Evaluating Student Performance

One of the single most important issues in coming years is job transitions. This fascinating research examines not just job adjacency and required skill development for transition, but also bridging, directionality in job migration, and more. Insights include: 📊 The Power of Real-Time Skills Data. Analyzing real-time job posting data provides much more current and granular insights into labor market dynamics compared to traditional occupational classifications and surveys. This is especially valauble during rapid shifts like COVID-19. 🎯 Skills Space Method's High Accuracy. The "Skills Space" method for measuring similarity between skill sets, shown in the diagram, achieved 76% accuracy in predicting actual job transitions. This is impressive for such a complex prediction task and suggests the method captures something fundamental about how people actually move between jobs. 🔄 The Asymmetry of Career Paths. Job transitions are fundamentally asymmetric - it's often much easier to move in one direction between jobs than the other. For example, it may be relatively easy for a Finance Manager to become an Accounting Clerk, but much harder for an Accounting Clerk to become a Finance Manager. 🌉 The "Bridge" Nature of Transferable Skills. Generalist skills act as "bridges" between specialist skill clusters. This provides important insights for career planning - developing transferable skills makes it easier to move between different specialized domains. 🎓 Pathways to Specialized Roles. The analysis reveals clear skill-based pathways into specialized domains, showing how workers can strategically develop skills to transition into complex roles. For example, a Sheetmetal Trades Worker's skillset shows high similarity to an Industrial Designer role, offering a pathway from a high-automation-risk job to a low-automation-risk specialized position. 🆘 Crisis Response Through Skills Matching. The model helps workers displaced by crises like COVID-19 find new roles by identifying transitions that leverage their existing skills, target growing rather than declining occupations, and focus skill development on high-value gaps. This is valuable research. We need much more in this vein, and for this to be applied at all levels of the economy from national and international policy down do individual education.

🔍 𝐑𝐞𝐚𝐥𝐢𝐬𝐭𝐢𝐜 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬 𝐭𝐨 𝐅𝐨𝐬𝐭𝐞𝐫 𝐚 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐂𝐮𝐥𝐭𝐮𝐫𝐞 𝐢𝐧 𝐏𝐘𝐏 𝐂𝐥𝐚𝐬𝐬𝐫𝐨𝐨𝐦𝐬 🌱 Creating a strong feedback culture in an IB PYP classroom is essential for student growth, reflection, and agency. Feedback should be constructive, continuous, and student-centered, allowing learners to take ownership of their progress. But how can we ensure that feedback is meaningful and engaging? Here are 𝐞𝐢𝐠𝐡𝐭 𝐫𝐞𝐚𝐥𝐢𝐬𝐭𝐢𝐜 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬 that can help foster an effective feedback culture in your classroom: ✨ 𝐓𝐡𝐞 "𝐅𝐢𝐱 𝐈𝐭" 𝐋𝐢𝐬𝐭 – Encourage students to maintain a list of areas they need to improve. This strategy promotes self-reflection and goal setting. ⭐ 𝐓𝐰𝐨 𝐒𝐭𝐚𝐫𝐬 𝐚𝐧𝐝 𝐚 𝐖𝐢𝐬𝐡 – A simple yet powerful peer and self-assessment tool where students highlight two things they did well and one area for improvement. 💡 𝐆𝐥𝐨𝐰 & 𝐆𝐫𝐨𝐰 𝐂𝐨𝐦𝐦𝐞𝐧𝐭𝐬 – Students and teachers use "Glow" (positive feedback) and "Grow" (constructive feedback) statements to guide reflection and progress. 🔄 𝐓𝐡𝐞 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐂𝐚𝐫𝐨𝐮𝐬𝐞𝐥 – Students rotate in small groups, giving and receiving feedback on each other’s work, ensuring varied perspectives and deeper insights. 📝 𝐄𝐱𝐢𝐭 𝐓𝐢𝐜𝐤𝐞𝐭 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 – A quick and effective way to gauge student understanding at the end of a lesson. Students write reflections or questions on a sticky note before leaving. 🔍 𝐈 𝐍𝐨𝐭𝐢𝐜𝐞, 𝐈 𝐖𝐨𝐧𝐝𝐞𝐫, 𝐈 𝐒𝐮𝐠𝐠𝐞𝐬𝐭 – A structured reflection framework that encourages students to observe, inquire, and provide constructive feedback. 📌 𝐒𝐭𝐢𝐜𝐤𝐲 𝐍𝐨𝐭𝐞 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐖𝐚𝐥𝐥 – A collaborative space where students leave anonymous or named feedback on their peers' work, promoting a supportive learning environment. 🚦 𝐓𝐫𝐚𝐟𝐟𝐢𝐜 𝐋𝐢𝐠𝐡𝐭 𝐑𝐞𝐟𝐥𝐞𝐜𝐭𝐢𝐨𝐧 – A self-assessment tool where students use red, yellow, and green indicators to express their level of understanding and confidence in a topic. 🤝 𝐓𝐞𝐚𝐜𝐡𝐞𝐫-𝐒𝐭𝐮𝐝𝐞𝐧𝐭 𝐂𝐨𝐧𝐟𝐞𝐫𝐞𝐧𝐜𝐞𝐬 – One-on-one discussions between educators and students that allow for personalized feedback and targeted support. By incorporating these strategies, we empower students to develop their metacognitive skills, become reflective learners, and take ownership of their learning journey. 🌍✨ 📌 What feedback strategies do you use in your classroom? Share your thoughts in the comments! ⬇️ 𝐉𝐨𝐢𝐧 𝐭𝐡𝐞 𝐈𝐧𝐪𝐮𝐢𝐫𝐲 𝐂𝐥𝐚𝐬𝐬𝐫𝐨𝐨𝐦 𝐖𝐡𝐚𝐭𝐬𝐀𝐩𝐩 𝐜𝐨𝐦𝐦𝐮𝐧𝐢𝐭𝐲:-. https://lnkd.in/gzX_x8Hj 𝐓𝐨 𝐥𝐞𝐚𝐫𝐧 𝐦𝐨𝐫𝐞 𝐚𝐛𝐨𝐮𝐭 𝐭𝐡𝐞 𝐦𝐞 𝐚𝐧𝐝 𝐦𝐲 𝐏𝐘𝐏 𝐫𝐞𝐬𝐨𝐮𝐫𝐜𝐞𝐬 𝐊𝐢𝐧𝐝𝐥𝐲 𝐕𝐢𝐬𝐢𝐭: https://lnkd.in/g2ijMEsW #inquiryClassroom #IBPYP #StudentAgency #FeedbackCulture #InquiryBasedLearning #IBEducation #Reflection #AssessmentForLearning #PeerFeedback #GrowthMindset

