TOOLS AND TECHNIQUES FOR CLASSROOM ASSESSMENT

TOOLS AND TECHNIQUES FOR
CLASSROOM ASSESSMENT
M.Vijayalakshmi
Assistant Professor

Assessment for Learning
Unit – III
TOOLS AND TECHNIQUES FOR
CLASSROOM ASSESSMENT

Unit – III
TOOLS AND TECHNIQUES FOR CLASSROOM ASSESSMENT
Introduction – Observation – Self-Reporting –
Anecdotal Records – Check List – Rating Scale
– Types of Tests –Assessment Tools for
Affective Domain – Attitude Scale –
Motivation Scale – Interest Scale – Types of
Test Items – Essay Type Questions – Short
Answer Question – Objective Type Questions
– Principles for Constructing Test Items

Introduction
• Concepts test
• Minute Tests
• Graphic organizers
• Review and reflection tools
• Feedback tools
• Rubrics

Assessment techniques
• Its purpose is to improve the quality of
student learning
• It provides faculty with feedback about their
effectiveness as teachers
• It gives students a measure of their progress
as learners
• To provide faculty with information on what,
how much and how well students are
learning

Observation / Extro spection /
Uncontrolled / Naturalistic / objective
Observation Method
• Latin word
• Observare – to keep open
• Measurement without using any instrument
or device
• Understanding the environment by sense
organs

Observation
• External behaviour of persons in appropriate
situations
• Controlled or uncontrolled
• Expert, purposive, systematic, carefully
focused and thoroughly recorded
• Should be accurate, valid and reliable
• Tools such as check list and score-card, tape-
recorder, thermometers, audiometer, stop-
watch, binoculars etc.

Types
• Direct Observation
• Indirect Observation
• Natural Observation
• Artificial Observation
• Participant Observation
• Non-participant Observation
• Controlled Observation - laboratory
• Uncontrolled Observation - natural situation
• Known Observation
• Unknown Observation
• Group Observation
• Personal Observation

Types of Observation
Participant
Non-Participant

Uses of Observation
• In descriptive research
• Significant aspects of personality which
express themselves in behaviour
• Physical aspects of school buildings or
students and teachers – through physical
examination, measurement, assessment and
comparison with fixed standards
• In classroom – learning behaviour
• Cumulative record – anecdotal evidence –
research studies

Requisites of a Good Observation
Proper Planning
Skillful Execution
Recording and
Interpreting
Observation

Self reporting
• Type of survey, questionnaire, or poll
• Respondents read the question and select a
response by themselves without researcher
interference
• Any method which involves asking a
participant about their feelings, attitudes,
and beliefs and so on
• Examples - Questionnaires and interviews
• Used in observational studies and
experiments

Questionnaires
• Consists of a set of questions usually in a
highly structured written form
• Open questions and closed questions
Interviews
• Spoken questionnaire where the interviewer
records the responses
• Structured - predetermined set of questions
• Unstructured - no questions are decided in
advance

• Questionnaires and interviews - to study
large samples of people fairly easy and
quickly.
• Ask people to reveal behaviour and feelings
which have been experienced in real
situations.
• Participants may not respond truthfully
• Social desirability bias can be a big problem
• If questionnaires are sent out, say via email
or through tutor groups, response rate can
be very low

• Unstructured interviews can be very time
consuming and difficult to carry out
• Structured interviews can restrict the
respondents' replies
• Psychologists often carry out semi-structured
interviews which consist of some pre-
determined questions and followed up with
further questions which allow the respondent
to develop their answers

Anecdotal Record
• Anecdote – short account of some happening
• Anecdotal records are factual descriptions of
the meaning incidents and events which the
teacher has observe in the lives of his
students
• An anecdotal record is a report of a
significant episode in the life of a student
- Raths Louis

Meaning
• An anecdotal record is a running description
of actual examples of behavior of a student is
observed by teachers and the counselor.
Definition
• "Anecdotes are descriptive accounts of
episodes or occurrences in a daily life of the
student."
- Brown and Martin

A Specimen of an Anecdotal Record
• Name of the School
• Name of pupil observed _____ Class _____ Subject _______
• Observer Date and place
• _____________________________________
• Objective Description
• _____________________________________
• Comment of Observer

Values and Uses of Anecdotal Records
• They provide specific and exact description
of personality and minimize generalizations.
• They are very helpful in understanding the
child's behavior in diverse situations.

• They provide a continuous record.
• They provide data for pupils to use in self-
appraisal
• A summary of these records is valuable for
forwarding with a pupil when he is
transferred from one school to another.
• The new members of the staff may use
these records and acquaint themselves with
the students.

Limitations
• Anecdotal record tends to be less reliable
than other tools
• They are time consuming to write

Check List
• Consisting of prepared list of items
• Used to record the presence or absence of
the item
• By checking ‘yes’ or ‘no’ or by inserting the
appropriate word or number
• Matter of fact and not judgement or opinion
• In educational studies
• Educational appraisal studies of school
buildings, text books, facilities available
• Recreation, laboratory, library etc.

