SENCO
Znane również jako: Special Educational Needs Coordinator · Learning Support Coordinator
Coordinates pupil support at a primary school, coaches teachers on additional support and monitors the pupil tracking system.
The SENCO supports teachers with pupils who need extra care and oversees school-wide support policy. Unlike the remedial teacher, this role does not work directly with pupils but through coaching teachers. Selection often tests special needs knowledge, while the ability to coach a teacher on handling a pupil without taking over the class is often missing from the assessment.
Kompetencje, które należy oceniać
Oto konstrukty behawioralne i kompetencyjne zawarte w tym profilu. Przy każdym z nich podano, który kwestionariusz hrmforce służy do jego pomiaru.
| Kompetencje, które należy oceniać | Poziom docelowy | hrmforce narzędzie | Metoda oceny | Kotwica behawioralna na poziomie docelowym |
|---|---|---|---|---|
| Stress tolerance Kompetencje (50-ramowe): Stress resilience | N5 | Big Fifty, 15PF, Mental Resilience (4C) | Personality questionnaire | Keeps the organisation workable in crises, takes decisions under high uncertainty and sets the standard for composed action under pressure. |
| interpersonal sensitivity Kompetencje (50-ramowe): Sensitivity | N4 | 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 | N4 | 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 Kompetencje (50-ramowe): Organizational Sensitivity | N4 | 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. |
Krótki profil
Dziesięć najważniejszych umiejętności w tym profilu. Pełny profil zawierający wszystkie umiejętności, punkty odniesienia behawioralne i metody oceny znajduje się w pliku do pobrania.
| T | Umiejętności | Poziom docelowy | Waga | Knockout | Metoda oceny |
|---|---|---|---|---|---|
| V | Clear oral expression | N5 | 5 | tak | Assessment centre |
| V | Pedagogical practice | N5 | 5 | tak | On-the-job observation |
| V | Coaching | N5 | 4 | tak | Simulation |
| G | Stress tolerance | N5 | 4 | nie | Personality questionnaire |
| G | interpersonal sensitivity | N4 | 4 | nie | Personality questionnaire |
| V | de-escalating and setting limits | N4 | 4 | nie | Situational Judgement Test |
| V | Assessment and grading | N4 | 4 | tak | Portfolio or evidence |
| A | Verbal reasoning | N4 | 3 | nie | Cognitive ability test |
| V | Critical thinking and source evaluation | N4 | 3 | nie | Work sample test |
| V | Presenting | N4 | 3 | nie | Assessment centre |
Zobacz wszystkie 25 umiejętności w pełnym profilu
Narzędzia oceny dla tego stanowiska
Competency Check
Behavioral-Level Competency Assessment
Work sample test
Representative work sample under standardized conditions
360 Feedback
Multiple assessments based on behavioral anchors
Big Fifty
Personality questionnaire, 150 items, 25 factors
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Development Review
Structured development interview
Portfolio
Evaluation of prior work against fixed criteria
Mental Resilience (4C)
Mental Resilience According to the 4C Model
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
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
Structured interview
Behavioral interview with a fixed structure
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