Have you seen tangible hiring or pay gains from specific CEUs tied to standardized testing — CASAS Implementation/Level B, BEST Plus 2.0 Scoring Refresher, or TABE CLAS-E test administration? I manage CASAS/BEST Plus intakes for about 140 adults each term and run quarterly inter-rater reliability checks; planning 8 CEUs this spring, I’m prioritizing courses on validity evidence, SEM/error band interpretation, and reporting — what do hiring managers value?
At two programs, the only CEUs that moved the needle were CASAS eTests Coordinator + TOPSpro Enterprise Data Integrity (via https://www.casas.org/training-and-support/training), which got me on the state ‘approved assessor’ list and added a $1-$2/hr differential; BEST Plus refresher alone didn’t change pay and one district only paid for proctor-trainer status. Since you already run IRR, formalize it by asking your state office to list you as the site’s ‘IRR lead’ and get that title on the wage grid. Want the brief email language we used to request the differential?
If your goal is hiring leverage, the one CEU that got me a bump wasn’t a test-brand course — it was the NRS Data Quality certification (https://nrs.ed.gov/training). With you managing CASAS/BEST Plus for about 140 adults and doing quarterly IRR, pair that with a formal “program test coordinator” designation from your state — , it’s paperwork, but HR priced it as a stipend for me. The validity-evidence CEUs are great for practice, but didn’t move pay here; do you have a state credential or data-role box you can check?