Characteristics of Checklist
• Checklist is used for evaluation of self and
others.
• It is used as an instrument of observation.
• It involves questions and its answers.
• It involves signs by the respondent.
• It involves the characteristics about a
particular subject to be evaluated

Construction and Application of Checklist
• The first horizontal line of the check list is
used to write the name or number of the
subject under observation.
• The characteristics of the subject or thing to
be evaluated are arranged in vertical column
of the evaluation sheet with the
corresponding blank options to place the tick
mark in the adjacent columns.

• Then the characteristics present in the
subjects under observation are decided and if
that characteristic is present in the subject
then the tick mark is placed in that column.
• Then after the frequency of all tick mark is
counted and marks are given to students on
the bass of predefined norms or standards.
• Then the percentage, mean, median or
correlation is used.

• A check list is simple tool of evaluation.
• lt is easy to make, easy to use, and yet can be
constructed to cover various aspects of an
individual's behaviroural adjustment.
• In preparing a checklist a teacher must keep
in mind what kinds of behaviours are
important to record and what kind of
objectives are to be evaluated

Uses of Checklist
• It is useful for survey and research.
• The amount of characteristics or traits of
subjects can be known.
• It is helpful to give the appropriate guideline
to the subjects.
• To know the developmental direction of the
specific behavior pattern check list is used.
• It is useful for self-evaluation and other's
evaluation.

Limitations of Checklist
• As only sign is used in checklist therefore no
other options are found. It is subjective and
biased
• It is difficult to evaluate the personality of
student or adjustment capacity through
checklist

Rating Scale
Meaning
• A rating scale is a set of categories designed
to elicit information about a quantitative or a
qualitative attribute.
• Rating Scale is an important technique of
assessment. 'Rating' is the assessment of a
person by another person.
• Ruth Strang calls it 'directed observation'

Definition
• “Rating is a term applied to expression of
opinion or judgement regarding some
situation, object or character. Opinions are
usually expressed on a scale of values. Rating
techniques are devices by which such
judgments may be quantified"
- A.S.Barr

Rating Scale
• Personality of a individual is not assessed by
himself but by other persons who know the
individual well
• Student – teacher
• Teacher rating, personality rating, testing the
validity of many objective instruments like
paper-pencil inventories of personality &
School appraisal

• A rating scale is an improvement over check
list.
• While a checklist simply records that
something happened, a rating scale adds
another dimension: how much or how well it
happened.
• In a commonest type of rating scale, the
columns opposite the list of traits may be
captioned wither in quantitative terms such
as - always, sometimes, Never or in
qualitative terms such as Good, Average,
Poor.

• Example :
• Limited number of items to which values on a
scale have to be assigned
• The value be represented in the form of a
number or one among a series of worded
descriptions
• Usual to have 5 to 7 points on the scale for
every item to be rated
Highly
emotional
Occasionally
emotional
Socially
average
Very rarely
emotional
Not at all
emotional

Types of Rating Scales
Numerical rating Scales:
• In this numbers are assigned to each trait.
• If is a seven-point scale, the number 7
represents the maximum amount of that trait
in the individual, and 4 represents the
average.
• The rater merely enters the appropriate
number after each name to indicate
judgement of the person

Method of Paired Comparison :
• In this the rater compares each person being
rated with respect to the trait of every other
individual, being rated in the general terms
of 'equal', 'better', or 'worse‘.

Graphical Rating Scales - are most commonly
used
Examples are:

Score cards
• It is a type of scale in which whatever is
being rated is analysed into its component
parts
• An expert assigns each part a maximum score
• The rater assigns a value to each items and
he passes judgement and these values are
totaled and a final score is pronounced

Man to Man Scale
• In this case, an individual is asked to rate
the person to be rated (the rate) by comparing
him to a person already rated and assigned a
position on the scale.
• The rate is assigned his position

Errors in rating
Generosity Error.
• This means, sometimes the rater does not
want to run down the rate, the latter being
his favourite, by giving him low ratings.
The Error of Halo Effect.
• Sometimes. the rating is done in terms of
general impressions about the rates formed
on the basis of some previous performance

The Error of Central Tendency.
• Sometimes the rater has a tendency to rate
all or many of the rates near the mid-point
on the scale

Limitations
• Hallo – Effect
• Rater frequently carry over one generalised
impression of the person from one rating to
another
• Generosity Error
• Rater develops a tendency to over estimate the
desirable qualities of the rate whom he likes
• Constant Error
• There is a tendency on the part of the rater to
see others as opposite to himself on a trait
• Average Category
• Rater have a tendency to play it safe and may
mark all items in the centre

TEST
Definition
• "A test is a systematic procedure for
observing and describing one or more
characteristics of a person with the aid of
either a numerical scale or a category system"
- L..J. Cronback

• "A test is a compact task or series of tasks
designed to ascertain the merit or quantity of
something. Educational tests constitute a
series of items for which a score is obtained.
Depending on how they are constructed, they
can serve a purpose"
- A Dictionary of Education

Purposes:
• For the grading of students,
• For individual attention required by any
student,
• For creating merit and so on.
• It tells how to shape the learning
methodologies.
• There are a number of forms of tests that can
be taken in a classroom. Give insight of each
and every student of the classroom.

