Assessment Tools in Education

✨ New resource: a PM Performance Evaluation template Throughout my 15+ years as a PM, I’ve consistently felt that ladder-based PM performance evaluations seem broken, but I couldn’t quite find the words to describe why. Early on in my PM career, I was actually part of the problem — I happily created or co-created elaborate PM ladders in spreadsheets, calling out all sorts of nuances between what “Product Quality focus” looks like at the PM3 level vs. at the Sr. PM level. (looking back, it was a non-trivial amount of nonsense — and having seen several dozens of ladder spreadsheets at this point, I can confidently say this is the case for >90% of such ladder spreadsheets) So that led me to develop the Insight-Execution-Impact framework for PM Performance Evaluations, which you can see in the picture below. I then used this framework informally to guide performance conversations and performance feedback for PMs on my team at Stripe — and I have also shared this with a dozen founders who’ve adapted it for their own performance evaluations as they have established more formal performance systems at their startups. And now, you can access this framework as an easy to update & copy Coda doc (link in the comments). How to use this template as a manager? In a small company that hasn’t yet created the standard mess of elaborate spreadsheet-based career ladders, you might consider adopting this template as your standard way of evaluating and communication PM performance (and you can marry it with other sane frameworks such as PSHE by Shishir Mehrotra to decide when to promote a given PM to the next level e.g. GPM vs. Director vs. VP). In a larger company that already has a lot of legacy, habits, and tools around career ladders & perf, you might not be able to wholesale replace your existing system & tools like Workday. That is fine. If this framework resonates with you, I’d still recommend that you use it to actually have meaningful conversations with your team members around planning what to expect over the next 3 / 6 / 9 months and also to provide more meaningful context on their performance & rating. When I was at Stripe, we used Workday as our performance review tool, but I first wrote my feedback in the form of Insight - Execution - Impact (privately) and then pasted the relevant parts of my write-up into Workday. So that’s it from me. Again, the link to the template is in the comments. And if you want more of your colleagues to see the light, there’s even a video in that doc, in which I explain the problem and the core framework in more detail. I hope this is useful.

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

✨Ever wondered how psychologists truly understand what's going on in a person's mind? Psychological assessment is a cornerstone of our field—and it all begins with the right tools. I recently reviewed an extensive list of standardized psychological tests used in clinical practice, and it reminded me how essential these tools are for making accurate diagnoses, understanding client needs, and planning effective interventions. From intelligence tests like the WAIS-IV and Binet-Kamat, to personality assessments like the MMPI and Rorschach, each tool brings a unique lens to understanding the human psyche. 📍 Here are a few categories that stood out: 🔴 Cognitive and Intelligence Tests – WAIS, WISC, Bhatia’s Battery, etc. for assessing intellectual ability. 🔴 Personality Measures – TAT, Rorschach, 16PF to uncover deeper personality dynamics. 🔴 Neuropsychological Assessments – Bender-Gestalt, PGI Battery, NIMHANS Battery, which help in identifying cognitive impairments. 🔴 Developmental and Educational Tests – Vineland Social Maturity Scale, Seguin Form Board, used for children and special populations. 🔴 Clinical Diagnostic Tools – Beck’s Inventories, Hamilton Scales, and SCID for accurate clinical diagnosis of depression, anxiety, and other disorders. ✅ These aren’t just tests—they are gateways to understanding, compassion, and personalized care. As a mental health professional, it’s vital we stay updated on the psychometric tools that shape our practice and guide our therapeutic journeys. Let’s advocate for more awareness about the science behind psychological testing! Which assessment tools have you found most useful in your practice or studies? I'd love to hear your thoughts. #Psychology #MentalHealth #ClinicalPsychology #PsychologicalTesting #Mindforge #MentalHealthAwareness #TherapistsOfLinkedIn #PsychologyTools

