Authentic Assessment

Authentic assessment evaluates learners through tasks mirroring real-world challenges rather than decontextualized tests. Grant Wiggins argued traditional assessments test recognition and recall but fail to assess complex performance. Key characteristics: (1) requires knowledge construction, not reproduction; (2) involves genuine inquiry or performance; (3) addresses real audiences; (4) allows multiple solution paths; (5) criteria are transparent. Examples: writing a business plan versus a business test, diagnosing cases versus listing symptoms. The model builds on 'knowing that' versus 'knowing how'—traditional tests measure the former, authentic assessment measures the latter.

When to use it

When traditional tests don't predict real performance, when designing assessments for complex skills, when hiring and needing to evaluate actual capability, or when training needs stronger alignment between assessment and job requirements.

How it can help

For training designers: replace tests with performance tasks mirroring job requirements. If training salespeople, have them sell. Practically: (1) identify the real-world performance your training targets, (2) design tasks replicating that performance, (3) develop shared rubrics, (4) use real audiences when possible. For managers: work samples predict future performance better than interviews. This explains why high test scores sometimes fail in practice—they assessed the wrong things.