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A characteristic of workplace learning is that the education actually being offered (curriculum in action) might differ from the formal educational programme (curriculum on paper).
In contrast to the curriculum on paper, the curriculum in action is how the intended curriculum is implemented in practice [ 25], while the actualised curriculum refers to what students actually do, how they study, what they believe they should be doing, the learning that occurs and the outcome of their learning [ 25].
The methods of evaluation used enable evaluation of the "curriculum on paper" (what is written about the curriculum in documents and what the implementers understand about curriculum goals and objectives), the "curriculum in action" (how the curriculum is implemented) and the "curriculum as experienced"(what students actually do, how they study and outcomes of the learning) [ 15].
Similar(57)
The free texts repeatedly point out a lack, or lacking implementation of, defined training structures which HOs would prefer: ("There is no structured training, no rotation schedule, no instructors designated as such…", "no structured teaching, only learning by doing", (a wish for) "a structured curriculum that does not only exist on paper but is actually put into practice").
Grounded in our work on designing game-based curriculum, this paper begins with a theoretical articulation of transformational play.
On paper.
But only on paper.
Only on paper.
On paper, at least.
It's on paper.
Dry on paper towels.
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Justyna Jupowicz-Kozak
CEO of Professional Science Editing for Scientists @ prosciediting.com