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Nicole S. Ofiesh Charles Hughes Sally S. Scott 《Learning disabilities research & practice》2004,19(1):57-70
The most frequently requested accommodation among students with learning disabilities (LD) in postsecondary settings is extended test time. The frequency with which this accommodation is requested and granted compels disability service providers to become knowledgeable about the factors that influence the need for, and appropriateness of, the accommodation. Moreover, the synthesis of these factors becomes the basis for determining if the accommodation is reasonable under federal law. The purpose of this article is to present a step‐by‐step model to be used as a decision‐making process when considering the accommodation of extended test time for postsecondary students with LD. The model is designed to assist disability service providers in the analysis and synthesis of information collected from (1) the student's diagnostic evaluation, (2) the course or classroom test to be accommodated, and (3) student interviews. A list of diagnostic tests from the four most frequently administered test batteries used with adults is provided, along with a concise explanation of how characteristics of LD impact reading, writing, and math, and relate to the need for extended time. This information can be used to determine if extended test time is a reasonable accommodation and to estimate how much additional time to provide. 相似文献
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Joy A. Frechtling 《Educational Measurement》1991,10(4):23-25
What are the advantages of performance assessment? What are the risks of employing only performance assessments in large-scale testing programs? 相似文献
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Gill Needham Jane Holdsworth Denise Miles 《Health information and libraries journal》1991,8(3):170-171
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Gilbert SF 《CBE life sciences education》2008,7(1):12-13
Note from the Editor 相似文献
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Mary M. Meares John G. Oetzel Annette Torres Denise Derkacs Tamar Ginossar 《Journal of Applied Communication Research》2004,32(1):4-27
This study examines mistreatment through the perspectives of employees with different cultural backgrounds and positions in order to understand the ways in which some voices are muted and others are privileged. Mistreatment is interactional, distributive, procedural, or systemic abuse of employees taking place at both interpersonal and institutional levels on the basis of cultural diversity. Narrative analysis of semi-structured interviews with employees of a large research and development organization revealed three types of muted narratives used to respond to mistreatment (muted-but-engaged, angrily disengaged, and resigned) as well as one type of privileged response. The narratives provided evidence of two processes by which voices became muted: repeated silencing over time and silencing through ambiguity of policies. 相似文献
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