🔢 NAEP 2024 Math Data: A Tale of Two Eras The latest NAEP (National Assessment of Educational Progress) math scores reveal a stark contrast in student performance—a widening gap between high achievers and struggling students that highlights deep-rooted educational challenges. Key insights from this data show that: ➕ Higher-performing students (75th & 90th percentiles) saw gains, while lower-performing students (10th & 25th percentiles) declined further. ➖ Only 28% of 8th graders scored at or above "Proficient", down from 34% in 2019. ✖️ 39% of 8th graders performed below "Basic", meaning they lack fundamental math skills—8 percentage points worse than in 2019. ➗ Student absenteeism remains high—29% of 8th graders missed 3+ days in the prior month, up from 22% pre-pandemic. 🔹 What does this mean? The data paints a troubling picture: higher achievers are advancing, while lower-performing students are falling further behind at a exponentially fast pace. Instead of closing gaps, our education system is deepening disparities—our most vulnerable students are in a free fall and are not able to catch up. We have to be able to attract and retain Math teachers in order to have any chance at all of getting back on track. That's going to take prioritizing things like special education math teachers, expert certified math tutors, and innovative programs and solutions to help connect teachers and students. https://lnkd.in/encKTF83 #NAEPResults #MathEducation #AchievementGap #EducationCrisis

Are you new to the skills-based hiring concept ? Guess what : your top recruiters have been doing it for years already 🫱🏽🫲🏼. Here's how : ・Thorough job qualification with clarity on the skills required to be successful ✅ ・Ability to look at the " big picture" and understand how this hire will add to the existing team and what skills are lacking / dominating in a given group ✅ ・Runs interview process like a project, empowering hiring team with the right knowledge ( skills) and focus. ✅ ・Ability to assess for skills and growth potential versus discussing past experiences and pedigree solely ✅ ・Ability to address bias by shifting the focus back to the skills required ✅ ・Ability to compile skills evidence, orchestrate feedback and help drive the final hiring decision ✅ The results ? I've witnessed stellar hires coming from different industry ( non-tech) and growing to become top sellers in their region. Does it require TA to be more programmatic and highly influential ? Yes Will technology help ( not replace) orchestrate all of the above ? 100% Yes ! If you are a TA leader, what are the steps you are taking to shift to skills-based hiring ? I'd love to hear from you !