TYPES OF TEST
Achievement test
(for measuring
achievement)
Diagnostic test
(for diagnosis)
Prognostic test
(for predicting
future
performance)

TYPES OF ACHIEVEMENT TESTS
STANDARDIZED TESTS
TEACHER-MADE TESTS

TYPES OF STANDARDIZED TESTS
APTITUDE
TESTS
ATTITUDE
TESTS
INTELLIGENCE
TESTS
INTEREST
TESTS
PERSONALITY
TESTS

TYPES OF TEACHER-MADE TESTS
WRITTEN
ORAL
PRACTICAL

WRITTEN
•ESSAY TYPE
•SHORT ANSWER TYPE
•OBJECTIVE TYPE

Achievement test
Meaning
• An achievement test has a great significance in
all types of instructional progresses of the
individual.
• A classroom teacher depends upon the
achievements tests for measuring the progress
of his students in his are taken on their
performance in the achievement tests.
• It is, therefore, necessary that the teachers
should be well-versed with the meaning and
the characteristics of achievement tests.

Definition
• 'The type of ability tests that describe a
person has learned to do is called an
achievement test."
- Thorndike and Hagen (1969)
• A systematic procedure for determining the
amount a student has learned through
instruction."
- Gronlund (1997)

Characteristics of a good
Achievement test
• Groulund and Linn (1990) -
• A good achievement test is tried out and
selected on the basis of its difficulty level and
discriminating power
• It should have a description of measured
behavior.

• It should be divided into different
knowledge and skills according to behaviours
to be measured.
• It should contain a sufficient number of test
items for each measured behaviour
• Its instructions in regard to its administering
and scoring are so clear that they become
standardized for different users.

• It is accompanied by norm which are
developed at various levels and on various
age groups.
• It provides equivalent and comparable forms
of the test.
• It carries with it a test manual for its
administering and scoring

CHARACTERISTICS OF
ACHIEVEMENT TESTS
RELIABILITY
• The degree of accuracy with which an exam ,
test measures, what it seeks to measure a
given variable.

• A good test reliability means that the test
taker will obtain the same test score over
repeated testing as long as no other
extraneous factors have affected the score.
• A good instrument will produce consistent
scores. An instrument’s reliability is estimated
using a correlation coefficient of one type (or)
another.

VALIDITY
• Validity is the quality of a test which measures
what measures what it is supposed to
measure.
• It is the degree to which evidence, common
sense,(or) theory supports any interpretations
(or) conclusions about a student based on
his/her test performance.

A TEST IS VALID WHEN IT -
• Produce consistent scores over time.
• Measures what it intends to measures.
• Can be objectively scored
• Has representative norms

EASE IN ADMINISTRATIVE
• A test is good only when the conditions of
answering are simple (scientific & logical ). Its
instrument should be simple and clear.
COST
• A good test should be in expensive, not only
from the view point of money but also from
the view point of time & effort taken in the
construction of a test. Fortunately there is no
direct relationship between cost & quality.

TIME
• Generally the time given to students is always
in short supply however the students too do
not accept very long tests. Therefore a test
should neither be very long nor very short.
ACCEPTABILITY
• A good test should be acceptable to student
to whom its being given without regard to any
specific situation that is the question given in
the test should be neither very difficult nor
very easy.

OBJECTIVITY
• A test is objective when the scorer’s personal
judgment doesn’t affect the scoring
EQUILIBRIUM
• Achievement of the correct proportion among
questions alloted to each of the objectives
and teaching content.

SPECIFICITY
• The items in a test should be specificity to the
objectives.
• PRECISE & CLEAR
• Item should be precise, clear so that the
students can answer well and score marks

Practical uses of achievement tests
• Tests help to evaluate the extent to which the
objectives of education are being achieved
• Tests help to classify school objectives
• Tests discover the type of learning
experiences that will achieve these objectives
with the best possible results

• To evaluate, revise and improve the
curriculum in the light of these results.
• To discover backward children who need
help and to plan for remedial instruction for
such students.
• To select talented pupils for special classes
and courses.
• To decide proper classification of students.

• To get a better understanding of the needs
and abilities of pupils.
• To select students for the award of special
merits or scholarships
• To group pupils in a class so that students are
put in such a way that individual difference
are as slight as possible

FUNCTIONS OF
ACHIEVEMENT TESTS
• Provides basics for promotion to next grade.
• Find out where each student stands in various
academic areas.
• Motivate the students before a new
assignments has taken up.
• Expose pupils difficulties which the teacher
can help them to solve

STANDARDIZED TESTS
• Standardization means uniformity of
procedure in scoring, administering &
interpreting the results.
• Standardization test is one in which the
procedure, apparatus, & scoring have been
fixed so that precisely the same test can be
given at different times & places
- (LEE J CRONBACH).

• Standardization tool is one for which norms
have been established.
• A standardization test is prepared after
several trials of a test to a large number of
students.

CHARACTERISTICS OF STANDARDIZED TESTS
CONTENT IS STANDARDIZED:
• Item – selection done by component judges.
ADMINISTRATION IS STANDARDIZED:
• direction , time limits
SCORING HAS BEEN STANDARDIZED:
• rules of rules, scoring key are prepared.
INTERPRETATION HAS BEEN STANDARDIZED:
• Norms are provided.

TEACHER – MADE TESTS
• Teacher made tests are classroom tests and
are developed by the teachers.
• These tests assess students learning every
period of time or after a particular unit of
study.

