VALIDATION STAFF APPRAISALS.


This is graphic for Standard Operating Procedures (SOP's)


Validation Staff Appraisals Rationale.

Validation staff appraisals can be greatly expedited using an multi-choice question paper. This methodology is a spectacularly simple method of reducing your list of applicant’s, from a large unwieldy number of aspiring hopefuls, to a short manageable list of persons whose test results show to be technically fit for purpose. The interviewer can then concentrate on appraising the interviewee’s attitudes and attributes. This is a task that is usually well within the capabilities of most managers or supervisors.br>
These same line managers and supervisors are tasked with a similar problem of assessing their staff; usually annually. Since they work with them validation staff appraisals of attributes and attitudes should be relatively straight forward. However in validation just how competent are they? Are they leaching off others? Are they taking personal credit for other person’s initiatives?
So many of these problems lie dormant; never asked and never answered. They eventually cause ill feeling and develop friction between staff members. The use of a standard test for all staff is a uniform, justifiable and fair way of assessing accurately; individual validation staff appraisals.

The mechanics of these tests.

The test papers are derived automatically from a data bank over a thousand questions (this is continually expanding). The software allows the arrangement of the answer choices to be randomly arranged along with randomly selecting a pre-set number of questions from each of seven sections. Having made the selection this same selection can be issued to multiple candidates. This ensures that the test is uniform and fair in all of your validation staff appraisals .

Security.

Question data banks quickly become eroded if questions are allowed to be plagiarised from it. For this reason we do not leave our question papers with anyone. The candidate will receive a multi-choice paper to an email address of their choice. They will have the allotted time to complete the paper then the paper will close down and the results will be emailed to the purchaser of the test paper. The candidate will require all this ‘paper open’ time to answer the questions. This will go a long way to preventing plagiarism and data bank erosion.



The Rationale for Using Multi-choice tests.

The use of an independently constructed multi-choice question paper is a spectacularly simple method of reducing your list of applicant’s, from a large unwieldy number of aspiring hopefuls, to a short manageable list of persons whose test results show to be technically fit for purpose. The interviewer can then concentrate on appraising the interviewee’s attitudes and attributes. This is a task that is usually well within the capabilities of most managers or supervisors.

These same line managers and supervisors are tasked with a similar problem of assessing their staff; usually annually. Since they work with them appraisals of attributes and attitudes should be relatively straight forward. However in validation just how competent are they? Are they leaching off others? Are they taking personal credit for other person’s initiatives?

So many of these problems lie dormant; never asked and never answered. They eventually cause ill feeling and develop friction between staff members. The use of a standard test for all staff is a uniform, justifiable and fair way of assessing individual validation abilities.

The mechanics of these tests.

The test papers are derived automatically from a data bank over a thousand questions (this is continually expanding). The software allows the arrangement of the answer choices to be randomly arranged along with randomly selecting a pre-set number of questions from each of seven sections. Having made the selection this same selection can be issued to multiple candidates. This ensures that the test is uniform and fair to all participants.

Security.

Question data banks quickly become eroded if questions are allowed to be plagiarised from it. For this reason we do not leave our question papers with anyone. The candidate will receive a multi-choice paper to an email address of their choice. They will have the allotted time to complete the paper then the paper will close down and the results will be emailed to the purchaser of the test paper. The candidate will require all this ‘paper open’ time to answer the questions. This will go a long way to preventing plagiarism and data bank erosion.


VALIDATION STAFF APPRAISALS.