The PSL Pace Rating Clinic is a one-day clinic that provides a full introduction to pace rating, guided application, feedback and analysis to up to 10 delegates. The clinic aims to ensure delegates improve their ability to pace rate through demonstrations, exercises, immediate feedback and a final report. It differs from standard clinics through its higher pass mark and focus on helping more candidates achieve the required level of competence in pace rating.
The study is a descriptive study of current dog trainer practices and preferences.
The study was developed to be used by trainers as a formative assessment by allowing them to refer their clients to an Owner/handler (client) satisfaction survey.
The study would allow the greater dog training community to see how owners/handlers respond to different training methods and equipment.
This document discusses how to create a good "barn culture" through proper human resource management. It begins by describing how a farm failed after a video showed animal abuse, costing the industry millions. A good barn culture prioritizes animal welfare and follows ethical principles. Key tools for developing this culture include recruiting qualified staff, orientation, standard operating procedures, training programs, performance reviews, and discipline processes. The document stresses that tools are only effective if implemented, and diligence from all levels of management is needed to consistently demonstrate proper care of animals.
The document discusses behaviors common among high-performing team leaders. It identifies five key behaviors: 1) sharing goals by including individuals in establishing team goals and having individuals share in the team goals, 2) aligning goals with individuals' strengths and aspirations, 3) measuring performance fairly by including individuals in creating measures and focusing on individual impact, 4) delegating authority by empowering the team and avoiding micromanagement, and 5) recognizing results through frequent communication of individual and team achievements. High-performing leaders display these behaviors to develop shared goals, leverage strengths, and engage and reward team members.
The document discusses behaviors common among high-performing team leaders. It identifies five key behaviors: 1) sharing goals by including individuals in establishing team goals and having individuals share in the team goals, 2) aligning goals with individuals' strengths and aspirations, 3) measuring performance fairly by including individuals in creating measures and focusing on individual impact, 4) delegating authority by empowering the team and avoiding micromanagement, and 5) recognizing results through frequent communication of individual and team achievements. High-performing leaders display these behaviors to develop shared goals, leverage strengths, and engage and reward team members.
Ram awadh singh training needs and evaluationRam Awadh Singh
The document discusses evaluating training needs and effectiveness. It outlines a 4-level model for evaluation: 1) Reaction, 2) Learning, 3) Behavior, and 4) Results. Each level provides important information and should be evaluated to fully understand the impact of training. Guidelines are provided for evaluating each level, including using control groups, measuring before and after, and collecting 100% feedback. Evaluating all levels from satisfaction to on-the-job results can help optimize training design and outcomes.
The document outlines a quality improvement program for a mental health and community care organization. It discusses establishing a long-term mission to provide the highest quality care in England and sets stretch aims to reduce harm and ensure right care at the right time. It describes forming a central QI team to coordinate the program and build improvement skills through training and an external partner. The program will use measurement and data to track progress, and will involve staff, patients, and carers through local champions and feedback groups. Projects will follow the Model for Improvement using PDSA cycles to test changes aimed at meeting the program's mission and aims.
The document provides information about Pizza Hut's Buddy Trainer program. It discusses:
1) The role and responsibilities of a Buddy Trainer which includes certifying trainees on specific stations using a 4-step training approach, monitoring performance, and providing feedback.
2) The process for becoming a Buddy Trainer which involves being an expert on a station for 3 months, attending a Buddy Trainer session, training a TM using the 4 steps, and passing the Buddy Trainer evaluation.
3) The 4-step training approach of prepare, show & tell, guided practice, and follow up which emphasizes hands-on learning and repetition for skill development.
The PSL Pace Rating Clinic is a one-day clinic that provides a full introduction to pace rating, guided application, feedback and analysis to up to 10 delegates. The clinic aims to ensure delegates improve their ability to pace rate through demonstrations, exercises, immediate feedback and a final report. It differs from standard clinics through its higher pass mark and focus on helping more candidates achieve the required level of competence in pace rating.
The study is a descriptive study of current dog trainer practices and preferences.
The study was developed to be used by trainers as a formative assessment by allowing them to refer their clients to an Owner/handler (client) satisfaction survey.
