- Evaluation – what is it?
- Evaluate, but why? Changes during the evaluation process. What is the evaluation for?
- Evaluating is like cooking!
- Rate your skills
- Analyse situations and look for solutions
- Curriculum Vitae as a way of evaluating one’s own professional path
- External sources
Analyse situations and look for solutions
Did you know exactly what to do when facing trouble? Usually we use proven solutions to solve the problem. If we managed to achieve something, it is worth considering the situation and answer the question what exactly was helpful. In future, this knowledge may be very useful for you!
To evaluate factors that have occurred in a specific situation you can use the STAR model. It can be useful when carrying out work placements, when looking for useful solutions to problematic situations, or when looking for the best possible action appropriate to the situation.
Let’s spend few minutes to get some information about the STAR model.
It will help you to evaluate: situation, actions taken or results. It is useful to search for adequate solutions to problematic situations and can be used before, during and after the mobility.
Imagine a problem situation that has happened to you while doing a task (preferably a task during your mobility that has been done in some group and evaluated). In a moment you will be asked to describe the situation, the actions taken, the results of actions.
The tool is useful in preparing for possible future difficult situations (also during the mobility), as well as to draw conclusions from the actions taken so far in relation to difficult situations. It may help you to prepare for future difficulties that are foreseeable and can be prepared for.
SITUATION – what was the situation/role?
Please tell us about the situation (time, place, context)
TASK – what was your task in this situation/role?
What was your scope of responsibility in this task/project?
What was expected from you in this task/project?
What was easy for you?
What was difficult for you?
ACTION – what did you do?
How did you behave during the implementation of this task?
What knowledge did you need to know to perform this task?
What skills did you need to perform this task?
To what extent do you assess your knowledge, which you have demonstrated in this task? (Scale from 0 to 100%) (NOTE: evaluate each area of knowledge separately)
Which competence would you need to develop in order to be even more effective?
RESULT – what was the result?
What was the result of your actions?
What feedback did you receive from those who commissioned this task?
What kind of feedback did you receive from those who collaborated in the task?
What would you have done differently if you were again in that situation/role?
What have you learned from this function/playing this role/role? the situation?
What challenges have you faced in this role/situation?
Summarising the issues raised so far, a conclusion can be as follows: it is helpful to do the so-called ongoing evaluation. While experiencing different situations to find time to think about what really happened, what and who was helpful.
And now some golden advice:
- Carry a notebook with you and write down your solution ideas and ‘golden thoughts’.
- End the day with a summary of what happened: What did you learn?
- Check the lists to see if and to what extent you have implemented the plan.
- It’s worth asking yourself: What worked? What did not work? Why? What did you like? What didn’t you like? What you are missing? Who you can ask for help? Where can you get it?
- Keep in mind what has helped you in diverse situations (What have you done? What have others done for you? What support have you received?).