I'm not proposing that rubrics ARE performance management. I'm saying that in the corporate world, we use performance expectations and performance management to set expectations and manage/coach to those expectations.

Does the teacher you're working with have a copy of the expected learner outcomes? If there's a sheet list, check list, or other document that actually states what the learners are expected to know on completion, the teacher can take that and create a much more accurate assessment tool.

If there is nothing available, the knee-jerk reaction is always rubrics - they are valuable in a situation where there is no other assessment available.

Again, though, not appropriate in a business model.

If there are no learner outcomes then take the training topics and develop them and then ask the teacher for assistance after you have a sheet of them.

Trust me, there'll be a spark and the teacher will take off running with it.

When I think of rubrics used in a corporate settings I think of behaviorally anchored rating scales. While these are most commonly used to rate selection interviewing responses, perhaps they could be adapted for use as a diagnostic for scoring training activities/projects.