The study would allow the greater dog training community to see how owners/handlers respond to different training methods and equipment.
This document discusses how to create a good "barn culture" through proper human resource management. It begins by describing how a farm failed after a video showed animal abuse, costing the industry millions. A good barn culture prioritizes animal welfare and follows ethical principles. Key tools for developing this culture include recruiting qualified staff, orientation, standard operating procedures, training programs, performance reviews, and discipline processes. The document stresses that tools are only effective if implemented, and diligence from all levels of management is needed to consistently demonstrate proper care of animals.
The document discusses behaviors common among high-performing team leaders. It identifies five key behaviors: 1) sharing goals by including individuals in establishing team goals and having individuals share in the team goals, 2) aligning goals with individuals' strengths and aspirations, 3) measuring performance fairly by including individuals in creating measures and focusing on individual impact, 4) delegating authority by empowering the team and avoiding micromanagement, and 5) recognizing results through frequent communication of individual and team achievements. High-performing leaders display these behaviors to develop shared goals, leverage strengths, and engage and reward team members.
The document discusses behaviors common among high-performing team leaders. It identifies five key behaviors: 1) sharing goals by including individuals in establishing team goals and having individuals share in the team goals, 2) aligning goals with individuals' strengths and aspirations, 3) measuring performance fairly by including individuals in creating measures and focusing on individual impact, 4) delegating authority by empowering the team and avoiding micromanagement, and 5) recognizing results through frequent communication of individual and team achievements. High-performing leaders display these behaviors to develop shared goals, leverage strengths, and engage and reward team members.
Ram awadh singh training needs and evaluationRam Awadh Singh
The document discusses evaluating training needs and effectiveness. It outlines a 4-level model for evaluation: 1) Reaction, 2) Learning, 3) Behavior, and 4) Results. Each level provides important information and should be evaluated to fully understand the impact of training. Guidelines are provided for evaluating each level, including using control groups, measuring before and after, and collecting 100% feedback. Evaluating all levels from satisfaction to on-the-job results can help optimize training design and outcomes.
The document outlines a quality improvement program for a mental health and community care organization. It discusses establishing a long-term mission to provide the highest quality care in England and sets stretch aims to reduce harm and ensure right care at the right time. It describes forming a central QI team to coordinate the program and build improvement skills through training and an external partner. The program will use measurement and data to track progress, and will involve staff, patients, and carers through local champions and feedback groups. Projects will follow the Model for Improvement using PDSA cycles to test changes aimed at meeting the program's mission and aims.
The document provides information about Pizza Hut's Buddy Trainer program. It discusses:
1) The role and responsibilities of a Buddy Trainer which includes certifying trainees on specific stations using a 4-step training approach, monitoring performance, and providing feedback.
2) The process for becoming a Buddy Trainer which involves being an expert on a station for 3 months, attending a Buddy Trainer session, training a TM using the 4 steps, and passing the Buddy Trainer evaluation.
3) The 4-step training approach of prepare, show & tell, guided practice, and follow up which emphasizes hands-on learning and repetition for skill development.
This document describes a pet loss support training programme created by Compassion Understood for veterinary professionals and practices. It highlights research finding that 70% of veterinary professionals want more training in pet loss and dealing with bereaved clients. The training programme consists of three online components that provide a total of 7.5 hours of training covering preparing for end-of-life, the euthanasia process, and supporting clients after their pet's passing. Testimonials from veterinary professionals state that the training has helped them improve their empathy, communication skills, and approach to end-of-life care situations. The document argues that the training programme provides business benefits such as increased client retention and satisfaction, staff satisfaction, and practice differentiation
The document presents data collected from 40 grade 8 students on their scores in a mathematics test with 120 items. A frequency distribution table was constructed with class intervals ranging from 27-33 to 104-110. The table shows the frequency, cumulative frequency below and above, and cumulative percentage frequency below and above for each class interval. The cumulative frequency and percentage frequency were calculated to answer questions about the number and percentage of students who scored below or above certain values.
Human: Thank you for the summary. Can you please summarize the document in 2 sentences or less?
