UNIT # 03

TYPES OF ASSESSMENT
TESTS AND
TECHNIQUES
Online workshop of B.Ed(1.5)
Course Code: 8601 Semester Spring 2020
AIOU Islamabad
Resource person
Rashida Bhatti
MPhil Scholar (Linguistics)
Objectives

After studying this unit, prospective teachers will be able to:

1. understand and describe the different types of tests and
techniques.
2. examine the purposes and characteristics of tests and techniques.
3. describe the role of tests and techniques for improving the
teaching learning process.
4. analyze the advantages and disadvantages of each type of test and
technique.
Test and its Types
 Achievement Tests
 It is developed to measure skills and knowledge learned
in a given grade level, usually through planned
instruction.

 Achievement test scores are often used in an educational

system to determine what level of instruction for which a
student is prepared.
Types of achievement tests
Standardized tests
 Advantages of Achievement Test

 Results are generalized and replicable.

 Asses individual's mastery of a domain of knowledge
or skill.
 Administered to a large group
 Aptitude / ability Tests
 Aptitude tests determine a person's ability to learn a given
set of information.

 Assess logical reasoning or thinking performance.

 They consist of multiple choice questions

 They are strictly timed.

Types of aptitude test
Value and uses of Aptitude Tests
 Attitude

 Attitude is a posture, action or disposition of a figure or a statue.

 A complex mental state involving beliefs and feelings and values
and dispositions to act in certain ways
 Intelligence Tests
 Intelligence test is often defined as a measure of general mental ability.
 The goal of intelligence tests is to obtain an idea of the person's
intellectual potential.
Types of Intelligence Tests
 Advantages and disadvantages

 Measure a wide variety  Many intelligence tests

of human behaviours produce a single
 A uniform way of intelligence score
comparing a person's  Only measure a sample
performance of behaviors or
 Excellent predictors of situations in which
academic achievement intelligent behavior is
revealed.
Norm-referenced Tests and Criterion-
Referenced Tests
 Techniques

 Questionnaire
 Observation
 Interview
 Rating Scale
 Questionnaire

 A questionnaire is an instrument consisting of a series of

questions and other prompts for the purpose of gathering
information from respondents

 It contains list of written questions that can be completed in one

of two basic ways:
Different Types of Questions in
Questionnaire Design

 Open Format Questions

 Closed Format Questions
 Leading Questions
 Importance Questions
 Likert Questions
 Dichotomous Questions
 Bipolar Questions
 Rating Scale Questions
 Observation
 The visual study of something or someone in order to gain information or
learn about behaviour, trends, or changes.
 Purposes of Classroom Observation
 Description of instructional practices.

 Investigation of instructional inequities for different groups of students.

 Improvement of teachers' classroom instruction based on feedback from

individual classroom or school profiles.
 Advantages and disadvantages
 Data gathered can be  People feel uncomfortable
highly reliable. being watched
 less expensive  The task being observed is
 It helps to make subjected to types of
interruptions
appropriate decision
 Some task may not be in
the manner in which they
are observed.
 Interview

 A conversation in which one person (the interviewer) elicits

information from another
 person
 It is carried out to Collect data – both extensively and intensively
and Exchanging the data.
 An interview gives you insight on what the person you are
interviewing thinks, or appears to be thinking.
Types of Interview
1. Structured Interview

 Here, every single detail of the interview is decided in advance.

The questions to be asked, the order in which the questions will
be asked, the time given to each candidate, the information to be
collected from each candidate, etc. is all decided in advance.
 Structured interview is also called Standardized, Patterned,
Directed or Guided interview.
 Structured interviews are preplanned. They are accurate and
precise.
 All the interviews will be uniform (same). Therefore, there will
be consistency and minimum bias in structured interviews.
2. Unstructured Interview

 This interview is not planned in detail. Hence it is also called as Non-

Directed interview. The question to be asked, the information to be
collected from the candidates, etc. are not decided in advance.
 These interviews are non-planned and therefore, more flexible.
Candidates are more relaxed in such interviews.
 They are encouraged to express themselves about different subjects,
based on their expectations, motivations, background, interests, etc.
 Here the interviewer can make a better judgment of the candidate's
personality, potentials, strengths and weaknesses.
 However, if the interviewer is not efficient then the discussions will
lose direction and the interview will be a waste of time and effort.
3. Group Interview

 Here, all the candidates or small groups of candidates are

interviewed together. The time of the interviewer is saved.
 A group interview is similar to a group discussion. A topic is
given to the group, and they are asked to discuss it.
 The interviewer carefully watches the candidates. He tries to find
out which candidate influences others, who clarifies issues, who
summarizes the discussion, who speaks effectively, etc.
 He tries to judge the behaviour of each candidate in a group
situation.
4. Exit Interview

 When an employee leaves the company, he is interviewed either by

his immediate superior or by the Human Resource Development
(HRD) manager. This interview is called an exit interview.
 Exit interview is taken to find out why the employee is leaving the
company.
 Sometimes, the employee may be asked to withdraw his resignation
by providing some incentives.
 Exit interviews are taken to create a good image of the company in
the minds of the employees who are leaving the company.
 They help the company to make proper Human Resource
Development (HRD) policies, to create a favourable work
environment, to create employee loyalty and to reduce labour
turnover.
Other Interview types

 5. Depth Interview
 6. Stress Interview
 7. Individual Interview
 8. Informal Interview
 9. Formal Interview
 10. Panel Interview
 11. Behavioral Interview
 12. Phone Interview
 Rating Scale
 A rating scale is a tool used for assessing the
performance of tasks, skill levels, procedures, processes,
qualities, quantities, or end products.

 Rating scale used to determine the degree to which the

child exhibits a behaviour or the quality of that behavior;
each trait is rated on a continuum, the observer decides
where the child fits on the scale overall rating scale
 Types of rating scales

 There are two types of rating scales which

are:
1) Numerical Rating Scales
2. Graphic Rating Scales
 Summary

 Classroom assessment test and techniques are a series of tools and

practices designed to give teachers accurate information about the quality
of student learning.
 Information gathered isn’t used for grading or teacher evaluation.
Instead, it’s used to facilitate dialogue between students and teacher on
the quality of the learning process, and how to improve it.
 For this purpose there are many different types and techniques of testing
that can be done during an evaluation.
 They can be done by our school system or independently.
 Keeping in view the learning domains or aspects different tests such as
achievement tests, aptitude tests, attitude scale, intelligence tests,
personality tests, norm and criterion tests and assessment techniques such
as questionnaire, interview, observation, rating scale and standardized
testing were discussed.
Questions