FEATURES OF TEACHER- MADE TESTS
• Assess degree of students progress with
reference to classroom activities.
• Help the teacher to assess individual pupil’s
strengths and weakness and needs.
• Motivate the students.
• Simple to use.
• Provide feedback for teachers as to assess the
effectiveness of teaching methods.

LIMITATIONS OF
TEACHER – MADE TESTS
• Tests are ambiguous and unclear.
• Tests are either too short or too lengthy.
• Tests do not cover the entire content.
• Tests serve limited purpose.
• Tests are usually hurriedly conducted.

ELEMENTS STANDARDIZED TESTS TEACHER MADE TEST
PURPOSE MEASUREMENT OF
EDUCATIONAL OUTCOMES
OF STUDENTS OF A
NUMBER OF SCHOOLS
MEASURE THE
OUTCOME OF A
TEACHERS TEACHING OR
OUTCOME OF LEARNING
IN HIS CLASS
SCOPE ITS SCOPE IS VERY WIDE ITS LIMITED
ACCURACY MORE ACCURATE LESS ACCURATE
REFINEMENT THEY ARE DULLY EDITED IT IS CRUDE

ELEMENTS STANDARDIZED TESTS TEACHER MADE TEST
NORMS PROVIDE NORMS DOESN’T CONTAIN
NORMS
SOURCES USES SEVERAL SOURCES
TEACHERS,EXPERTS,RES
EARCH WORKERS
BASED ON
EXPERIENCE OF
TEACHERS
PUBLICATION PUBLISHED NOT PUBLISHED
COVERAGE OF
CURRICULUM
COVER STATE OR
REGIONAL
CURRICULUM
COVERS SMALL AREA
OF CURRICULUM

Diagnostic tests
Meaning
• There are tests which have been devised to
provide information about the specific nature
of pupil's difficulties in given subject areas.
These tests are called diagnostic tests.

• The word diagnosis is used more or less in
the same sense in education.
• In educational diagnosis, it is the failure of
the process of education or learning that is
located and attended to be remedied.
• Educational diagnosis is "the determination
of the nature of learning difficulties and
deficiencies".

The corrective diagnosis can be done at the
following levels.
• Classification
• Finding the nature of difficulties
• Finding the causes of difficulties
• Providing remedial measures
• Preventing the difficulties from occurring

Uses of Diagnostic tests
• Point out inadequacies in specific skills
• Locate areas in which individual instruction is
required
• Furnish continuous information in order that
learning activities may be most productive of
desirable outcomes.
• Serve as a basis for improving instructional
method, instructional materials and learning
procedures

Prognostic tests
• One of the important uses of tests is to
predict how individuals behave in certain
situations.
• Prognostic tests are intended for uses in
prognosis or prediction of future success in
specific subjects of the school curriculum.
• They also frequently test some of the
aptitude factors that are not directly
dependent upon previous training of a specific
topic.

Meaning
• An aptitude is the ability to learn or to
develop proficiency in an area
• Examples are various types of reasoning,
artistic ability, motor co-ordination, musical
talent.
Aptitude tests

Aptitude Tests
• Science, literature as the latent potentialities
or skills
• Converted into special skills
• Potentiality of clerical
• Trained further to write exams in IAS and IPS
cadres
• Group I or II services

Purpose of Aptitude test
• Human efficiency is not as easily defined as
that of a machine and it is not easily
measured.
• The working efficiency of an individual varies
with a number of factors, the most important
of which are
i. His aptitude for the task involved
ii. Adequacy of his training for the job and
iii. His mindset and conditions of work.

• Aptitude is measured in terms of individual
differences.
• In a given type of work, there are those who
learn rapidly and achieve a high level of
skill and those who are slow to learn and
whose achievement is low.
• The former are said to have good aptitude
for the work in question.

• Aptitude test batteries like General Aptitude
Test Battery (GATB) and Differential Aptitude
Test (DAT) are used to measure the aptitude
of individuals in general reasoning ability,
verbal aptitude, numerical aptitude, spatial
aptitude, clerical perception, motor co-
ordination, finger dexterity, manual dexterity,
language usage etc. thus, these tests are
widely used to test the aptitude of the
students.

Measurement of Aptitude
• Differential Aptitude Tests
1. Verbal reasoning
2. Numerical ability
3. Abstract reasoning
4. Spatial relations
5. Mechanical Reasoning
6. Clerical speed and accuracy
7. Language usage – Spelling and Grammar
First three (1, 2, 3) – measure the functions
related to general intelligence
4, 5, 6 & 7 measure specific aptitudes

Meaning
• A rubric is typically an evaluation tool or
set of guidelines used to promote the
consistent application of learning
expectations, learning objectives, or
learning standards in the classroom, or
to measure their attainment against a
consistent set of criteria.

• The word rubric comes from the Latin word
for red.
• The online Merriam-Webster dictionary lists
the first meaning of rubric as "an
authoritative rule" and the fourth meaning
as "a guide listing specific criteria for
grading or scoring academic papers, projects,
or tests"

• A rubric is a coherent set of criteria for
students‘ work that includes descriptions of
levels of performance quality on the criteria.
• It should be clear from the definition that
rubrics have two major aspects: coherent sets
of criteria and descriptions of levels of
performance for these criteria.

