grossly over-estimate their skill. The paper starts with a funny story about a thief and some lemon juice. )
Assessor training is really important, some organisations are in countries that have vocational assessor training practice / training to draw on.
I am curious how the implementation of competencies will play out outside of aviation. This is a question of change management. Outside of aviation, the decision to mandate the competencies will be national rather than come from an external entity. It may well be fine as the process to adopt AMP competencies has broken the taboo about competencies for all of us.
The discussion continues ....
The discussion this morning concentrates on assessment of forecasters in the content of the CAeM AMP competencies.
Many of us are thinking about what resources and training we need to fulfil this assessment task competently.
The presentations so far so what it happening in a couple of places (Ireland and Russia) in their assessment of AMP. It is really impressive to see the leaps that are being made to prove that the AMP are genuinely competent.
Some of the discussion revolves around what are the right tools for the assessment and how do we make sure we have the right/skilled people doing the assessment.
There is some information on the validity of different ways of assessing from the world of recruitment. There is some research available on how good different methods such as interview, observation etc are at predicting if people will be able to perform in a job. This resource may be useful: OPP validity of assessment. It comes from the world of recruitment but makes an interesting comparison for our work.
( This reminds me of the Dunning–Kruger effect documented in this paper (unskilled and unaware) which talks about the way that people in the lower levels of skill may grossly over-estimate their skill. The paper starts with a funny story about a thief and some lemon juice. )
Other questions raised have been:
- What can be / is the role of peer assessment and what are the issues that need to be managed to make this useful
- What is the "frame of the assessment" do we describe people who are incompetent in terms of AMP competencies or people who need to develop their competency.
Assessor training is really important, some organisations are in countries that have vocational assessor training practice / training to draw on.
I am curious how the implementation of competencies will play out outside of aviation. This is a question of change management. Outside of aviation, the decision to mandate the competencies will be national rather than come from an external entity. It may well be fine as the process to adopt AMP competencies has broken the taboo about competencies for all of us.
The discussion continues ....
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