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Appraiser External Feedback Guidelines
Appraiser External Feedback Guidelines
Content
Welcome to these guidelines on how to use the functionalities of Appraiser for collecting feedback on your competences. Here you will find:
- Key points behind external feedback and its place in 360 degrees assessment
- How to use the AppRaiser platform to collect feedback
- Hints and tips on how to navigate your way through the process
Feel free to check out the guidelines on other functionalities and possibilities of AppRaiser and contact the team for any further assistance: appraiser@iywt.org.
Activities to complete
Complete the following activities, earn badges and you will see your playlist progress updated
Content
Here are just some of the practical considerations when approaching the external feedback:
- To be relevant 360° feedback should be collected from different but connected sources to complete the circle. For example, participants, co-trainer(s), and contractor(s).
- There is a minimum number of those providing feedback and this should be 10 overall.
- Trainers might be tempted to pre-select those providing feedback, however, this might lead to obscuring and influencing the outcome. Feedback should not be targeted but sent without censorship. For example, to all the participants from one training course.
- Feedback should be contextualised to avoid receiving generic external assessments. This means that it should be linked to concrete training events.
- Feedback demonstrates a commitment to professional growth and development and it should be treated and presented as such.
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How to approach external feedback? Get this badge
Here are just some of the practical considerations when approaching the external feedback:
- To be relevant 360° feedback should be collected from different but connected sources to complete the circle. For example, participants, co-trainer(s), and contractor(s).
- There is a minimum number of those providing feedback and this should be 10 overall.
- Trainers might be tempted to pre-select those providing feedback, however, this might lead to obscuring and influencing the outcome. Feedback should not be targeted but sent without censorship. For example, to all the participants from one training course.
- Feedback should be contextualised to avoid receiving generic external assessments. This means that it should be linked to concrete training events.
- Feedback demonstrates a commitment to professional growth and development and it should be treated and presented as such.
Tasks
Task no.1
Issued by organiser or scanning QR code
Participate in activity
Skills
ETS-TR
#Verwerkt feedback en behoudt of herstelt nadien de emotionele balans "
ETS-TR
#Het erkennen en omgaan met onverwachte leermomenten en resultaten
ETS-TR
#Persoonlijke/professionele ontwikkeling ondergaan door middel van feedback
ETS-TR
#Leerdoelen identificeren en deze proactief nastreven
ETS-TR
#Vraagt om feedback
ETS-TR
#Het beoordelen van eigen leerprestaties en competenties
ETS-TR
#Reflecteert op het leerproces
ETS-TR
#Past het concept van competentie toe in een leersituatie
ETS-TR
#Toont bereidheid om te leren van anderen, zelfs van degenen die mogelijk verschillende waarden en wereldbeelden hebben
ETS-TR
#Begrijpt de waarden en mechanismen van feedback
ETS-TR
#Geeft, ontvangt en integreert feedback op een constructieve wijze
Activities: 5
Started: 10
Completed playlist: 0
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Organisers
International Youth Work Trainers Guild
Awero not-for-profit organisation manages this platform and develops it together with leading educational organisations. The European Union's programme Erasmus+ granted co-funding for building the first version of this platform. Contact support@awero.org.
Platform
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