Steps to Create a Scoring Rubrics
• Example
• Explaining the scoring rubrics by taking the
scoring of writing skill of student
• Step· 1
• Teacher uses the assignment of students for
scoring for assessing the writing skill, and he
gives a clear guideline for writing the
assignment.

• Step· 2
• Teacher discusses the qualities for writing
assignment with the students and fixes
criteria for the good qualities of an
assignment.
• Step· 3
• The teacher discusses how he grades the
quality of an assignment and he also
discusses the grading of the assignment he is
going to give them in the classroom.

• Step· 4
• The teacher shows the students how he gives
marks to the assignment by using a model
assignment.
• Step· 5
• The teacher asks the students to create
scoring rubrics for the sample assignment
using the guidance given by him.

• Step· 6
• The teacher gives the scoring rubrics and
gets feedback from the students for improving
it.
• Step· 7
• Finally he uses the scoring rubrics for scoring
the assignment given to the students.

Rubrics Importance
• The main purpose of rubrics is to assess
performances.
• Rubrics help students and teachers define
"quality”
• When students use rubrics regularly to judge
their own work, they begin to accept more
responsibility for the end product. It cuts
down on the "am I done yet?“ questions.

• Rubrics reduce the time teachers spend
grading student work and make it easier for
teachers to explain to students why they got
the grade they did and what they can do to
improve.
• Parents usually like the rubrics concept once
they understand it, and they find rubrics
useful when helping with homework. As one
teacher says: "They know exactly what their
child needs to do to be successful"

ASSESSMENT TOOL FOR AFFECTIVE DOMAIN
• Affective Domain
• Prepared in 1964 by Dr.Bloom, Kruthwohl and
Masin.
• Emphasizes the development of the heart.
• It deals with values, attitudes, interest, and
appreciation, social and emotional adjustment.
• If the objectives of the affective domain are
attended to and achieved, the evaluator will be in
a position to predict the behavior of an
individual.

• Affective taxonomy is divided into five major
classes arranged in a hierarchical order on the
basis of the level of involvement.
• Characterization
• Organization
• Valuating
• Responding
• Receiving

• Receiving
• Learner should be sensitized to the
existence of certain phenomenon and stimuli
in his environment. This includes
awareness, willingness to receive and give
controlled or selected attention. (Ability to
discriminate the stimuli)

• Responding (Interest objective)
• This is with response that goes beyond
merely attending to phenomena. A person is
actively involved in attending to them.
• This involves responding, willingness to
respond and satisfaction in response. The
person attaches emotional significance to the
stimuli

• Valuating
• Stage of internalization-becomes part of the
person.
• This includes acceptance of a value,
preference for a value and commitment to a
goal, idea or belief or a conviction in regard to
a point of view.
• Consistence in behavior, which can be
predicted. Forms principles of life and
behavior is based on it.

• Organisation
• For situations where more than one value is
relevant the need arises for the organization
of the value into a system.
• The determination of the interrelationship
among them and the establishment of the
dominant and pervasive value.

• Characterisation by a value or value complex
• Organization becomes part of the personality
and develops his personality-characterisation

• Organization of values which control his
behavior is called value complex.
• Values like honesty, truthfulness, friendship
develop through these levels of the affective
domain.
• The values which are of importance to him
will be placed higher up on the hierarchy and
those which are of less value go down, thus
creating an organization of values.

• The individual will then behave in different
situations according to hisIher value
organization.
• So much so that gradually they become a part
of his personality and define his/her
character.

Attitude Scales or Opinionnaire
• Opinion and Attitude are allied but
not Synonymous terms
• Attitude - Inner feeling or belief of a
person towards a particular
phenomenon
• Opinion – what a person says about
his attitude towards some
phenomenon

ATTITUDE SCALES
• An attitude is a mental and natural
state of readiness exerting directive or
dynamic influence upon the individual's
response to all objects and situations
with which it is related.

Measurement of attitude
• There are numerous types of attitude tests.
• The most common among them is self-report
inventory.
• A large number of statements are given here
and the person is directly asked what his
attitude toward particular statement is.
• They are technically called attitude scale.

Two basic underlying assumptions
• An individual's behavior with respect to
object or event will be consistent from one
situation to another.
• Attitude cannot be measured directly. It is
actually inferred from the statements or
actions of the person. i.e., it is inferred from
verbal and non-verbal behavior of the subject

Types of Attitude Scales
•Thurstone Technique of
Scaled Values
•Likert Method of
Summated Ratings

Thurstone scale
• Five Steps
• Step-I
• Several hundred statements expressing
various degrees of negative and positive
attitude towards the objects or events are
collected. These statements can be obtained
from experienced people or from popular
literature on the issue

• Step-II
• Each statement is written on a separate slip
of papers or cards. These statements are given
to different judges to pile them on 11 point
scale ranging from favourable to
unfavourable.

• Step-III
• This is the scale construction stage. These
statements are put into different scale points
on the basis on consensus of judges. On those
statements where judges do not agree are
eliminated here.

• Step-IV
• Final statement for the scale is selected here.
Then the subject is asked to mark those
statement with which he is fully agreed and
he is then given 10 scored

Thurstone Technique of Scaled Values
• 20 or more statements – express – groups,
institution, idea or practice
• Submitted – panel of 50 or more judges
• 11 groups – assigning a position to an item
• Disagreement – discarded
• Median scale value – falls between 1 to 11
• Given to the subjects – check - agreement –
responses - quantified

Likert scale
• The Likert Scale is the most commonly used
scale in quantitative research.
• It is designed to determine the opinion or
attitude of a subject.
• It contains a number of statements with a
scale after each statement.
• The original version of the scale included 5
response categories, and each response
category was assigned a value.

