A variety of assessments can be used in a single induction program. Assessment tools can be both quantitative and qualitative, and refer to both traditional paper-and-pencil tests, as well as to alternative forms of assessment, such as oral examinations, group problem-solving, performances and demonstrations, portfolios, peer observations, or others. Program sponsors may wish to identify assessments that participating districts are already using with their employees so programs and candidates can consider incorporating the same tools or results in induction program design. Examples of the types of possible assessment tools used by the program or district to guide the development of the IIP or assess candidate progress follow.Self Reflection
As candidates move through the program, there will be many opportunities to reflect on progress or activities, either internally, during journaling, or in coaching conversations. This self-reflection can be tied to professional learning, annual requirements, position changes or other significant events in their life. (See an example of reflection questions
This multi-source assessment is feedback that comes from members of a candidate's immediate work circle. Often including direct feedback from an employee's subordinates, colleagues, and supervisors, as well as a self-evaluation, it can also include feedback from external sources such as a coach. The candidate then uses the results to help plan future professional development while in the induction program. Candidate Observation
Having the coach observe a candidate completing job tasks (e.g., holding a staff meeting, monitoring a student activity, conducting a parent meeting) provides a unique perspective on a candidate's current level of professional practice. While observing, the coach can document skills, knowledge and/or engagement, for example. A debriefing conversation between the coach and candidate provides a platform for assessing both the areas of strength and areas for possible growth. Asset Inventory
This type of assessment is used to help candidates discover and develop their natural talents. For example, Strengths Finder is an assessment of personality traits using positive psychological prompts, identifying areas where candidates have the greatest potential for building strength by measuring reoccurring patterns of thought, feeling, and behavior. Knowing this information is a starting point, to help leverage one's talents, turning them into sustainable strength. Background Knowledge and Experience Survey
These data would include information about the background of the candidate, for example, school type, work experience, position, community at the school, or interests. The program standards require the use of a candidate's summative assessment from their preliminary program when it is available. The candidate's background knowledge, experience and/or previous performance levels may be used in matching the candidate with a coach and to better understand a starting point for the induction experience.