I have never seen such drastic changes in university education as what has happened during the past two years because of generative AI technologies. Especially student assessment is now a completely different activity than what it used to be. I am starting to think that this requires a complete paradigm change in student assessments. We should not merely measure individual student capabilities but start evaluating student-AI teams and the result of the collaboration between AIs and students. Traditional university assessments are designed to measure individual student knowledge, skills, and critical thinking. Exams, essays, and projects typically emphasize personal effort and originality, aiming to cultivate independent thinkers. While this model has worked well for centuries, it now feels increasingly disconnected from the realities of the digital age. AI tools like ChatGPT, DALL-E, and others can produce sophisticated outputs, ranging from code and essays to data analysis and creative designs. Denying students access to these tools in assessments not only misrepresents their future work environments but also hinders their ability to develop critical skills for the AI-integrated workplace. The workplace of tomorrow will not reward individuals who can outperform AI but those who can work with AI to achieve exceptional outcomes. Universities must therefore adapt assessments to evaluate how well students integrate AI tools into their workflow to address complex, real-world problems, how critically they evaluate AI outputs for accuracy and bias, and how creatively and effectively they use AI to enhance their projects and generate novel solutions. Furthermore, students’ understanding of ethical considerations, including data privacy, transparency, and responsible innovation, must also become a focal point of assessment. Transitioning to a model that evaluates collaboration between students and AI requires innovative approaches. Assignments could explicitly require AI assistance, such as asking marketing students to develop campaigns with the help of AI tools, assess their viability, and justify their strategic decisions. Grading systems might prioritize the process over the final product, evaluating how students choose and use AI tools, iterate based on feedback, and address errors in AI-generated outputs. Open-book exams could allow AI use, with students evaluated on their ability to interpret, critique, and expand upon AI-generated content. Simulated workplace scenarios, where students work as part of a team with AI, could also become a powerful tool to measure real-world readiness. However, this transition is not without its challenges. See the comment section for more. Have you already started to assess the results of student-AI collaboration or do you still consider the individual capabilities of students as the main thing to assess in university education? #AI #education #assessment #grading #capabilities

Here is the final post on adaptive surveys where I cover technical integration and implementation steps. Interested in your thoughts! Technical Integration... 1. NLP & NLU: Utilize NLP and NLU capabilities of LLMs to interpret open-ended responses accurately. This includes sentiment analysis, keyword extraction, and contextual understanding. 2. Real-Time Processing Framework: Implement a robust real-time processing framework capable of handling the computational demands of LLMs, ensuring that the adaptive logic can operate without noticeable delays to the respondent. 3. Data Privacy and Security: Ensure all integrations adhere to the highest standards of data privacy and security, especially when handling sensitive respondent information and when using LLMs to process responses. Implementation Steps... 1. Objective Setting and Mapping: Define the survey based on your business objectives and map out potential adaptive pathways. This stage should involve a multidisciplinary team including survey designers, data scientists, and subject matter experts. 2. Question Bank Development: Develop an extensive question bank, categorized by themes, objectives, and potential follow-up pathways. This bank should be dynamic, allowing for updates based on learnings from existing survey responses. 3. Algorithm Design: Design the adaptive algorithm that will decide the next question based on previous answers. This algorithm should incorporate machine learning to improve its predictions over time. 4. Platform Integration: Integrate the adaptive survey logic with the chosen survey platform, ensuring that the platform can support the real-time computational needs and that it can seamlessly present and record adaptive questions and responses. 5. Testing and Iteration: Conduct thorough testing with a controlled group to ensure the adaptive logic operates as intended. Use this phase to collect data and refine the algorithm, question pathways, and overall survey flow. 6. Deployment and Monitoring: Deploy the survey to the target audience, closely monitoring performance for issues in real-time adaptation, respondent engagement, and data collection quality. 7. Analysis and Learning: Use insights and respondent feedback to continuously improve the question bank, adaptive logic, and overall survey design. This should be an ongoing process, leveraging the power of LLMs to refine and enhance the adaptive survey experience over time. I would be curious to hear your thoughts on: 1. Is this something you could see being successful in your company? 2. Is this something you think your company is ready for? 3. Who do you think would own implementation? DM me if you want to talk more about this. I don't pretend to have all of the answers, but I'm confident that, collectively, we can figure this out. #customerexperience #surveys #llm #ai #technology #surveys #nps