This document provides information and guidance about developing student learning objectives (SLOs). It discusses collecting and analyzing student learning data to inform the development of SLOs. Teachers participate in a process of setting SLOs, getting them approved, reviewing progress mid-year, and determining a final rating based on outcomes. The document offers recommendations for selecting appropriate assessments and setting meaningful student targets. It emphasizes using data to identify learning needs and focuses, and provides examples of different target-setting methods teachers can use.
The document provides guidance on developing rubrics to evaluate student work. It discusses determining evaluation criteria and observable attributes. It recommends having 3-8 criteria and 3-5 performance levels described qualitatively and quantitatively. Examples are given for criteria on chocolate chip cookies and descriptions for each performance level. General steps are outlined for using rubrics, including developing them with students and having students self-assess. Guidance is provided on collecting, reviewing and interpreting rubric data to improve student learning outcomes.
This document summarizes an ED director's presentation on using Lean principles and processes to drive cultural change and improve performance in the emergency department. The director discusses how their hospital used Lean interventions like value stream mapping, Kaizen events, and daily huddles to reduce wait times, lengths of stay, and improve patient satisfaction. Targets were set to reduce admission throughput time to under 60 minutes and get overall ED length of stay under 3 hours. Through engaging staff and continuous improvement efforts over several years, they were able to meet these goals and see patient satisfaction rankings rise from the 50s to the 90s percentile.
Lawley Insurance - Saving Money Through Workplace Safety Best PracticesLawley Insurance
Ron Adamczak, Loss Control Consultant for Lawley Insurance, discusses how companies can save money through implementing workplace safety best practices.
This presentation, shared at the 2014 DiVal Safety Summit, explores best-practice approaches for saving money through employment assessments, setting the safety tone, branch/department charge-backs, and how accident investigation can systematically reduce injury exposure.
The Lawley Risk Management department explains the difference between physical capacity testing and medical evaluations. We delve into the crucial aspects of job exposure assessments and how they are the key to this type of program. In addition, we cover case studies of employee assessment/job compatibility programs and how these programs can dramatically impact loss costs.
Our management commitment model identifies the areas requiring management focus to reduce incidents. This section addresses both safety measurement and accountability methods.
The charge-back model section focuses on allocating costs to branches or departments based on both loss frequency and incurred costs. We review how this allocation can be weighted on both incident frequency and cost to better allocate insurance premium and introduce accountability through cost allocation.
The final portion of this session addresses how to evaluate an incident, identify its root causes, and then systematically eliminate those exposures that have already led to loss. We also cover how to leverage what was learned to gain control over similar exposures in your operation.
Lawley Insurance is a privately-owned independent regional insurance firm specializing in property and casualty, employee benefits and risk management consulting and ranked among the 100 Largest Insurance Brokers in the U.S., according to Business Insurance magazine. For more than 60 years, Lawley’s team of over 300 associates have developed customized property, casualty, surety and benefits insurance programs for businesses and municipalities of all sizes. Lawley is consistently recognized as a Best Places to Work from Buffalo Business First. Headquartered in Buffalo, NY, Lawley has branch offices across New York State in Amherst, Batavia, Fredonia, Rochester, Westchester and Melville along with Florham Park, New Jersey. To find out more, visit lawleylnsurance.com.
This document discusses performance evaluations, feedback, and rewards in organizations. It covers several key points:
1. Organizations use various rewards like pay, promotions, and praise to motivate employees and achieve goals. Effective evaluation and feedback are important for distributing these rewards.
2. Performance evaluations should identify employee strengths and areas for improvement, provide the basis for rewards, and stimulate better performance. They work best when incorporating employee input and clear goals.
3. Proper reinforcement schedules and recognizing both problems and successes are important for evaluations, feedback, and motivating employee behavior and performance over time. Intrinsic and extrinsic rewards all play a role in organizational motivation.
