VALIDATION STAFF EVALUATIONS.
Validation Staff Evaluation Rationale.
Validation staff evaluations are carried out routinely to
enable managers to recognise which staff are worthy of incremental salary
increases and or promotions and which ones are not. These evaluations are
normally divided into several sections or rather several attributes that the
company values in an employee. For
instance the military use a compact simple system comprising of three sections,
namely; technical ability, organisation ability and personal deportment. The latter two attributes can usually be
judged by any competent manager.
The technical ability attribute often cannot be so accurately assessed
since it is routinely the case that the manager’s skill set is radically
different from the person (s)he is appraising.
This problem is also very apparent when recruiters are
trying to establish an interview list from a bunch of CV’s. Just how factual is curriculum vitae
content? Pressures drive people to
overstate facts and at times to add embellishments. If you have thirty applications are you
going to interview all thirty? How
are you going to probe the depth and scope of their validation skills? How are
you going to establish a shortlist that does not overlook a potential star?
Often this list is produced using
intuition and a little guess work.
So, what is the answer to this conundrum? Well our take on this is to produce
multiple choice test papers that contains 100 or alternatively 50 questions
designed to probe the candidate’s knowledge of cGMP validation. These test papers are derived from a
question bank of over three thousand multi-choice questions stored in six
sections (aspects of validation).
The software design ensures that a predetermined number of questions are
selected randomly from each of these sections.
These question papers are available from our shop. On completing the purchase forms the
question papers will be sent out to the proposed candidate’s email address, at a
date and time you have specified.
The test has a time limit for each question and a total time limit of one
hour for the 100 question paper and 35 minutes for the 50 question paper. The results are sent direct to the
purchaser within minutes of the candidate’s examination being completed.
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 appraisal 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.
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 EVALUATIONs.