I deeply believe in the need for personalized AI learning journeys that adapt based on where individuals are in their understanding and adoption, and how they learn best (e.g. books, podcasts, courses, webinars, videos, interactive experiences, etc). On Episode 135 of The Artificial Intelligence Show, I spontaneously decided to share an AI Learning Journey draft framework I developed last week while traveling. It’s just a preliminary concept, but I think it’s helpful to visualize where people are on the spectrum, especially when thinking about AI education and training in organizations. The AI Learning Journey: Curiosity > Understanding > Experimentation > Integration > Transformation CURIOSITY: Beginning to explore AI, but have not taken steps to advance my AI literacy or capabilities yet. UNDERSTANDING: Learning the fundamentals and connecting the dots on how AI impacts my department, company, industry and career. EXPERIMENTATION: Testing AI technologies to find apps and platforms that can help me drive my efficiency, productivity, creativity, innovation, and decision-making. INTEGRATION: Building AI technologies into my workflows and processes, while continuing to expand my knowledge and capabilities. TRANSFORMATION: My job has been reimagined with AI as a core enabler. AI-driven insights, automation, and augmentation have reshaped how I work, allowing me to focus on higher-value strategic, creative, and interpersonal tasks.  Thoughts on the framework? I share the details in the Listener Questions segment (0:1:17:18). 00:04:22 — Sam Altman on GPT-5 00:26:55 — The Anthropic Economic Index 00:33:31 — OpenAI and the CSU system bring AI to 500,000 students & faculty 00:41:40 — Gemini 2.0  00:46:34 — Meta, Google, Anthropic Safety Measures 00:54:19 — Boom Times For ChatGPT 00:58:42 — Omni-Human1 01:02:13 — New EU AI Bans 01:08:25 — Figure and OpenAI Breakup 01:11:01 — Schulman Leaves Anthropic, Joins OpenAI Ex-CTO’s Company 01:12:46 — Sutskever’s startup to fundraise at $20B valuation 01:14:53 — New AI Case Studies from Google and Microsoft 01:17:18 — Listener Questions https://lnkd.in/gZPBHd4X

Learning journeys are not built in a day. But they can be built with a system. I created the G.R.O.W.T.H. Framework to help learning designers map experiences that actually stick. Most models stay in theory. G.R.O.W.T.H. is a toolkit you can take into your next project and put to work. Here is what you will find inside: ✅ Six-stage framework to map your journey ✅ Goal-setting worksheet for stakeholder alignment ✅ Empathy mapping template ✅ Learner feedback form ✅ Team retro guide ✅ Real-world case study to show it in practice This is a free download. You will find the full PDF attached to this post. If you are building learning journeys for onboarding, upskilling, compliance, or customer education, this gives you a clear structure to follow. Simple. Practical. Designed to be used. Scroll through the document and tell me what you think. I would love your feedback.

