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Exam Number : Scrum-PSM-II
Exam Name : Professional Scrum Master II
Vendor Name : Scrum
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Scrum-PSM-II test Format | Scrum-PSM-II Course Contents | Scrum-PSM-II Course Outline | Scrum-PSM-II test Syllabus | Scrum-PSM-II test Objectives


The Professional Scrum MasterTM level II (PSM II) test is available to anyone who wishes to demonstrate his or her ability to apply the Scrum framework to solving advanced, complex problems in the real world. Those that pass the test will receive the industry recognized PSM II Certification as an indication of their advanced knowledge and abilities pertaining to Scrum and the role of the Scrum Master.



Anyone attempting the PSM II should have advanced Scrum knowledge, in-depth Scrum experience and/or have taken the Professional Scrum Master course prior to taking this exam. However, attending a course is neither necessary nor sufficient for certification. The PSM II test is very difficult, and consists of multiple-choice questions based on your knowledge of Scrum and how you would handle real-world situations.



The PSM II certification test is an advanced test and relies heavily on your own experience using scrum, and how you would apply Scrum in particular circumstances. While it is not required they recommend that before taking PSM II you have a passed PSM I and may find it beneficial to review the PSM I Suggested practicing page during your preparation.



The PSM II test includes questions from the following Focus Areas as defined in the Professional Scrum Competencies.



Understanding and Applying the Scrum Framework:

Empiricism, Scrum Values, Roles, Events, Artifacts, Done.

Developing People and Teams:

Self-Organizing Teams, Facilitation, Leadership Styles, Coaching and Mentoring.

Managing Products with Agility:

Product Backlog Management, Stakeholders & Customers.

Developing and Delivering Products Professionally:

Managing Technical Risk.

Evolving the Agile Organization:

Organizational Design & Culture.




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Scholarly experiential activities allow students and faculty members to integrate and reinforce chemistry knowledge, develop their scientific and professional skills, enhance their safety and risk test skills, create new scientific knowledge, and add new contributions to other knowledge bases. Although implementing and sustaining such projects is a resource-intensive process, including but not limited to: faculty time, laboratory space, instrumentation, chemical literature, supplies, and student stipends, the investment is justified by its positive impact on student learning and the richness it adds to students’ and faculty members’ scientific experiences. Increased student-faculty member engagement has also been shown to increase student success.


Learning & Design Lab

RevEd: Revolutionary Educators

In today’s complex and politicized classroom environment, teachers face the challenge of engaging their students with more contested, inclusive and honest history. Museums and historic sites and university-based teacher educators can become catalysts for change through teacher institutes and other professional development programming, and by building relationships with classroom practitioners over time.

RevEd is both a community and a convening to create, advance, and share innovative models for education.

  • RevEd is an open community of museum educators, teacher educators, and classroom teachers with regular online engagement in the form of bi-monthly webinars and an online community hosted in Google Groups. Please [[mjhofe, email]] to request access to the RevEd/Teacher Insites Google Group.
  • The RevEd Teacher Summit is an annual conference to bring together the community for professional learning, building networks and collaborations, and sharing emerging best practices.
  • Cultural Heritage Internship Program

    One of the primary goals for W&M’s Vision 2026 is to educate for impact, including leading the nation’s selective liberal arts & sciences institutions in applied learning opportunities. Internships, particularly those that are offered for academic credit and/or compensation, can be a key driver of applied learning and expand career pathways as alumni enter a competitive job market. W&M is uniquely positioned to create a model for how best to engage their students in internships at museums and historic sites. In order to realize W&M’s mission to advance democracy and prepare students to understand and change the world, they seek to leverage established university resources and programs to further expand the range of student opportunities in museums and historic sites.

    The Cultural Heritage Internship Program (CHIP) will leverage existing partnerships with William & Mary’s Charles Center, The Colonial Williamsburg Foundation and other museums and sites in the Tidewater region, Richmond, Washington, D.C., and beyond. Working together, they will create meaningful experiences for interns, position them to contribute important work for partner institutions, and integrate high-impact practices to maximize learning and skill development. The CHIP program will serve all students, but is focused on recruiting first-generation, low-income, veteran, and other under-represented students. Internships that are funded and/or offer academic credit will enable a broader array of students to expand their skills and opportunities within the context of their academic programs. This in turn provides cultural heritage institutions with a pipeline of new employees that will diversify their workforce, integrating new visions and voices in this time of unprecedented change. 

    In 2023, the W&M Learning & Design Lab matched W&M students to internship opportunities at Colonial Williamsburg Foundation, Muscarelle Museum of Art, W&M Bray School Lab, W&M Strategic Cultural Partnerships, the Brafferton Initiative in positions related to media development, web design, research, people, talent, and culture, marketing, education, archaeology, oral history, and more. 

    In 2024, the Learning & Design lab will be expanding opportunities for W&M students at museum and cultural heritage organization sites. Partner organizations will be announced in early 2024. 

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    The ever-evolving cultural heritage space requires ongoing professional learning for museum staff to keep pace with change as well as to advance in their careers. Their Microlearning Academy for Museum Professionals will offer online and hybrid learning opportunities for individuals interested in museum and historic site education. This effort, designed to prepare the next generation of cultural heritage site educators and administrators, draws on leaders and innovators from W&M faculty and staff, local and regional partners, and sites across the United States to share their expertise and provide participants the opportunities to build relevant and meaningful skills. This effort advances William & Mary’s Vision 2026 strategic priorities related to democracy and career pathways. Additionally, this effort will expand W&M’s reach and educate for impact.  


     


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