Facilitators of Learning. Self Reflection tool. - Cecoa

More documents

Recommendations

Info

R e f e r e n c e S y s t e m f o r F a c i l i t a t o r s o f L e a r n i n g Is there a cost-benefit consideration and understanding and can you draw concrete examples? Conducting the Learning Process Up to what level do you intervene? How deep are you involved in organising the training? How connected is the facilitation process experience to the real on the job situations? How do you seek learners’ feedback? Do you keep records of the learning outcomes and can you draw a report as an example? How do you carry open evaluation dialogues with the learners? What kind of tools do you use to report to stakeholders, managers, colleagues learning outcomes developed under the facilitation process? Evaluating the Learning Process How does the encouragement of individual./team improvement offer rewards? Task profile 4: Specific needs/problem solution Facilitators of learning have to answer to specific targeted problem, when solving specific problem fields. For instance they need to address the connection to quality standards. 5 Preparing the Learning Process Why is it important to carry out an intermediary analyses of individual learning needs? How can you define new learning objectives and goals? How can you observe the learner in order to understand fully his learning inclinations? How do you promote and obtain mutual agreements with the learner? Conducting the Learning Process Is it important to take over special roles like those in fields of rehabilitation, special (social) education, but also personnel development, CVET and in what way? What kind of (self) learning tools do you use for organising learning opportunities / activities? How do you get feedback after the facilitation process has taken place? Evaluating the Learning Process 5 See “Facilitators of Learning: European Dossier of Commonalities”, chapter 6 RESYFAC – Reference System for Facilitators of Learning Grant Agreement Number: 2007-1977/001-001 10
R e f e r e n c e S y s t e m f o r F a c i l i t a t o r s o f L e a r n i n g How does the encouragement of individual./team improvement offer rewards? How do you secure the learning outcomes resulting from the facilitation process? Which steps or which goals should be achieved to reflect once more the learner’s performance? When and how do you give feedback to the learner? 2.2 Reviewing the Knowledge, Skills and Competencies Profile of a Facilitator of Learning A facilitator of learning should have available the following elements of knowledge, skills, and competences regarding to facilitation of learning: Knowledge Profile Question: Critical, theoretical and practical knowledge of work integrated learning concepts Methodological insight in pedagogy and didactics Basic concepts of organisation of production concepts and their implications for learning systems and requirements Knowledge of validation and certification systems and qualification pathways, technological contexts, business administration and management Which subject of knowledge should I improve urgently? Skills Profile Questions Mastery of appropriate methodological approaches Analytical skills: the structure of the education/training market, learning context (occupational, enterprise culture, personal) targeted application of the established systems (VET, quality, IT, validation of competences) Motivation to optimise performances (individual and on team level) Which of the skills should I improve first of all? How can I acquire these skills? Competence Profile Personal Convinced of humans’ potentials to learn and develop RESYFAC – Reference System for Facilitators of Learning Grant Agreement Number: 2007-1977/001-001 11
Page 1 and 2: R e f e r e n c e S y s t e m f o r
Page 9: R e f e r e n c e S y s t e m f o r
Page 13: R e f e r e n c e S y s t e m f o r

Facilitators of Learning. Self Reflection tool. - Cecoa

Create successful ePaper yourself

Delete template?

Save as template?