Proficiency Assessment · ~30 min · Structured Interviewer Certification
Show What You Can Do
This isn't a test you pass or fail. It's a calibrated read of where you are — across knowledge, scoring calibration, and a live interview — so we can certify your proficiency band and give you a precise development path.
AI Evaluator: "I aggregate four parts into a composite 1–5 and a readiness band, with your strengths, focus areas, next steps, and recert date. Below 3.0 is a development path, not a failure."
Interactive Proficiency Assessment
Static preview note: Assessment attempts and scores are stored locally in this browser for demonstration purposes only. Final production deployment should connect to the LMS or approved learning platform for official tracking, credentialing, and reporting.
How the assessment works
- Four parts, all AI-/self-scored — no human reviewer needed.
- Each part returns a 1–5 proficiency score with cited evidence.
- The composite = mean of the core competencies measured; it maps to a band.
- No pass/fail. Development flags (e.g., a prohibited question, an unsafe disposition scored as acceptable) trigger targeted reinforcement before independent interviewing — not a fail.
| Composite | Band | Meaning / next step |
|---|---|---|
| 4.5–5.0 | Expert / Calibration Leader | Can calibrate others; eligible peer coach / calibration anchor. |
| 3.5–4.4 | Strong | Ready to interview independently. |
| 3.0–3.4 | Interview-Ready | Cleared with targeted reinforcement (named focus + 30/60/90 nudges). |
| Below 3.0 | Developing | Coaching before independent interviewing; interim interviews paired with a Strong/Expert. Re-take after a targeted refresher. |
Part A — Scenario & knowledge items (auto-scored)
12 items across legal/bias, competencies, behavioral/situational technique, and the decision framework. Examples:
- (Legal, select) Which is legal to ask a candidate in NY/CA? a) current salary b) ability to perform the essential functions of the role with/without accommodation c) graduation year d) plans to have children.
- (Bias, scenario) A candidate trained at your residency program and you feel instant rapport. Which bias is most at risk, and what's the interrupt?
- (Competency, match) "It's 9pm, you're solo, the patient is transfer-borderline" tests which competency, and what instrument best assesses Competency #1?
- (Technique, select) A candidate answers in "we." The best probe is: a) move on b) "What was your specific role?" c) "Sounds like a great team" d) score Teamwork a 4.
- (Evidence vs inference) Tag E or I: "Seems arrogant." / "Said 'I don't really make mistakes.'"
- (Decision) A candidate averages 4.2 with an unresolved professionalism red flag. Which decision category applies and why?
- (Decision) Match each profile to: Ready to Hire · Hire with Targeted Ramp Support · Hold / Needs More Evidence · Do Not Move Forward.
- (Scope) A PA consults their SP before a borderline transfer. Green flag or deduction, and why?
Part B — Score-the-answer vs. the expert key
Three transcribed candidate answers (one each: Coachability, Autonomy, Communication). For each, assign a BARS 1–5 and justify with the candidate's words. The AI scores your accuracy (distance from the expert key) and your evidence use (did you cite words or infer?).
Item B-1 (Coachability, NP): "I get feedback all the time and I'm fine with it. I can't really think of a time I changed something major — I've kind of always practiced the same way and it works."
(Expert key revealed after you score — see Answer Key.)
Part C — Calibration re-scoring
You re-score two consensus-keyed anchor transcripts from the Calibration Anchor Library (one mixed-signal, one with a hidden red flag). The AI reports your calibration gap (size + direction) and whether it's consistent — this is what distinguishes Strong from Expert. Expert band requires a calibration gap ≤0.5 across the anchor set.
Part D — AI-simulated role-play (the live demonstration)
The capstone. You run a structured interview against an AI candidate, then a case station, then make a decision:
- Mini-interview — behavioral + situational on 3 competencies (focus #5 Coachability, #6 Autonomy, #4 Teamwork); probe and take evidence notes.
- Case / chart-talk station — the Case Simulation Agent (#8) runs a role-calibrated UC case with a mid-case wrinkle; you score Competency #1 on reasoning & safety.
- Scorecard + decision — complete the competencies you assessed and recommend a category with a one-sentence evidence-based rationale.
Scored on: probing quality, evidence-vs-inference notes, scoring calibration vs. the persona's ground truth, correct gate application, and a defensible decision. Development flags surface here (prohibited question, unsafe disposition scored acceptable).
"My persona and proficiency are hidden. Probe, or you won't earn the evidence."
Your certification result
The Final Readiness Evaluator returns: Composite (1–5) · Band · Per-competency profile · Top 2 strengths · Top 2 focus areas · Recommended next steps · Recert date (12 months), plus any development flags as required reinforcement. No pass/fail language anywhere.
Structured Interviewer Certification
Certificate of Proficiency
This certifies that
{{LEARNER_NAME}}, {{CREDENTIALS}}
has completed the GoHealth Urgent Care Structured Interviewer Certification and demonstrated structured interviewing and scoring calibration for clinical hiring of MD/DO, NP, and PA providers.
Demonstrated: evidence-based behavioral & situational interviewing · BARS 1–5 scoring · bias interrupts & legal-question discipline · clinical case / chart-talk judgment (clinician-assessed) · defensible debrief & decision.