• Usually, the most negative response is given a
numerical value of 1, while the most positive
response has a numerical value of 5.
• Obviously you can work out that the point in
the middle would have a numerical value of 3.
• Response choices in a Likert Scale usually
address:
Agreement
Evaluation
Frequency

• Example of a Likert Scale:
• Statement:
• This method of teaching you about quantitative
research methodology is useful
• Likert Scale:
Strongly agree 5
 Agree 4
 Uncertain 3
 Disagree 2
 Strongly disagree 1

Likert Method of Summated Ratings
• Without the panel of judges
• Less time and efforts to construct
• Collecting a number of statements
• Express definite favourableness or
unfavourableness
• Approximately equal statements
• Trial test – administrated to the subjects

• Eliminate – ambiguous
• SA, A, U, DA & SDA
• Favourable statements – 5, 4, 3, 2 & 1
• Unfavourable statements – 1, 2, 3, 4 & 5
• 50 * 5 = 250 – Most Favourable response
• 50 * 3 = 150 – Neutral attitude
• 50 * 1 = 50 – Most Unfavourable attitude

MOTIVATION SCALE
• The Motivation Assessment Scale (MAS) is a
rating scale that assesses functions of
problem behavior in individuals with
developmental disabilities through informant
responses.
• It includes 16 questions and is comprised of
four subscales that each represents a possible
function of the behavior: attention, escape,
sensory, and tangible.

• Each question has six response options
• (0 = never, 1 = almost never, 2 = seldom, 3 =
half the time, 4 = usually, 5 = almost always,
and 6 = always).
• Scores are calculated by summing the item
ratings within a particular subscale/function
and calculating the mean rating for that
subscale.

• High scores for one or more of the subscales
suggest that those functions may be
maintaining the individual's problem behavior
Never=O
Almost Never=l
Seldom=2
Half the Time=3
Usually=4
Almost Always=5
Always=6

Interest Inventories
• The tools used for describing and measuring
interests of individuals – Interest Inventories
or Interest Blanks
• Self-report instruments – in which the
individuals note their own likes and dislikes
• Frequently used in educational and
vocational guidance and in case studies
• Defined as eagerness, attention, curiosity,
likes and dislikes

Measurement of Interest
E.K.Strong’s Vocational Interest
Blank (SVIB)
G.F.Kuder Preference Record
(KPR)
Occupational Interest Inventory

E.K.Strong’s Vocational Interest
Blank (SVIB)

• Designed by E.K. Strong in 1919.
• It consists of 420 items concern with various
occupations, school subjects, amusements,
activities of people etc.
• It has been applied to persons in various
professions such as law, medicine, teaching and
engineering etc.,
• According to strong some interests are common
to all these professions.
• It is not concerned with ability.
• It is applicable for adults.

• It is available in four forms for men, women,
students and those who have left school long
back.
• About 40-50 minutes are given for taking the
test.
• The reliability is about 0.80 validations it quite
difficult.
• E.K. Strong validated after 16 years who had
taken test.
• The norms have been developed for the
inventory.

Limitations
• The accuracy of statements made by the subject
cannot be tested.
• There is the problem of stability of interests as it
is an acquired trait, the interests change at the
different stages of development.
• It does not indicate the success in the occupation

E.K.Strong’s Vocational Interest Blank
(SVIB)
• Designed by E.K. Strong in 1919
• Classified for men, women, students and
those who left the school long back
• Blank for men – 420 items with 8 divisions
• Subject will indicate – Like (L), Dislike (D) and
Indifference (I) - Symbols
• 40 to 55 minutes
• 17 years of age and above

G.F.Kuder Preference Record (KPR)

• The Kuder Preference Record has been
developed for high school and college
students.
• Each item of this inventory consists of three
preferences such as-
(a) Study Physics
(b)Study of Musical Composition and
(c) Study Public Speaking.

• It consists of 198 items in all, each item has
three preferences. Preference is measured in
nine fields - mechanical, scientific,
computational, artistic, literacy, persuasive
social service and clerical etc.
• It has high reliability index 90.

• Reference in this record can be compared
with the strong vocational interest blank.
• Interest inventories are used in the
classification or selection of individual for
different occupations.
• It means that individual difference with
regard to interests is useful for vocational
guidance as well as educational guidance and
counseling purpose.

• It provides the basis for selection of
individuals for different jobs.
• It has the administrative function.
• Information about the interests of students is
much more useful for teachers in school.
• In selecting the study subjects after delta
class, interests of the students are basic for
their choices.

• High school and college 198 items
• Comprises of three preferences
• Ten fields – outdoor, mechanical,
computational, scientific,
persuasive, artistic, literacy, musical,
social service and clerical

• Occupational Interest Inventory is designed to
be used in a wide spectrum of career
guidance activities.
• It helps candidates choose an occupation,
plan their career, and grow as professionals
in the workplace.

