1. Assessment Tool: Behavior Engineering Model
For additional information regarding this template please see “The ‘D’ Before ADDIE”.
Information
Instrumentation
Motivation
Environment
Data
Relevant and frequent feedback about the adequacy of performance
Does the individual know what is expected?
Do people know how well they are performing?
Are people given clear and relevant guidance about their performance?
Resources
Do people have the right tools, resources, time and materials of work designed to match performance needs?
Are tools and materials designed to match the human factors of performance?
Incentives
Are adequate financial incentives that are contingent upon performance available?
Are non-monetary incentives made available?
Are career-development opportunities available?
Are there clear consequences for poor performance?
Individual
Knowledge
Is well designed, systematic training that matches the requirements of exemplary performance available?
Do people have the skills and knowledge needed to perform as expected?
Note: this is the only area that training can fix
Capacity
Is performance scheduled for times when people are at their best?
Is there flexible scheduling of performance to match peak capacity?
Are prosthesis or visual aids needed and available?
Are people adapting?
Do people have the aptitude and physical ability to perfo9rm the job?
Motives
Has a assessment of people’s motives to work been done?
Are people willing to work for the incentives?
Are people recruited to match the realities of the situation/job?
Reference: Dr. Thomas F. Gilbert, “Human Competence: Engineering Worthy Performance,” 1978, 1996

2. Assessment Tool: Behavior Engineering Model
Information
Instrumentation
Motivation
Environment
Data
Resources
Incentives
Individual
Knowledge
Capacity
Motives
Reference: Dr. Thomas F. Gilbert, “Human Competence: Engineering Worthy Performance,” 1978, 1996