The Rubric and the Behavior

ChangeTruth or Sci-Fi?

Will a Questionnaire Work

Suggest sending to students who have completed course plus their supervisor. But, does the supervisor know what

he or she is looking for? If not, does the whole process lose credibility?

Or should it just go to the supervisors? What if the supervisor is ‘crappy’? And if it does should the questionnaire

itself be in the form of a rubric? What if the student can’t immediately

implement what he or she learned? And is anyone at HQ interested? And who collects the data?

Should the Rubric be Shared with Students Before the Course Begins?

Is then the rubric a guideline, a checkoff sheet?

Would this put more control in the learner’s hands?

But what about the intent of the rubric and the product? This is where the rubric often falls short.

And does the student actually know how to demonstrate the desired behavior?

How can a rubric assess progression of skill from mediocre to disciplined/

Does a Focus Group Do What is Needed?

Would a focus group be the best approach- a focus group of the student-graduates? Supervisors? Both?

Could the focus group be done immediately after the training, then several months later, then again, several months after that? And what is the optimal time to wait? Is three months too long or too

short?

How About…

Coordinating with other training programs then supervisors could be asked about multiple training programs at one time.

Or what about how long it may take for someone to become proficient at the behavioral change even though they have the ‘book’ knowledge.

Or realistically addressing funding, resources, leveraging other partner agencies?

And.

Does the rubric address behavior or performance?

Or stated differently: How many..

Licks does it take to get to the center of the Tootsie Pop?