Measuring Success: How Competency-Based Assessments Can Accelerate Your Leadership If it’s you who feels stuck in your career despite putting in the effort. To help you gain measurable progress, one can use competency-based assessments to track skills development over time. 💢Why Competency-Based Assessments Matter: They provide measurable insights into where you stand, which areas you need improvement, and how to create a focused growth plan. This clarity can break through #career stagnation and ensure continuous development. 💡 Key Action Points: ⚜️Take Competency-Based Assessments: Track your skills and performance against defined standards. ⚜️Review Metrics Regularly: Ensure you’re making continuous progress in key areas. ⚜️Act on Feedback: Focus on areas that need development and take actionable steps for growth. 💢Recommended Assessments for Leadership Growth: For leaders looking to transition from Team Leader (TL) to Assistant Manager (AM) roles, here are some assessments that can help: 💥Hogan Leadership Assessment – Measures leadership potential, strengths, and areas for development. 💥Emotional Intelligence (EQ-i 2.0) – Evaluates emotional intelligence, crucial for leadership and collaboration. 💥DISC Personality Assessment – Focuses on behavior and communication styles, helping leaders understand team dynamics and improve collaboration. 💥Gallup CliftonStrengths – Identifies your top strengths and how to leverage them for leadership growth. 💥360-Degree Feedback Assessment – A holistic approach that gathers feedback from peers, managers, and subordinates to give you a well-rounded view of your leadership abilities. By using these tools, leaders can see where they excel and where they need development, providing a clear path toward promotion and career growth. Start tracking your progress with these competency-based assessments and unlock your full potential. #CompetencyAssessment #LeadershipGrowth #CareerDevelopment #LeadershipSkills

Did you miss the memo? Skills-based hiring is already revolutionising how companies like Global, Reliance Worldwide Corporation and Warner Bros. Discovery source, onboard and nurture talent. As with any new paradigm there are myths, and there are facts. Some of the most common ones I see are: 𝗦𝗸𝗶𝗹𝗹𝘀-𝗕𝗮𝘀𝗲𝗱 𝗛𝗶𝗿𝗶𝗻𝗴 𝗜𝗦: 🔍 Accurate: By focusing on what a candidate can do, over what they have done to qualify them, you can more accurately match the right people to the right roles. This MASSIVELY improves rectech stack and job board ROI, reduces turnover and boosts performance. 🌍 Inclusive: News flash - if your hiring process isn't skills-focused, it is not inclusive. Skills-based hiring levels the playing field for candidates from non-traditional backgrounds because everyone is assessed/graded equally, creating a more equitable and accountable hiring process. 🤝 Empowering: By emphasising skills, candidates feel their unique abilities are valued and we can finally move past the WORST advice in the world - shape your CV to the job you're applying for. This also leads to more engaged applicants who are better aligned with the job requirements. 🛠️ Effective: It empowers hiring teams to thought partner more effectively with hiring managers to make data-driven decisions, reducing bias and focusing on tangible skills and building higher performing teams. Happier hiring managers = happier TA teams. 𝗦𝗸𝗶𝗹𝗹𝘀-𝗕𝗮𝘀𝗲𝗱 𝗛𝗶𝗿𝗶𝗻𝗴 𝗜𝗦𝗡'𝗧: ❌ It’s NOT About Ignoring Experience: While experience is valuable, skills-based hiring ensures that the emphasis is on what candidates can do and how well they can do it, rather than where they have done it before. ❌ It’s NOT a One-Size-Fits-All Solution: Each role is unique, and so are the required skills. Customising the hiring process to focus on sourcing the key skills needed for each position is key. ❌ It’s NOT Replacing Human Judgment: Skills assessments complement human insight, enhancing decision-making rather than replacing it. The human touch remains crucial in evaluating cultural suitability and potential. Skills-based hiring helps you build stronger, more capable teams that make better quality hires. Got questions about skills-based hiring and how it can significantly improve your TA ROI? You know where to find us. 👇 Clu ID: Bright blue square with white bolded words on it and a green thumbs up icon in a comment box icon. The words read "the skills-based hiring experts".

⚠️ Psychometric testing: The single greatest barrier to social mobility in the UK today?   Research from UCL reveals a stark truth - graduates from lower socioeconomic backgrounds are 32% less likely to secure employment. Half of this gap is driven by the initial application and psychometric testing stage.   Given the vast scale of online testing in early-career hiring (filtering out millions of candidates annually), conventional psychometric tests may be the biggest obstacle to social mobility in the UK today.   Both academic research and real-world outcomes support this view - consistently showing that conventional cognitive and situational-judgement tests disadvantage candidates from lower socio-economic backgrounds: 🔸 Students from state schools score consistently lower than their private-educated peers. 🔸 Candidates who received free school meals are less likely to pass. 🔸 Those whose parents didn't attend university routinely underperform, despite having comparable real-world abilities.   These aren't isolated anomalies - this is a systematic pattern. Reliance on psychometric tests that disadvantage those born into poverty reinforces privilege, perpetuating generational inequality.   How many bright, capable individuals are overlooked because many conventional psychometric tests reward preparation rather than true potential? How much genuine talent is pushed aside by these flawed assessments?   When faced with the data, too many test providers hand-wave these issues away, or shrug their shoulders as if nothing can be done - leaving employers, job seekers, and our society grappling the consequences.    For employers committed to empowering social mobility, removing any test that entrenches inequality would be a genuine step forward.    Fair, equitable assessment opens doors – creating opportunity based on potential, not background. It's a shame so many psychometric tests still achieve the opposite.   Employers, and our society, deserves better - it doesn't have to be this way.

