Curriculum Developer
Også kendt som: Curriculum Designer · Instructional Content Developer
Develops and maintains curriculum lines and course materials for a programme, so learning goals build consistently across multiple years.
The curriculum developer builds a programme's curriculum line and ensures materials, assessment and learning goals align. Unlike the instructional designer, who advises more broadly, this role works concretely on the curriculum itself. Selection often assesses subject depth, while the ability to build a curriculum line consistently across multiple years is rarely tested systematically.
Kompetencer, der skal måles
Dette er adfærds- og kompetencekonstruktionerne i denne profil. Hver enkelt viser, hvilket spørgeskema i hrmforce der måler den.
| Kompetencer, der skal måles | Målniveau | hrmforce instrument | Evalueringsmetode | Adfærdsmæssigt anker på målniveau |
|---|---|---|---|---|
| Stress tolerance Kompetence (50-rammeværk): Stress resilience | N4 | Big Fifty, 15PF, Mental Resilience (4C) | Personality questionnaire | Keeps working in a structured way at peak load, keeps agreements with clients clear and flags early which results are at risk. |
| interpersonal sensitivity Kompetence (50-rammeværk): Sensitivity | N3 | Big Fifty, 360 Feedback, Colour Profile (Jung) | Personality questionnaire | Names observed tension or reticence during a conversation and adapts tone, pace and wording accordingly. |
| Verbal reasoning | N3 | Ability Scan | Cognitive ability test | Extracts the core arguments from a report of several pages and shows with textual references which conclusion does and does not follow. |
| Professional demeanour and representation Kompetence (50-rammeværk): Organizational Sensitivity | N3 | 360 Feedback, Competency Check | On-the-job observation | Represents the team with clients and external parties, chooses appropriate language and addresses colleagues on inappropriate conduct. |
Kort profil
De ti vigtigste kompetencer i denne profil. Den fulde profil med alle kompetencer, adfærdsmæssige ankerpunkter og vurderingsmetoder findes i downloadfilen.
| T | Kompetence | Målniveau | Vægt | Knockout | Evalueringsmetode |
|---|---|---|---|---|---|
| V | Instructional design and curriculum | N5 | 5 | ja | Portfolio or evidence |
| V | Clear oral expression | N4 | 5 | ja | Assessment centre |
| V | Instructional practice | N4 | 5 | ja | On-the-job observation |
| V | Pedagogical practice | N4 | 5 | ja | On-the-job observation |
| V | Systems thinking | N4 | 4 | ja | Work sample test |
| G | Stress tolerance | N4 | 4 | nej | Personality questionnaire |
| V | Designing training and instruction | N4 | 4 | nej | Portfolio or evidence |
| G | interpersonal sensitivity | N3 | 4 | nej | Personality questionnaire |
| V | de-escalating and setting limits | N3 | 4 | nej | Situational Judgement Test |
| V | Assessment and grading | N3 | 4 | ja | Portfolio or evidence |
Se alle 22 kompetencer i den fulde profil
Vurderingsværktøjer til denne stilling
Competency Check
Behavioral-Level Competency Assessment
Work sample test
Representative work sample under standardized conditions
360 Feedback
Multiple assessments based on behavioral anchors
Portfolio
Evaluation of prior work against fixed criteria
Big Fifty
Personality questionnaire, 150 items, 25 factors
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Mental Resilience (4C)
Mental Resilience According to the 4C Model
Communication Styles
Preferred communication style
15PF
Personality Profile, a shorter alternative to the Big Fifty
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Conflict Styles
Preferred style in conflict situations
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Development Review
Structured development interview
Sammenlignelige stillinger
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