Honeywell International is a global Fortune 50 company with over $34.6 billion in annual revenues and more than 110,000 employees in nearly 100 countries. It has diverse businesses across aerospace, transportation systems, specialty materials, and automation and control solutions. Honeywell's human resource practices focus on differentiating high performers through strong talent management and linking pay to performance. It aims to provide the right development opportunities to its most talented employees. The company's human resource processes include induction training, performance development sessions, training programs, and a rewards and recognition program to encourage individual and team contributions.
Lean Management is a continuous improvement management model used in other industries, adapted and proven to be effective for GB dairy farming. Lean Management has sustainability and profitability at its core, by eliminating and preventing the creation of waste and maximising value from the best use of inputs.
This document summarizes key aspects of leading an improvement project, including some common quality improvement tools and techniques. It discusses the model for improvement, the PDSA cycle, measurement for improvement, project management elements, and ensuring successful spread and sustainability of changes. Specific topics covered include defining different types of research, audits and projects; using run charts and statistical process control; engaging stakeholders; developing driver diagrams and charters; testing small changes; and assessing factors that support long-term sustainability.
This document discusses evaluation of training and development programs. It begins by outlining Kirkpatrick's four levels of learning evaluation, including reaction, learning, behavior, and results. It then provides guidelines for conducting formative and summative evaluations using tools like questionnaires, surveys, tests, interviews, and observations. Common challenges in evaluating training like resistance are also addressed, with recommendations to emphasize feedback and continuous improvement. Overall, the document provides a comprehensive overview of evaluating the effectiveness of training programs using different models and metrics.
Assessment- Introduction, Internal & CIA, (Formative/Summative), Planning of ...Prof. Dr. Hironmoy Roy
Assessment refers to evaluating a trainee's progress against defined criteria in order to measure competence and performance. It is important to assess medical students to certify their ability to care for human life. Effective assessment involves defining objectives, planning assessments, implementing educational programs, and using feedback to evaluate and improve outcomes. Formative assessment provides ongoing feedback to improve teaching and learning, while summative assessment evaluates competency at the end of a course. The document discusses principles of effective assessment, different assessment methods used in medical education, and how to better align current assessment practices with formative assessment principles.
Training &n Development Studies & EvaluationElsaCherian1
This document discusses training evaluation and Kirkpatrick's model of evaluation. It describes evaluating training at four levels: reaction, learning, behavior, and results. Reaction measures participant satisfaction. Learning assesses knowledge gained. Behavior looks at applying skills on the job. Results examines impacts like productivity increases. The document provides details on evaluating at each level, with methods like pre-/post-tests, observations, and interviews. Overall, evaluation improves training quality and links it to organizational goals.
Dog obedience training teaches dogs how to behave well and follow commands to prevent behavioral issues. It is best to start training as early as eight weeks old, but older dogs without training can also benefit. When choosing a training center, look for a professional trainer who can properly handle your dog, ensure it is cared for and given attention as well as rest between sessions.
This document provides an overview of assessing the Level 3 Diploma for Health Screeners qualification. It discusses the structure of units, learning outcomes, and assessment criteria. It explains Bloom's taxonomy and how it relates to unit structure. The document also outlines strategies for assessment, including using a range of methods, direct observation in the workplace, and ensuring assessments are valid, reliable, and meet awarding organization standards. Tips are provided for developing good assessment approaches, such as using up-to-date assessment plans and giving constructive feedback.
This document outlines a presentation on process improvement and Lean methodology. It discusses why process improvement is important for improving services to students, families, and schools. Lean is introduced as a methodology to drastically improve processes by reducing waste and increasing value. Examples are provided of how Lean has been used to improve enrollment and tuition billing processes at the University of Washington and King County, reducing steps and defects. The goal is to apply these principles to stabilize district operations and better serve customers.
Chapter 10: Crossing the Bridge: From Student to Professionalrudisillds
This chapter discusses the transition from student to professional dietitian. It outlines key characteristics of dietetics professionals, including respect, knowledge, ethics, and commitment to the field. Advice is given for the transition, such as defining goals, finding a mentor, and taking risks. Dietetics involves service, respect, understanding differences, and lifelong learning. Standards and ethics provide guidance for responsible practice. Commitment to the profession through volunteer work provides tangible and intangible benefits. Tips for success include traits like faith, patience, integrity, and maintaining a positive attitude.
