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FIELD EDUCATION STUDENT LEARNING PLAN Performance Criteria Competencies and Practice Behaviors Detailed competencies with corresponding practice behaviors are identified in the Field Instructor Assessment

How to fill out performance criteria competencies and

Steps to fill out performance criteria competencies:

1. Identify the purpose of the performance criteria competencies and determine the specific requirements or standards that need to be met.
2. Review the job description or performance expectations to ensure that the competencies align with the role and responsibilities of the individual or team.
3. Collect and evaluate performance data, such as observations, feedback, or metrics, to identify areas for improvement or development.
4. Clearly define each competency, including the desired behaviors, skills, or knowledge that are necessary for successful performance.
5. Determine the rating scale or measurement criteria to assess the level of competency. This could include a numerical scale, descriptive scale, or proficiency levels.
6. Provide examples or descriptors for each competency to help assessors understand what each level of performance looks like.
7. Communicate the performance criteria competencies to the appropriate individuals, such as supervisors, assessors, or employees, who will be involved in the performance assessment process.
8. Conduct training or information sessions to ensure that all stakeholders understand how to use and evaluate the performance criteria competencies effectively.
9. Continuously monitor and update the performance criteria competencies to reflect changes in job requirements or organizational goals.

Who needs performance criteria competencies:

1. Managers or supervisors who are responsible for evaluating the performance of their team members and providing feedback or coaching.
2. Human resources professionals who develop performance management systems or processes within organizations.
3. Employees who wish to understand the expectations and requirements of their roles and identify areas for growth and development.
4. Organizations that value a systematic and objective approach to assessing the performance of their employees and teams.
5. Trainers or facilitators who provide training or guidance on performance management or competency development.

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