EVALUATION CRITERIA FOR A.R. HEDBERG TRAINING & EDUCATION AWARD

The Hedberg Award should recognize notable efforts to technically train and educate employees as manifested by:

1. Management commitment to training.

2. Proper structuring and implementation of a training program.

3. Clearly defined benefits to both employees and the company.

The Committee does not intend to second-guess the company on the inherent value of the training being conducted. Our evaluation would be guided by items 1-3 above. A maximum of 110 points would be awarded based upon the following criteria.

Four overall categories; a maximum of 10 points on a scale of 0-10 would be awarded for each sub-paragraph (I-A, I-B, etc.)

I. COMPANY OBJECTIVE AND COMMITMENT

A. What are the Objectives?

1. Are they clearly stated?

2. Are they subjective or objective?

3. Are they attainable?

B. Does Management Commitment Exist?

1. Is there assigned responsibility and authority?

2. Is training time made available?

3. Is there money budgeted for training?

4. Are people made available to both conduct and receive training?

C. Is the Training Program Institutionalized?

1. Is it a continuous program or does it have a discreet end point?

2. Is there refresher training for specific skills learned?

3. Is there a procedure for handling new employees?

4. Is someone in charge of administering training?

5. Is there a procedure for establishing the need for training and additional training?

II. THE PROGRAM ITSELF

A. How is the Curriculum Designed?

1. Do course objectives exist?

2. Do course outlines exist?

3. Does the process use an appropriate combination of self-generated and purchased materials?

4. How extensive is the training? Is it single or multi-faceted?

B. How will the Training be Conducted?

1. Are training aids identified?

2. Is there an appropriate combination of company employees and outside resources as instructors?

3. Is there an appropriate mix of classroom, at home, and on the job instruction?

4. Is there an appropriate combination of on-site and off-site training?

C. Are Records Kept?

1. Is the training record part of the personnel file?

2. Is a file dedicated specifically to training?

3. Are these records used to evaluate employee performance or progression?

D. Does a Feedback Loop Exist?

1. Does the company know if trained employees have absorbed the training?

2. Are training results measurable? (i.e., test scores, homework assignments, specific task improvement assessments)

III. PEOPLE AND BENEFITS

A. Who is Receiving Training?

1. Is the targeted group appropriate for the training being conducted?

2. Is the training for new employees?

3. Is the training for existing employees?

4. Is the training for employees learning new jobs?

5. Does refresher or follow-on training exist?

6. What percentage of the total employee population is targeted?

B. What are the Benefits of the Training to the Trainee?

1. Are the recipients publicly recognized?

2. Are the recipients rewarded monetarily?

3. Has the training enhanced their advancement potential?

4. Does the training result in greater responsibility for the recipient?

C. What are the Benefits of the Training to the Company?

1. Provide specific data supporting process improvement(s) documented as a result of the training. (i.e., improved levels of quality, less down time, scrap reduction, etc.)

2. Document other specific results achieved. (i.e., new business awarded, turnover reduction by ____ %, etc.)

IV. THE PRESENTATION

A. Was the Award Entry Prepared Well?

1. Was the entry form completed accurately?

2. Did the entry address these award criteria?

3. Was supporting documentation presented clearly?

(Revised, January 1998)