For other resources on dog training and caring for your dog please visit http://www.akc.org/dog-owners/resource-center/
The Canine Good Citizen® program
is a 10-step test that certifies dogs who
have good manners at home and in
their community. Over 600,000 dogs
across the United States have become
Canine Good Citizens, and 42 states
have passed resolutions recognizing the
program’s merit and importance.
Visit http://www.akc.org/dog-owners/training/canine-good-citizen/ for more information and to find an evaluator.
Dairy Reproduction: Identifying Problems and Solutions for Your HerdDAIReXNET
Ray Nebel of Select Sires, Inc. presented this information for DAIReXNET on March 17, 2014. A recording of the full presentation can be found at http://www.extension.org/pages/15830/archived-dairy-cattle-webinars#.Uyigy86nbZU,
The importance of sustainable and efficient computational practices in artificial intelligence (AI) and deep learning has become increasingly critical. This webinar focuses on the intersection of sustainability and AI, highlighting the significance of energy-efficient deep learning, innovative randomization techniques in neural networks, the potential of reservoir computing, and the cutting-edge realm of neuromorphic computing. This webinar aims to connect theoretical knowledge with practical applications and provide insights into how these innovative approaches can lead to more robust, efficient, and environmentally conscious AI systems.
Webinar Speaker: Prof. Claudio Gallicchio, Assistant Professor, University of Pisa
Claudio Gallicchio is an Assistant Professor at the Department of Computer Science of the University of Pisa, Italy. His research involves merging concepts from Deep Learning, Dynamical Systems, and Randomized Neural Systems, and he has co-authored over 100 scientific publications on the subject. He is the founder of the IEEE CIS Task Force on Reservoir Computing, and the co-founder and chair of the IEEE Task Force on Randomization-based Neural Networks and Learning Systems. He is an associate editor of IEEE Transactions on Neural Networks and Learning Systems (TNNLS).
This document describes a pet loss support training programme created by Compassion Understood for veterinary professionals and practices. It highlights research finding that 70% of veterinary professionals want more training in pet loss and dealing with bereaved clients. The training programme consists of three online components that provide a total of 7.5 hours of training covering preparing for end-of-life, the euthanasia process, and supporting clients after their pet's passing. Testimonials from veterinary professionals state that the training has helped them improve their empathy, communication skills, and approach to end-of-life care situations. The document argues that the training programme provides business benefits such as increased client retention and satisfaction, staff satisfaction, and practice differentiation
The document presents data collected from 40 grade 8 students on their scores in a mathematics test with 120 items. A frequency distribution table was constructed with class intervals ranging from 27-33 to 104-110. The table shows the frequency, cumulative frequency below and above, and cumulative percentage frequency below and above for each class interval. The cumulative frequency and percentage frequency were calculated to answer questions about the number and percentage of students who scored below or above certain values.
Human: Thank you for the summary. Can you please summarize the document in 2 sentences or less?
This document provides information and guidance about developing student learning objectives (SLOs). It discusses collecting and analyzing student learning data to inform the development of SLOs. Teachers participate in a process of setting SLOs, getting them approved, reviewing progress mid-year, and determining a final rating based on outcomes. The document offers recommendations for selecting appropriate assessments and setting meaningful student targets. It emphasizes using data to identify learning needs and focuses, and provides examples of different target-setting methods teachers can use.
The document provides guidance on developing rubrics to evaluate student work. It discusses determining evaluation criteria and observable attributes. It recommends having 3-8 criteria and 3-5 performance levels described qualitatively and quantitatively. Examples are given for criteria on chocolate chip cookies and descriptions for each performance level. General steps are outlined for using rubrics, including developing them with students and having students self-assess. Guidance is provided on collecting, reviewing and interpreting rubric data to improve student learning outcomes.
This document summarizes an ED director's presentation on using Lean principles and processes to drive cultural change and improve performance in the emergency department. The director discusses how their hospital used Lean interventions like value stream mapping, Kaizen events, and daily huddles to reduce wait times, lengths of stay, and improve patient satisfaction. Targets were set to reduce admission throughput time to under 60 minutes and get overall ED length of stay under 3 hours. Through engaging staff and continuous improvement efforts over several years, they were able to meet these goals and see patient satisfaction rankings rise from the 50s to the 90s percentile.
