How to use assessments to start or scale data literacy?

How to use assessments to start or scale data literacy?

In the past, training was the top choice for getting started on data literacy. But since 2022, data shows 82%+ of people responsible for data literacy are starting with assessments and a focus on data culture.

Why the change? Here are three primary reasons:

1. The individual(s) responsible for data literacy are accountable for success metrics that are connected to real business goals.
2. A data literacy strategy has become real. More than simply implementing new data tools or software.
3. The goal of data literacy is about developing real competency and less about training completions or a checklist of skills.

What do Data Literacy leaders and key stakeholders believe will work?

1. Before they invest in training, they want to be clear on which competencies and skills they need, why they need them, and how they connect to their business goals.
2. They want competencies that drive a data culture and mindset. Not just test knowledge of tools, stats, and charts.
3. They want assessments that baseline their assessment model. Not pre-training tests.

How to get started with data literacy assessments ?

Whether you buy assessments or create your own, here are the basic steps for getting started with data literacy assessments.

The steps are sequential, but each step is dependent on choices you make in previous steps.

1. State your data literacy assessment goal
2. Define competencies (also sometime called desired outcomes or behaviors)
3. Define and prioritize skills by roles or functions
4. Choose assessment types

1. State your goal

Stating the purpose of the data literacy assessment makes it clear how it will be used. To draft your goals, try using the “so that” statement to communicate the why.

Here is an example:

Goal: The assessment will measure the competency and skill gaps that exist within specific groups, categories, or roles of employees.

2. Define Competencies

We all have a tendency to use the word “skill” for everything. When you start with assessments it helps to be more intentional about definitions.

Competencies are the desired outcomes, or behaviors, that clearly describe what people should be able to do and implies some level of ability or effectiveness.?

Competencies are very different from skills. They are not tasks.

Competence results when we use a combination of skills at the same time in specific situations. For data literacy, competencies should be specific to roles in an organization and in the context of doing data analytics.

You can find data literacy competency models just by doing a little research. How do you know if it is any good? Here are a few tips for evaluating competencies:

Does the competency model:?

• Describe what you want people to be able to do on the job?
• Describe what it looks like when they are doing it well?
• Is the description stated.......Continue to read here