Understanding the Pitfalls of Assessments: Are We Measuring the Right Things? Assessment is an integral part of the learning process, yet it’s also one of the most challenging aspects to get right. Two fundamental pitfalls often arise during assessments, and they have profound implications for both teaching and learning. First is, assessing X While Trying to Measure Y: A classic example is the PISA math assessment that often ends up evaluating reading comprehension instead. Why? Because students who struggle to comprehend the question fail to demonstrate their math skills - even if they excel at mathematical reasoning. This misalignment happens in classrooms too. Imagine a science test designed to assess conceptual understanding of ecosystems. If the questions are worded in complex language, it might unintentionally assess a student’s vocabulary skills instead of their understanding of ecosystems. As teachers, we must ask ourselves: Are we truly measuring the learning outcomes we intended? Second is, overlooking unintended learning outcomes: Focusing solely on right and wrong answers can often blind us to the hidden gems in a student’s responses. Consider a student solving a math problem incorrectly but coming up with an innovative method to reach their conclusion. By fixating on the "wrong answer," we may overlook their creative problem-solving potential. Another example: In a group project, a teacher might assess the final product while ignoring the critical teamwork and collaboration skills students developed during the process. Are we missing out on recognizing and nurturing essential life skills? What Can We Do as Educators? Design assessments thoughtfully: Ensure they measure the intended learning outcomes without being overly dependent on other skills. Be open to surprises: Sometimes, the "incorrect" or "unexpected" answers can tell us more about a child’s creativity and thought process than the correct ones. Reflect on our practices: Regularly question whether our assessments align with our teaching objectives and whether they capture the full range of student learning. Let’s shift the narrative around assessments to make them more inclusive, reflective, and meaningful. After all, assessments should not just measure learning - they should promote it! #education #assessment #learning #pitfalls #teachers #priyankeducator

After watching my teachers prepare question papers I just felt — that a question paper to a teacher is like a child to a mother. Even when it's done, she checks it again — not out of doubt, but dedication. Because she cares. 💛 Maybe I’m unable to express the analogy in words exactly the way I felt it. But here's what I observed: I saw a teacher revisit a fully-prepared question paper. To an outsider, it may have seemed done. But to her, it was still evolving. She wasn’t satisfied until every question did more — to challenge, guide, and reflect learning outcomes more meaningfully. 🎯 This is what many don’t see: Teachers don’t just create question papers. They craft learning experiences. Tips for Designing Better Assessments (with Bloom’s Taxonomy): 🔹 1. Start with the end in mind Clearly define the learning outcome or skill you expect from your students. 🔹 2. Mix cognitive levels from Bloom’s Pyramid Design a thoughtful blend of: Remember – List, Define Understand – Explain, Summarize Apply – Use, Demonstrate Analyze – Compare, Examine Evaluate – Critique, Justify Create – Design, Construct 🔹 3. Use action verbs intentionally Don’t just say “write” — ask: What do I want them to show me? “Describe” , “Evaluate” or “Design.” 🔹 4. Align marks with thinking level Reserve more weightage for questions that push critical or creative thinking. 🔹 5. Always ask yourself: Is this helping the student grow… or just recall? Designing meaningful assessments is a blend of pedagogy, empathy, and purpose. And the best teachers? They never stop refining. 💯 She rewrites… not because she has to, but because she cares to. #Assessment #Exams #evaluation #TeacherReflection #BloomTaxonomy #AssessmentMatters #Educator #QuestionPaperTips #mindset

What if your hospital could predict a crisis… before it happens? Here’s how one mid-sized hospital turned used our predictive analytics model in their system. 📍Background: A 200 bed multi specialty hospital in Tier 2 India was constantly under pressure. Stockouts of critical medicines Sudden patient surges with no staff planning Equipment lying idle in one department while another faced shortages Finance team always firefighting Revenue was falling. Patient care was inconsistent. Staff was burning out. They implemented a Predictive Analytics System linked to: Patient admission history OPD trends Seasonal disease patterns Staff rosters Inventory data Billing + discharge cycles Within 3 months, the dashboard could show: 1) Which departments will have a spike next week 2) Which medicine stocks will run out in 10 days 3) How long each patient stays, on average, for each treatment 4) Where staffing gaps will occur in coming shifts 5) Where revenue leakages were happening due to idle assets The Impact: - Improvement in inventory efficiency - 31% drop in emergency stock orders - Higher staff availability during peak hours - Reduced patient wait time by 26% - Cost savings of ₹1.8 crore/year Predictive Analytics helps hospital leaders move from reactive mode to proactive control. It’s how hospitals stop surviving and start scaling. Whether you're managing a single unit or a hospital chain, Start by asking: "What patterns am I missing in my daily operations?" Because in healthcare, even a 1% smarter decision can save a life. Agree? #HealthcareInnovation #Predictiveanalytics #Hospital #tech