Lawley Insurance - Saving Money Through Workplace Safety Best PracticesLawley Insurance
Ron Adamczak, Loss Control Consultant for Lawley Insurance, discusses how companies can save money through implementing workplace safety best practices.
This presentation, shared at the 2014 DiVal Safety Summit, explores best-practice approaches for saving money through employment assessments, setting the safety tone, branch/department charge-backs, and how accident investigation can systematically reduce injury exposure.
The Lawley Risk Management department explains the difference between physical capacity testing and medical evaluations. We delve into the crucial aspects of job exposure assessments and how they are the key to this type of program. In addition, we cover case studies of employee assessment/job compatibility programs and how these programs can dramatically impact loss costs.
Our management commitment model identifies the areas requiring management focus to reduce incidents. This section addresses both safety measurement and accountability methods.
The charge-back model section focuses on allocating costs to branches or departments based on both loss frequency and incurred costs. We review how this allocation can be weighted on both incident frequency and cost to better allocate insurance premium and introduce accountability through cost allocation.
The final portion of this session addresses how to evaluate an incident, identify its root causes, and then systematically eliminate those exposures that have already led to loss. We also cover how to leverage what was learned to gain control over similar exposures in your operation.
Lawley Insurance is a privately-owned independent regional insurance firm specializing in property and casualty, employee benefits and risk management consulting and ranked among the 100 Largest Insurance Brokers in the U.S., according to Business Insurance magazine. For more than 60 years, Lawley’s team of over 300 associates have developed customized property, casualty, surety and benefits insurance programs for businesses and municipalities of all sizes. Lawley is consistently recognized as a Best Places to Work from Buffalo Business First. Headquartered in Buffalo, NY, Lawley has branch offices across New York State in Amherst, Batavia, Fredonia, Rochester, Westchester and Melville along with Florham Park, New Jersey. To find out more, visit lawleylnsurance.com.
This document discusses performance evaluations, feedback, and rewards in organizations. It covers several key points:
1. Organizations use various rewards like pay, promotions, and praise to motivate employees and achieve goals. Effective evaluation and feedback are important for distributing these rewards.
2. Performance evaluations should identify employee strengths and areas for improvement, provide the basis for rewards, and stimulate better performance. They work best when incorporating employee input and clear goals.
3. Proper reinforcement schedules and recognizing both problems and successes are important for evaluations, feedback, and motivating employee behavior and performance over time. Intrinsic and extrinsic rewards all play a role in organizational motivation.
Honeywell International is a global Fortune 50 company with over $34.6 billion in annual revenues and more than 110,000 employees in nearly 100 countries. It has diverse businesses across aerospace, transportation systems, specialty materials, and automation and control solutions. Honeywell's human resource practices focus on differentiating high performers through strong talent management and linking pay to performance. It aims to provide the right development opportunities to its most talented employees. The company's human resource processes include induction training, performance development sessions, training programs, and a rewards and recognition program to encourage individual and team contributions.
Lean Management is a continuous improvement management model used in other industries, adapted and proven to be effective for GB dairy farming. Lean Management has sustainability and profitability at its core, by eliminating and preventing the creation of waste and maximising value from the best use of inputs.
This document summarizes key aspects of leading an improvement project, including some common quality improvement tools and techniques. It discusses the model for improvement, the PDSA cycle, measurement for improvement, project management elements, and ensuring successful spread and sustainability of changes. Specific topics covered include defining different types of research, audits and projects; using run charts and statistical process control; engaging stakeholders; developing driver diagrams and charters; testing small changes; and assessing factors that support long-term sustainability.
This document discusses evaluation of training and development programs. It begins by outlining Kirkpatrick's four levels of learning evaluation, including reaction, learning, behavior, and results. It then provides guidelines for conducting formative and summative evaluations using tools like questionnaires, surveys, tests, interviews, and observations. Common challenges in evaluating training like resistance are also addressed, with recommendations to emphasize feedback and continuous improvement. Overall, the document provides a comprehensive overview of evaluating the effectiveness of training programs using different models and metrics.
