Human Performance Technology Manual
  • Concept Map
  • Glossary
  • Essay
  • Models
    • Communication Model
    • Essential Analysis Model
    • Gilbert's Behavior Engineering Model
    • Harless Model
    • ISPI Model
    • Mager and Pipe's Model
    • Optimum Evaluation Performance Model
    • Performance Centered Model
    • Rummler Brache Model
    • Spitzer Model
    • Wile's Synthesized HPT Model
  • Concepts
    • Force Field Analysis
    • Front End Analysis
    • Gilbert's First Leisurely Theorem
    • Gilbert's Second Leisurely Theorem
    • Gilbert's Third Leisurely Theorem
    • Gilbert's Fourth Leisurely Theorem
    • Gilbert's Performance Matrix
    • Performance Analysis
    • Performance Consulting
    • Root Cause Analysis
  • Techniques
    • 5 Whys Technique
    • Competency Analysis
    • Pareto Diagram/Chart
    • PDCA - Plan-Do-Check-Act
    • Peer Checking
    • Pre-Job Briefing
    • Rummler's Super-System Map
    • Three-Way Communication
    • Two-Minute Rule
    • Workflow Diagram
  • Case Studies
    • Jeans, Inc.
    • Steelcase, Inc.
  • References
  • Group Roles

Optimum Evaluation Performance Model
By Claire Santoro


Optimum Evaluation Performance
This model is based off Kirkpatrick’s Four Level Evaluation Model

Picture
The four steps of evaluating performance:
Step 1: Prepared Performance - What preparation must take place in order to provide optimum performance? Has this preparation occurred? If so, how? If not, why?

Step 2: Environment - What knowledge, resources, skills, technology, manipulative's are needed for learning to take place?

Step 3: Engagement - What behaviors should occur for optimal motivation to take place? Has this engagement occurred? If yes, to what degree?
​

Step 4: Accomplishment - What are the results of the learning objective/s? Identify the specific accomplishments or desired outcome of performance.
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  • Concept Map
  • Glossary
  • Essay
  • Models
    • Communication Model
    • Essential Analysis Model
    • Gilbert's Behavior Engineering Model
    • Harless Model
    • ISPI Model
    • Mager and Pipe's Model
    • Optimum Evaluation Performance Model
    • Performance Centered Model
    • Rummler Brache Model
    • Spitzer Model
    • Wile's Synthesized HPT Model
  • Concepts
    • Force Field Analysis
    • Front End Analysis
    • Gilbert's First Leisurely Theorem
    • Gilbert's Second Leisurely Theorem
    • Gilbert's Third Leisurely Theorem
    • Gilbert's Fourth Leisurely Theorem
    • Gilbert's Performance Matrix
    • Performance Analysis
    • Performance Consulting
    • Root Cause Analysis
  • Techniques
    • 5 Whys Technique
    • Competency Analysis
    • Pareto Diagram/Chart
    • PDCA - Plan-Do-Check-Act
    • Peer Checking
    • Pre-Job Briefing
    • Rummler's Super-System Map
    • Three-Way Communication
    • Two-Minute Rule
    • Workflow Diagram
  • Case Studies
    • Jeans, Inc.
    • Steelcase, Inc.
  • References
  • Group Roles