Why does CGPA matter so much everywhere? Here are 5 examples where having a good CGPA matters a lot: - Getting placed in your dream company - Getting admits to top universities for grad school - Getting prestigious internships - Securing a foreign research internship - Securing a research project with a professor All these above examples are directly related to better career prospects. Historically, a person having a good CGPA always seems to have an advantage, considering the above 5 examples. In this post, I will try to explain some reasons regarding why CGPA matters so much. This post also explains why you should ignore advice of seniors who tell you to not focus on your CGPA. (1) When companies or universities want to select students, they have to screen a large number of students in a short period of time. (2) This is a very difficult thing to do. How can you filter the best 50 from 500, within 1-2 hours? (3) This is when companies/universities/startups turn to quantifiable metrics. (4) A quantifiable metric is that one score or one number which can be easily compared across multiple students. For example: GPA, GRE score, TOEFL score etc. (5) Just comparing this metric among students helps these companies/universities/startups to easily and quickly make the first shortlist of students. (6) Let us take the CGPA. When you see a student’s CGPA after 3 years, it’s a quantifiable metric. The special thing about this metric is that, it is a metric which has cumulative information of the student performance over multiple years and multiple semesters. (7) Unlike a metric which just shows performance in one exam, a student CGPA after 3 years, is an indication of how the students has performed in hundreds of exams, practical tests and homework assignments. (8) If a student has a CGPA of 9 after 3 years, it means that: the student scored well in hundreds of exams, scored well in their practical/lab tests and submitted most of their assignments on time and did well in almost all their assignments. (9) This shows qualities of persistence, patience, hard work and determination. Without these qualities, it is quite hard to perform this well, consistently, for a period of 3 years. These qualities matter a lot to companies, universities and startups. (10) In summary, among all other metrics, a CGPA is one of those rare metrics with a high signal to noise ratio. This means that: If a company or a university invests in a student based on their CGPA, more often than not, that investment will pay off with huge returns in the future. P.S: Of course, there are exceptions. But if want to have a quick filter mechanism which generally works, a CGPA has historically proven to be a good metric for that. To all students who have just joined undergraduate or are pursuing your degree currently, I would like to stress that maintaining a good CGPA is very important. It gives you a competitive edge in many different aspects of your career.

In the ever-evolving conversation about the right to #education, private schools often take centre stage as a vehicle for academic achievement. Yet, my recent research with Rosalie Henry de Frahan, published in The Annals of Regional Science, challenges this assumption. Using data from the OECD's PISA assessments across 61 countries, we find that private schooling’s perceived advantages are less about the quality of education and more about the socio-economic backgrounds of the students they attract. When school composition —essentially, the collective socio-economic status of students— is accounted for, the performance gap between public and private schools largely disappears. In fact, the analysis reveals that academic success is driven more by the resources students bring into the classroom than the type of school they attend. This has profound implications for policy. Rather than amplifying competition between private and public schools, policies that reduce segregation and broaden access to educational resources may better serve societal advancement. It's a reminder that education’s role for both providing excellence and as a "social elevator" works best when everyone can get on board, regardless of their starting point. Read the full article here: https://lnkd.in/dj2ez5Bk

5 Effective Ways to Measure Student Progress Tracking student progress goes beyond grades. It’s about understanding how students learn and grow. Here are five key assessment strategies every educator can use: 1. Pre-Assessments Use short quizzes, surveys, or informal discussions before starting a unit to gauge students’ prior knowledge and readiness. 2. Observational Assessments Monitor student behavior and engagement through notes and behavior trackers. These offer real-time insights into their learning journey. 3. Performance Tasks Let students show what they know through projects, presentations, or hands-on activities. These tasks promote creativity and critical thinking. 4. Student Self-Assessments Encourage learners to reflect on their progress using rubrics, checklists, and self-evaluation tools. It builds metacognition and responsibility. 5. Formative Assessments Regular quizzes, exit tickets, writing prompts, and problem-solving tasks help teachers adjust instruction and provide timely support. Why it matters: Using a variety of assessment methods ensures a holistic view of student learning and helps tailor instruction to meet their needs. How do you measure progress in your classroom? #Education #Learning #StudentAssessment #TeachingStrategies #FormativeAssessment #GrowthMindset