Assessment- Introduction, Internal & CIA, (Formative/Summative), Planning of ...Prof. Dr. Hironmoy Roy
Assessment refers to evaluating a trainee's progress against defined criteria in order to measure competence and performance. It is important to assess medical students to certify their ability to care for human life. Effective assessment involves defining objectives, planning assessments, implementing educational programs, and using feedback to evaluate and improve outcomes. Formative assessment provides ongoing feedback to improve teaching and learning, while summative assessment evaluates competency at the end of a course. The document discusses principles of effective assessment, different assessment methods used in medical education, and how to better align current assessment practices with formative assessment principles.
Training &n Development Studies & EvaluationElsaCherian1
This document discusses training evaluation and Kirkpatrick's model of evaluation. It describes evaluating training at four levels: reaction, learning, behavior, and results. Reaction measures participant satisfaction. Learning assesses knowledge gained. Behavior looks at applying skills on the job. Results examines impacts like productivity increases. The document provides details on evaluating at each level, with methods like pre-/post-tests, observations, and interviews. Overall, evaluation improves training quality and links it to organizational goals.
Dog obedience training teaches dogs how to behave well and follow commands to prevent behavioral issues. It is best to start training as early as eight weeks old, but older dogs without training can also benefit. When choosing a training center, look for a professional trainer who can properly handle your dog, ensure it is cared for and given attention as well as rest between sessions.
This document provides an overview of assessing the Level 3 Diploma for Health Screeners qualification. It discusses the structure of units, learning outcomes, and assessment criteria. It explains Bloom's taxonomy and how it relates to unit structure. The document also outlines strategies for assessment, including using a range of methods, direct observation in the workplace, and ensuring assessments are valid, reliable, and meet awarding organization standards. Tips are provided for developing good assessment approaches, such as using up-to-date assessment plans and giving constructive feedback.
This document outlines a presentation on process improvement and Lean methodology. It discusses why process improvement is important for improving services to students, families, and schools. Lean is introduced as a methodology to drastically improve processes by reducing waste and increasing value. Examples are provided of how Lean has been used to improve enrollment and tuition billing processes at the University of Washington and King County, reducing steps and defects. The goal is to apply these principles to stabilize district operations and better serve customers.
Chapter 10: Crossing the Bridge: From Student to Professionalrudisillds
This chapter discusses the transition from student to professional dietitian. It outlines key characteristics of dietetics professionals, including respect, knowledge, ethics, and commitment to the field. Advice is given for the transition, such as defining goals, finding a mentor, and taking risks. Dietetics involves service, respect, understanding differences, and lifelong learning. Standards and ethics provide guidance for responsible practice. Commitment to the profession through volunteer work provides tangible and intangible benefits. Tips for success include traits like faith, patience, integrity, and maintaining a positive attitude.
For other resources on dog training and caring for your dog please visit http://www.akc.org/dog-owners/resource-center/
The Canine Good Citizen® program
is a 10-step test that certifies dogs who
have good manners at home and in
their community. Over 600,000 dogs
across the United States have become
Canine Good Citizens, and 42 states
have passed resolutions recognizing the
program’s merit and importance.
Visit http://www.akc.org/dog-owners/training/canine-good-citizen/ for more information and to find an evaluator.
Dairy Reproduction: Identifying Problems and Solutions for Your HerdDAIReXNET
Ray Nebel of Select Sires, Inc. presented this information for DAIReXNET on March 17, 2014. A recording of the full presentation can be found at http://www.extension.org/pages/15830/archived-dairy-cattle-webinars#.Uyigy86nbZU,
Similar to Evaluating Effective and Humane Dog Training Methods (20)
The importance of sustainable and efficient computational practices in artificial intelligence (AI) and deep learning has become increasingly critical. This webinar focuses on the intersection of sustainability and AI, highlighting the significance of energy-efficient deep learning, innovative randomization techniques in neural networks, the potential of reservoir computing, and the cutting-edge realm of neuromorphic computing. This webinar aims to connect theoretical knowledge with practical applications and provide insights into how these innovative approaches can lead to more robust, efficient, and environmentally conscious AI systems.
