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Joint Commission on Allied Health Personnel in Ophthalmology
Performance Training Systems (PTS) has provided a wide range of consulting
test development services including task analysis and validation studies,
test design, test development, performance-based certification testing
including computer simulations, and psychometric services. Performance
Training Systems (PTS) has provided workshops on item writing and performance
test development and psychometric services include item and test analyses,
development of equivalent forms or examinations, cut score setting, and
preparing reports to be sent back to educational institutions that provide
associated education. See the attached abstracts of publication 1 for further
details.
Review
published paper1
American Academy
of Otolaryngology Head
and Neck Surgery Foundation
Performance
Training Systems (PTS) provided assistance in the development of a three part
training program (independent study, practicum, and structured on the job
training), and the development of specifications for a certificate test of
essential knowledge. It was focused on the preparation of otolaryngology
technicians to support the work of otolaryngologists.
National
Board for the Certification of Ophthalmic Executives
This
project provided psychometric services including test development, item
analyses, development of equivalent forms or examinations, and preparing
reports.
Minnesota Board of Peace Officer Standards and Training
Performance
Training Systems (PTS) led the process of the development of an over 2000
test item bank indexed to State of Minnesota
police officer training program objectives. Determined the relative weight
each training objective should be given within the licensing examination.
Edited and validated the items against the expected learning objectives, and
developed a model examination that sampled items from the item bank based on
desired training objective weightings.
Companies
McGraw-Hill
Book Company
Performance Training Systems (PTS) identified the skills needed by first-line
sales managers as they moved from salespersons to managers. Critical skills
were identified through structured interviews with successful first-line
managers and their supervisors. Next, the consequences of mastery of each
skill to the company was determined along with key process steps leading to
successfully applying the skill. The information was used to develop manager
training and evaluation.
H.B. Fuller Corporation
Performance Training Systems (PTS) evaluated the extent to which managers who
participated in a three week training program presented over a one year
period were able to transfer what they learned to the H.B. Fuller
environment. The evaluation focused on the ability to apply content learned
to real work scenarios. Performance Training Systems also developed a
company morale assessment instrument and conducted a study of company morale.
Minneapolis StarTribune
This project was designed to more effectively hire and train part-time
experienced truck drivers to more efficiently deliver newspapers to
distribution sites. The project focused on dimensions beyond truck driving
skills which were identified as being associated with the efficient delivery
of papers (e.g. safety, following directions, and reading maps and
documents). The selection test was shown to be an excellent predictor of success
in training, and success in training was shown to be an excellent predictor
of the efficient delivery of newspapers.
Review
the abstract of the published
article
Loomis,
Fargo & Company
Performance
Training Systems (PTS) identified the characteristics of successful and
unsuccessful armored car security officers as a basis for improved employee
selection to maximize performance and to minimize employee turnover. The
project focused on personal characteristics as contrasted with technical
skills.
Hoffman
Engineering
Performance
Training Systems (PTS) developed employee training and certification tests to
be used as part of a training system to prepare employees in production
skills for a new plant to be opened by the company. It also developed
learning aids to enhance learning as trainees completed the training
programs.
Andersen
Windows
Performance Training Systems (PTS) provided consultation on the
identification of key competencies needed by the sales force as they began to
implement a new sales strategy. It developed and implemented a system to
assess and to statistically and graphically analyze trainees' initial
after-course perspectives of the quality of instruction and their future
ability to transfer what they learned to their jobs. Performance Training Systems (PTS) also
conducted a return on investment (ROI) study of the overall training
effort.
Medtronic
Performance Training Systems (PTS) identified the key variables that affected
training program development expectations within the company and developed an
aid which trainers could use as they worked with internal customers to
determine the training program design and delivery requirements.
Norwest Banks
Performance Training
Systems (PTS) identified key expected performance outcomes of coaching
training program and developed a test designed to assess the ability of
trainees to transfer what they learned to real job scenarios.
Merrill
Corporation
Performance Training Systems (PTS) provided workshops to lead-personnel on
how to identify key performance skills and knowledge associated with the
range of jobs at Merrill (e.g., proofreaders, typesetters). PTS also provided
workshops on how to develop performance tests for the various skills and
provided consultation on the implementation of the company wide skills
certification testing and certification process.
International
Consulting
Center for Educational Research at National Taiwan Normal
University (NTNU)
Dr.
Pucel was selected as the United States representative to the International
Symposium on Comprehensive High School Education” in Taipei, Taiwan,
during May, 1998. He along with one representative from Great Britain and one from Japan addressed the high school principals of Taiwan
and central government officials on innovations in high school curricula that
might facilitate the development of creative and innovative students who
could contribute to their developing economy and society.
Basic concepts are summarized in the text: Pucel,
D.J. (2001). Beyond Vocational Education: Career Majors, Tech Prep,
Schools within Schools, Magnet Schools & Academies. Larchmont, NY:
Eye on Education. ISBN 1-930556-04-7.
Central Educational Science Research
Institute Beijing, Republic of China
Dr. Pucel presented a paper entitled the
“The Changing Roles of Vocational and Academic Education In Future High
Schools” on October 4, 1999 to
central government officials on innovations in high school
vocational-technical curricula that might facilitate the development of
creative and innovative students who could contribute to their developing
economy and society.
SANNO University Institute of
Japanese Management
Dr.
Pucel presented two key note presentations regarding "Performance-Based
Training and Evaluation" to Japanese business executives, consultants,
and university professors in Tokyo
in 2002. The first session was the keynote address at the Annual Seminar
of the SANNO University Institute of Management. The second was the keynote address
for the Japanese Association of Administrative Science Academic
Workshop.
Basic
concepts are summarized in the text: Pucel, D.J. (2005). Developing and
Evaluating Performance-Based Instruction (third edition). ISBN 0-943919-03-7 New Brighton, MN: Performance Training Systems, Inc.
Other
International Educational Consulting
Dr. Pucel has consulted with representatives from
18 different countries on reform of high schools, technical institutes,
training in business and industry, and their interfacing with economic
development: India, Lebanon,
Iran, Singapore, New
Zealand, Wales,
Nigeria, Dominican Republic, Netherlands,
West Germany, Australia, England,
Finland, Japan, Poland,
Taiwan, Malaysia, and China.
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