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Appraiser External Feedback Guidelines

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Appraiser External Feedback Guidelines

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Kontenido

Welcome to these guidelines on how to use the functionalities of Appraiser for collecting feedback on your competences. Here you will find:
  • Key points behind external feedback and its place in 360 degrees assessment
  • How to use the AppRaiser platform to collect feedback
  • Hints and tips on how to navigate your way through the process

Feel free to check out the guidelines on other functionalities and possibilities of AppRaiser and contact the team for any further assistance: appraiser@iywt.org.

Download Appraiser External Feedback Guidelines in PDF

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What is the concept of external feedback
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Kontenido

Although asking for, receiving and processing feedback by using AppRaiser is a fairly straightforward process (after all, it fits on one page), we still included some tips to make this journey even smoother for you.
  • Focus on 1 or 2 competence areas for feedback. It will keep the feedback process short enough for people to be focused and precise.
  • Keep on asking for feedback from all sides (participants, colleagues, contractors) to achieve a 360-degree competence review. The more feedback you will receive the more intersubjective review of your competences will be.
  • Consider which competence areas you demonstrate when having a professional relationship with a chosen feedback contributor. Their feedback will be more precise if they could actually see you demonstrating the chosen set of competences.
  • Ask for feedback as soon as possible after the training event – people should have fresh memories about your behaviour, performance and facilitation.
  • When possible, announce a feedback request during/at the end of the training event – this contributes to transparency and clarity of aims, and it allows those who are expected to provide feedback a chance to ask for clarification.

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Hints and tips for a smoother external feedback implementation Optené e badge akí

Although asking for, receiving and processing feedback by using AppRaiser is a fairly straightforward process (after all, it fits on one page), we still included some tips to make this journey even smoother for you.
  • Focus on 1 or 2 competence areas for feedback. It will keep the feedback process short enough for people to be focused and precise.
  • Keep on asking for feedback from all sides (participants, colleagues, contractors) to achieve a 360-degree competence review. The more feedback you will receive the more intersubjective review of your competences will be.
  • Consider which competence areas you demonstrate when having a professional relationship with a chosen feedback contributor. Their feedback will be more precise if they could actually see you demonstrating the chosen set of competences.
  • Ask for feedback as soon as possible after the training event – people should have fresh memories about your behaviour, performance and facilitation.
  • When possible, announce a feedback request during/at the end of the training event – this contributes to transparency and clarity of aims, and it allows those who are expected to provide feedback a chance to ask for clarification.
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Skills

ETS-TR
#Integrates feedback and maintains or recovers their own emotional balance afterwards
ETS-TR
#Acknowledging and dealing with unexpected learning moments and outcomes
ETS-TR
#Undergoing personal/ professional development through feedback
ETS-TR
#Identifying learning objectives and pursuing them pro-actively
ETS-TR
#Asks for feedback
ETS-TR
#Assessing one’s own learning achievements and competences
ETS-TR
#Reflects on the learning process
ETS-TR
#Applies the concept of competence in a learning context
ETS-TR
#Shows willingness to learn from others, even those who might hold different values and worldviews
ETS-TR
#Understands the values and mechanisms of feedback
ETS-TR
#Gives, receives and integrates feedback in a constructive way
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International Youth Work Trainers Guild
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