• The assessment, which is based on the
RIASEC (Realistic, Investigative, Artistic,
Social, Enterprising and Conventional) model,
measures levels of interest in 12 domains and
matches the candidate's profile with a list of
80 occupations across various sectors and
fields.

Orientation and mobility
Skills assessment/training courses
Recruitment

TYPES OF TEST ITEMS
Multiple-choice tests
Matching tests
True-False tests
Short-answer tests
Problem Tests
Oral Exams
Essay Tests
Performance tests

TOOLS AND TECHNIQUES FOR CLASSROOM ASSESSMENT

Principles of Construction of Test Items
Five principles
a)
Principle
of Validity
1.
Content
Validity.
(i). Face
Validity
2.
Criterion
Validity.
(i)
Concurrent
validity
(ii)
Predictive
validity.
3.
Construct
Validity.
(i)
Convergen
t validity.
(ii)
Discrimina
nt validity
b)
Principle
of
Reliability
(1) Stability
(i) Test -
retest
reliability
(ii) Parallel
form
reliability
(2) Internal
consistenc
y of
measures.
(i) the
concordan
t value of
items
(ii) split-
half
method.
c) Principle
of
Sensitivity
d) Principle
of
Practicabilit
y
e) Principle of
Standardisation
Nine steps

e) Principle of Standardisation
Nine Steps involved in the construction and
standardisation of a test.
i). Planning.
ii). Writing the test items.
iii). Field try out of the test.
iv). Item analysis.
v). Organising the test items.
vi). Conducting the test and marking.
vii).Establishing the reliability and validity of the
test.
viii).Estabilishing the objectivity of the test and,
ix). Usage of the test

Principles for Constructing Test Items
• Four principles for test items construction
a) Principle of Validity
• If a measuring tool measures what it intends
to measure then it is a valid instrument. The
validity of measuring tool includes the
following.
1. Content Validity.
2. Criterion Validity.
3. Construct Validity.

1. Content Validity
• If a measuring tool contains all the
measurement of a particular things then it is
called the tool with content validity. This tool
measures all the dimensions of a thing to be
measured.

2. Face Validity
• One of the fundamental indicators of a good
measuring tool is the face validity. If a
measuring tool shows outwards that it can
fulfil the measuring needs of a teacher, then
it is called the measuring tool with the face
validity

2. Criterion - Related Validity
• Criterion - Related validity of a measuring tool
is that the measuring tool is constructed with
reference to a standard for measuring a
particular aspect of a thing. It should be
similar to a measuring tool that is based on
the same criterion.
• This validity includes
• (i) Concurrent validity and
• (ii) Predictive validity.

i). Concurrent Validity
• One of the indicators of a measuring tool is its
concurrent validity. It means that this
measuring tool should concur with the
standardised measuring tool that is
constructed already that measures the same
aspect of an object.

ii). Predictive Validity
• If a measuring tool measures an aspect of any
thing by determining a values for it, and if it is
used to measure the same aspect of the
some thing in the future and if it gives the
same values for it, then it is called the
measuring tool that has a predictive validity.

3. Construct Validity
• The construct validity of a measuring tool is
that all indicators of this measuring tool
showing the same value at all times in all
situations if it is used to measure an aspect of
anything. It includes the following in it.
i) Convergent validity.
ii) Discriminant validity

i) Convergent Validity
• The convergent validity shows that if a
measurement is made by a measuring tool
using more than one indicator of it, and if all
the indicators of the tool gives the same value
in the measurement, then we call this
property of the tool as the convergent validity
of the measuring tool.

ii) Discriminant Validity
• If the different items in a measuring tool give
different values and results for each item
while measuring an aspect of a thing, then
this tool has the discriminant validity
question items when we administer it on
individuals, then this questionnaire
(measuring tool) has discriminant validity.

b) Principle of Reliability
• The reliability of a measuring tool is that
quality of that measuring tool that shows the
ability of the tool to give the same
measurement values if it is used to measure
an aspect of a thing at different times.
• This includes
(1) Stability and
(2) Internal consistency of measures.

1. Stability of Measures
• The stability of measures of a measuring tool
indicates that the particular tool will give
measures that are stable if it is administered
in different times.
• The stability of an measuring tool can be
found out by
(i) Test - retest reliability and
(ii) Parallel form reliability

i). Test - Retest Reliability
• If we conduct a test for measuring the
achievement of student, and if we conduct the
same test again after a month or so, then if we
get the same result for their achievement, we
can call this as test - retest reliability. It indicates
the stability of measures of the measuring tool.
• Sometimes in the test - retest reliability we will
see a slight variation in the result, it is because of
the fact that we conduct these tests based on
the memory power of the students

ii). Parallel - Form Reliability
• To conduct a test using parallel form question
papers, we prepare two question papers and
both of them have the same questions but
worded differently and the order of the
questions are different in the question
papers. If we conduct a test immediately one
after another one the same students and if
we get the same responses from them, then
the measuring tool (question paper) has the
parallel form reliability.

