Is Assessment Right for Your Organization?
LRI provides valid, criterion-referenced and nationally normed video-delivered programs to measure the soft skills required of most jobs and job-levels within an organization. These positions range from entry-level to highly skilled to managerial. The technology used is called AccuVision®.
Organizations -- in education, industry, and workforce development -- that have reviewed a demo tape for one of our programs and reviewed our literature may still have questions. We hear people say:
“I've seen your validation data and your demo, but how do I know that the answers to the video situations that you say are 'the best answers' are in fact the answers that a high-performing worker in my organization would choose? Maybe our best answer is different than yours. Can I see if your workplace values correspond closely with ours?”
Or,” I've seen a demo of the video -- I now want to see all of the video and make a decision as to whether or not your program aligns with our needs. How do I do this?”
Panel Reviews: Goal of the Process
LRI’s Panel Review Process answers these and other questions. The process requires that a group of individuals -- usually decision-makers or supervisors familiar with the job position for which the assessment program is being considered -- carefully review the program's video vignettes and the choices. For each question, the group determines the manner in which they believe a highly effective individual would respond to the video and the manner in which an ineffective individual would respond. The Feedback Report resulting from these different sets of responses demonstrates the appropriateness of the program's values to a given organization.
The following process is typically used when conducting a Panel Review.
- Selection of panel members.
They should be key people who will help make the decision as to the use of the assessment instrument. The recommended size of the panel is six to eight. Panel members should be knowledgeable of the job's demands and the organization's expectations for successful job performance. Group members are frequently one organizational level above the position for which the assessment has been designed. One should attempt to select individuals who are open to the ideas of others and are willing to consider opposing points of view.
- Conducting a Panel Review
- Explain the purpose of the meeting: i.e., to review the AccuVision System's fit with the organization's culture, priorities and the like.
- Provide a brief overview of the System and its intended use or applications within the organization or community (how is the technology used).
- Review the competencies measured by the system.
- Discuss the manner in which the choices for each vignette will be reviewed.
- Observe the vignette and its four choices, then pause the tape.
- The group discusses the four choices from the perspective of how a highly effective individual would respond.
- The group should reach a consensus (a majority vote is adequate) as to which is believed to be the best answer.
- The selection is entered on the Answer Sheet provided. .
- Each vignette and corresponding choices are processed per the above.
- At the end of the session, reiterate the purpose of the meeting.
- Fax the completed answer sheets to LRI.
- Analyzing the results
LRI will promptly process your Answer Sheets and return a Feedback Report to you based upon the Panel's consensus answers.
Typically, organizations 'most effective' choices produce a Feedback Report that receives a high score; worst choices typically produce a poor score, thereby confirming an alignment between the AccuVision assessment and the values of the organization that has participated in the above process. Finally, as a result of the review process, participants can confirm that the video situations are, in fact, relevant to the organization's business and to situations arising within that organization.
Our experience is that the panel review process outlined above effectively addresses the concerns of individuals considering our technology for use within their organization. It can be applied to any of the following LRI soft skills assessment programs.
- Customer Service (CSR)
- Financial Services Call Center (FSCC)
- Managerial Skills (SMS)
- Office Worker (OSS)
- Retail Sales Associate (RTL)
- Sales (SAL) (High-level, business to business sales)
- Supervisory Skills (SMP) (Uses blue-collar settings)
- Teller and Financial Services Representative (TFS)
- Workforce Readiness Skills (WRS - Entry-level positions)
- Workplace Success Skills (WSS - Good paying, high-performance jobs)