Sentence examples for development of performance schemas from inspiring English sources
Further research should address the development of performance schemas over time and consequences for assessment instruments, rater training and rater selection.
We quantitatively assessed rater idiosyncrasy in the use of performance schemas and we investigated effects of rater expertise on the use of (task-specific) performance schemas.
Raters' performance theories (implicit role schemas); Raters' use of task-specific performance schemas; and Raters' formation of person schemas during observation and assessment of performance.
Qualitative verbal protocol analysis was used to explore: Raters' performance theories (implicit role schemas); Raters' use of task-specific performance schemas; and Raters' formation of person schemas during observation and assessment of performance.
Using theoretical frameworks of social cognition and person perception, we explored raters' implicit performance theories, use of task-specific performance schemas and the formation of person schemas during WBA.
These features of task-specific performance schemas reflect raters' efforts to understand the requirements of task-specific performance and the use of 'task-specific performance theory' to interpret and evaluate what is happening during the patient encounter.
Experienced raters made significantly more use of task-specific performance schemas compared to inexperienced raters, suggesting more differentiated performance schemas in experienced raters.
Based on the findings from our study, the use of task-specific performance schemas by more experienced raters may affect feedback given to learners/trainees.
Our results indicate, however, substantial between-rater differences in the use of performance theories (i.e. rater idiosyncrasy) and 'expert-novice' differences in the use of task-specific performance schemas.
Important areas for research are the use and development of person schemas and their impact on supervisor behaviour towards trainees, feedback processes and subsequent performance evaluations.
The findings indicate that raters used different schemas interactively: performance theories, task-specific performance schemas and person schemas were used to arrive at judgments.