2. Internal Consistency of Measures - Reliability
• Internal consistency of measures of a
measuring tool is that quality of the tool that
shows the ability of the tool containing items
in the tool that measure the same aspect of a
thing and giving the same measures. It is the
consistency between two items of the tool
measuring the same aspect of a thing.
• It can be found out by
(i) the concordant value of items and
(ii) split- half method.

i) Concordant Value of Items
• The concordant value of items in a measuring
tool is such a quality of the tool that the
different items of the measuring tool
measuring the same aspect of a thing and
giving the same value. If the tool measures
the same value for its different items for the
same aspect of a thing then it has internal
consistency of measures.

ii) Split - Half Method for Finding Internal
Consistency
• If we split a question paper that measures the
achievement of students into two halves, one
half containing even numbered questions, and if
we conduct two tests, one with odd numbered
questions and the other with the even numbered
questions for the same students, and if we
compare the marks of the students for these two
tests and if we get more or less the same marks,
then we will call the question paper as having
split - half reliability of internal consistency.

c) Principle of Sensitivity
• This is the property of a measuring tool that
shows small variations in its measurement
when we make some small changes in the
measuring tool.

d) Principle of Practicability
• This is the property of a measuring tool that
its simplicity of administering it easily on the
individual to measure the aspect of them. So,
the practicability of a measuring tool is its
easy usage in practice.

e) Principle of Standardisation
• Steps involved in the construction and
standardisation of a test.
i). Planning.
ii). Writing the test items.
iii). Field try out of the test.
iv). Item analysis.
v). Organising the test items.
vi). Conducting the test and marking.
vii).Establishing the reliability and validity of the
test.
viii).Estabilishing the objectivity of the test and,
ix). Usage of the test

I. Planning the Test
1. Determining the general objectives the thing to
be measured and using marks awarded in the
valuation of the test.
2. Consulting experts in the subject matter.
3. Determining the time limit for the test.
4. Determining the conduction of field try - out.
5. Determining the difficulty level of the test
items so that the awarding of marks and the
conduction of test may be practicable.

II. Writing the Test Items
i). The test items should be written considering
the accuracy of it, suitability to the content of
the subject and its revelence to educational
standards.
ii). Test items should be properly worded and
its meaning should not be confusing.

iii). It should be written so that it gives proper
guidance to the students.
iv). Examples may be given how it can be
answered.
v). All items in the test should be reliable and
they should have validity.

III. Field Try Out of the Test
i). It is useful in improving the strength of the test
item.
ii). It is useful to find the difficulty level and
discriminant of the test items.
iii). It is useful to determine the time limit for
answering the test items.
iv). It is helpful in conducting the test and giving
guidance to the students.
v). It is useful in the organisation of all test items.

IV. Item Analysis
• Item analysis is the analysis of test item for
including it in the test, its difficulty level, and its
discrimination, and the acceptability of its
concept.
• A test should not be too difficult to answer or it
should not be too easy to answer.
• The item analysis takes the above into
consideration.

V. Organisation of Test Items
• The test items are organised to measure the
aspect of a thing and all test items should be
based on the aims, giving validity and
reliability to the test.

VI. Conducting the Test and
Awarding Marks
• The test items are organised so that it can
easily practicable to the actual field situations
and after the conduction of the test the
awarding of marks for each items is
determined for an easy evaluation of the
answer sheets.

VII. Establishing the Validity and
the Reliability of the Test
• After the field try - out of the test, the test
items are analysed for its validity and its
reliability by consulting the experts.

VIII. Estabilishing the Objectivity
• All the test items are put to scrutiny whether
it has objectivity by valuing the answer sheets
from the field try - out by more than one
teacher

IX. Usage of Test Items
• From the field try - out answer sheets we can
analyse the result of the test and inferences
may be made how we can use it in the
educational system.

PRINCIPLES FOR
CONSTRUCTING TEST ITEMS
• Measure All Instructional Objectives
• Cover All Learning Tasks
• Make Test Valid and Reliable
• Use Tests to Improve Learning
• Norm-Referenced and Criterion-Referenced
Tests

Norm-Referenced Tests
• Norm-referenced tests report
whether test takers performed better or
worse than a hypothetical average student,
which is determined by comparing scores
against the performance results of a
statistically selected group of test takers,
typically of the same age or grade level, who
have already taken the exam.

Norm-Referenced Tests
• The norm-referenced test measures an
individual's achievement at a given period of
time compare to students elsewhere.
• The norm-reference test is valuable in
measuring higher and abstracts level of
cognitive domain
• The norm-referenced test is valuable for
heterogeneous groups in which the range of
abilities is wide and a test is intended to
measure a wide range of performance.

Criterion-Referenced Tests
• Criterion-referenced tests and assessments
are designed to measure student
performance against a fixed set of
predetermined criteria or learning
standards—i.e., concise, written descriptions
of what students are expected to know and be
able to do at a specific stage of their
education.

Criterion-Referenced Tests
• Scores from a criterion-referenced test do not
indicate a relative level of achievement or
produce standards because no comparisons are
made.
• The criterion-referenced test is valuable for
measuring lower and concrete levels of learning.
• The criterion-referenced test is more useful in
homogeneous groups in which the range of
abilities is narrow and a test is intended to
measure a limited range of objectives and
outcomes.

QUESTIONS
• Write notes on the following
a. Observation
b. Anecdotal Record
• Write notes on the following
a. Check list
b. Rating Scale
• Define test. Explain different types of test
• Describe Assessment tool for affective domain
• Write the principles of constructing test items

TOOLS AND TECHNIQUES FOR CLASSROOM ASSESSMENT

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