Strengthen the "evaluation" of evaluators
Release Time:
2021-01-21 09:39
Source:
Assessors are the specific operators of vocational skill appraisal work, serving as the "examiners" who assess and evaluate workers' technical levels according to vocational skill standards. The quality of the assessor team directly affects the quality of the appraisal work. In practice, we have found that some assessors have issues such as low quality, poor work performance, and lax assessment. Therefore, management and control of assessors should be strengthened from four aspects: qualification recognition, employment and onboarding, on-site assessment, and supervision and evaluation.
1. Strict Qualification Recognition, Selective Appointment and Onboarding
The nature and characteristics of appraisal work determine that assessors must meet certain qualification requirements before taking office. The entry gate for assessors must be strictly controlled through three assessments: first, the assessor's own professional competence, meaning proficiency in the technical theory and operational skills of their specialty, and holding the corresponding technical title; second, ideological and work performance, assessing the assessor's professional ethics, work performance, sense of responsibility, and principles; third, passing appraisal theory training, being able to skillfully master appraisal standards and assessment techniques. Only those who meet these requirements can be issued an assessor qualification certificate and badge by the labor administrative department, specifying the type and level of work they are responsible for.
For qualified assessors, selective and differential appointment should be implemented. The appraisal department should sign an employment contract with the assessor, clarifying the responsibilities, rights, and obligations of both parties. Assessors must wear a photo-bearing badge issued by the labor administrative department when on duty; those without certificates are not allowed to work. Assessors who need to terminate their contracts must obtain prior consent from the employing unit, and those whose terms expire should be promptly reappointed to maintain the stability of the assessor team.
2. Reasonable Organization and Allocation, Independent Appraisal and Assessment
During appraisal and assessment, assessors with the appropriate qualifications are selected according to the type, level, and category of the appraisal work, and assessment teams are formed through irregular rotation. The composition of the assessment team should be reasonable and representative. The appraisal department should adopt various organizational methods to reasonably allocate assessors and establish a two-way constraint mechanism. For example, for trades focusing on judging operational results, such as turners, fitters, and welders, assessors supervising the site do not test, and those testing do not supervise the site, implementing isolated scoring; for trades focusing on judging the operational process, such as automobile drivers and auto repair workers, assessors can be rotated and combined, with large cycles of assessment items and workstations, and candidates draw lots to determine projects. Three or more assessors track and score each step of the operation independently, ensuring fairness and justice in the appraisal work.
Assessors enjoy independent appraisal and assessment rights within the scope of their qualified appraisal trades (specialties) and levels, and have the right to refuse any improper requests from organizations or individuals to alter appraisal results. To ensure assessors strictly enforce discipline and law impartially, they must comply with the avoidance system for appraising relatives, teachers and students, and master-apprentice relationships, reducing pressure and influence from appraisal subjects, employers, and other parties.
3. Strengthen On-site Management, Control Judgment Errors
On-site scoring is the key and difficult point in assessor management. An assessor's scoring not only reflects the skill evaluation of the examinee but also the assessor's own quality and assessment level. The assessor's scores can be compared with the collective opinion of the assessment team to control errors. The collective opinion of the assessment team is recognized as the standard for measuring the examinee's skill level and is the legal basis for determining pass or fail. Once an assessor's scoring is found to be too lenient or too strict, or extreme data appears, it must be corrected immediately to keep scoring errors within allowable control limits. There are generally four causes for extreme scoring: first, inconsistent grasp of evaluation standards among assessors, with differing opinions; this requires further study of appraisal standards, unifying assessors' understanding, and improving assessment skills; second, psychological factors affecting assessors, such as personal will or preferences; this requires targeted psychological adjustment, ideological education, discipline education, and compliance with work arrangements; third, careless or sloppy work attitude causing scoring errors, which should be severely criticized and, if necessary, replaced; fourth, assessors falsifying results or engaging in favoritism, which should be dealt with seriously, with disqualification and accountability for serious cases.
4. Improve Supervision System, Regular Assessment and Evaluation
The vocational skill appraisal supervision system is an important measure to ensure appraisal quality. Supervisors are responsible for monitoring the appraisal process, results, and assessor behavior, and have the authority to stop disciplinary violations during appraisal or propose handling suggestions.
After each appraisal stage, the appraisal department should promptly evaluate the assessors' work. Evaluations are divided into excellent, qualified, and unqualified levels, assessing aspects such as holding certificates, adherence to posts, maintaining appraisal discipline, and strict assessment. Management personnel of the appraisal department rate assessors based on their work performance, establish assessor management records, and regularly feedback evaluation results to the assessors' units. Assessors with outstanding appraisal performance should be commended and rewarded, their advanced deeds publicized to foster a sense of responsibility and mission, unite assessors around the appraisal department, and promote the development of vocational skill appraisal.
Previous Page
Next Page
Previous Page
Next Page
Related Documents
undefined
Other News
2025.03.31
2025.03.19
2025.03.11
2025.03.10
2025.02.18
2025.02.18
Contact Information:
Hotline:
Address:
No. 46, Dongsi West Street, Dongcheng District, Beijing
Email:
China Laundry Information Center
Scan to Follow
China Business Laundry Committee
Scan to Follow
Laundry Encyclopedia
Scan to Follow
National Laundry Label Committee
Scan to Follow
China Business Vocational Appraisal
Scan to Follow
"China Laundry"
Scan to Follow
China Laundry Committee
Scan to Follow
China Business Laundry Committee
Copyright: China Commercial Federation Laundry Professional Committee
Beijing Public Network Security 11010102005379
Website Construction:China Enterprise Power Beijing