Tips for Sitting Though Certification Exams
- Schedule time. to scan through book, attend a class, Read,
Take Quizzes, Analyze, Organize Notes, Brain dump Heaven, Take Practice Exam.
- Call Sylvan Prometric 1-800-755-EXAM
or visit 2test.com
- Take the day off or schedule your test on a weekend.
- Reschedule if you must. You can always reschedule with no penalty 24 hours in advance.
- Schedule the test for the middle of the day, when you're awake but not tired out.
Leaving for the Exam
- Cram on a few key sections in the morning.
- Bring water, pencils with erasers, two forms of ID
Arriving at the Exam Site
- Pick a comfortable spot that doesn't have glare or cold draft.
- Ask for a blank piece of paper.
- Go to the restroom so you won't have distractions during the exam.
Starting
- After you log on, make sure you have the test you intend to take.
Don'g get 10 question into an exam before realizing you're taking the wrong test!
- Before starting test, write down key mnemonics.
After
- Return the piece of paper for the proctor to destroy.
- Wait for your certificate.
- Write down questions you had difficulty doing.
- Reward yourself. Take the afternoon to relax and unwind.
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“Improved listening skills will not necessarily result in improved listening. We must apply these skills. We must be convinced that it pays to listen. The combination of desire (I want to listen), effort (I'm going to work at it), and skill (I know how to do it) will result in improved listening.”
—Donald L. Kirkpatrick, Univ. of Wisconsin professor in his 1959 article "Techniques for Evaluating Training Programs" in
ASTD's Training and Development
Donald L. Kirkpatrick's 1994 book
Evaluating Training Programs: The Four Levels (San Francisco, CA: Berrett-Koehler, 1998 2nd Ed.)
is the standard in the industry on assessing the effectiveness of training efforts --
providing a
four-level model
- Reactions - a "smilesheet" is used to determine the learner's perceptions of whether they liked the topic.
- Learning - the learner answers pre and post tests to determine differences in knowledge, skills, and attitude.
- Transfer - the learner is observed to determine the extent new learning is being applied.
- Results - metrics of what the learner produces are taken to determine the impact in the operational and financial terms of the organization.
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