Webinar Speaker: Prof. Claudio Gallicchio, Assistant Professor, University of Pisa
Claudio Gallicchio is an Assistant Professor at the Department of Computer Science of the University of Pisa, Italy. His research involves merging concepts from Deep Learning, Dynamical Systems, and Randomized Neural Systems, and he has co-authored over 100 scientific publications on the subject. He is the founder of the IEEE CIS Task Force on Reservoir Computing, and the co-founder and chair of the IEEE Task Force on Randomization-based Neural Networks and Learning Systems. He is an associate editor of IEEE Transactions on Neural Networks and Learning Systems (TNNLS).
Why Psychological Safety Matters for Software Teams - ACE 2024 - Ben Linders.pdfBen Linders
Psychological safety in teams is important; team members must feel safe and able to communicate and collaborate effectively to deliver value. It’s also necessary to build long-lasting teams since things will happen and relationships will be strained.
But, how safe is a team? How can we determine if there are any factors that make the team unsafe or have an impact on the team’s culture?
In this mini-workshop, we’ll play games for psychological safety and team culture utilizing a deck of coaching cards, The Psychological Safety Cards. We will learn how to use gamification to gain a better understanding of what’s going on in teams. Individuals share what they have learned from working in teams, what has impacted the team’s safety and culture, and what has led to positive change.
Different game formats will be played in groups in parallel. Examples are an ice-breaker to get people talking about psychological safety, a constellation where people take positions about aspects of psychological safety in their team or organization, and collaborative card games where people work together to create an environment that fosters psychological safety.
XP 2024 presentation: A New Look to Leadershipsamililja
Presentation slides from XP2024 conference, Bolzano IT. The slides describe a new view to leadership and combines it with anthro-complexity (aka cynefin).
This presentation by Tim Capel, Director of the UK Information Commissioner’s Office Legal Service, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
This presentation by Professor Alex Robson, Deputy Chair of Australia’s Productivity Commission, was made during the discussion “Competition and Regulation in Professions and Occupations” held at the 77th meeting of the OECD Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found at oe.cd/crps.
This presentation was uploaded with the author’s consent.
This presentation by OECD, OECD Secretariat, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
This presentation by OECD, OECD Secretariat, was made during the discussion “Competition and Regulation in Professions and Occupations” held at the 77th meeting of the OECD Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found at oe.cd/crps.
This presentation was uploaded with the author’s consent.
This presentation by Professor Giuseppe Colangelo, Jean Monnet Professor of European Innovation Policy, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
This presentation by OECD, OECD Secretariat, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
Carrer goals.pptx and their importance in real lifeartemacademy2
Career goals serve as a roadmap for individuals, guiding them toward achieving long-term professional aspirations and personal fulfillment. Establishing clear career goals enables professionals to focus their efforts on developing specific skills, gaining relevant experience, and making strategic decisions that align with their desired career trajectory. By setting both short-term and long-term objectives, individuals can systematically track their progress, make necessary adjustments, and stay motivated. Short-term goals often include acquiring new qualifications, mastering particular competencies, or securing a specific role, while long-term goals might encompass reaching executive positions, becoming industry experts, or launching entrepreneurial ventures.
Moreover, having well-defined career goals fosters a sense of purpose and direction, enhancing job satisfaction and overall productivity. It encourages continuous learning and adaptation, as professionals remain attuned to industry trends and evolving job market demands. Career goals also facilitate better time management and resource allocation, as individuals prioritize tasks and opportunities that advance their professional growth. In addition, articulating career goals can aid in networking and mentorship, as it allows individuals to communicate their aspirations clearly to potential mentors, colleagues, and employers, thereby opening doors to valuable guidance and support. Ultimately, career goals are integral to personal and professional development, driving individuals toward sustained success and fulfillment in their chosen fields.
This presentation by Thibault Schrepel, Associate Professor of Law at Vrije Universiteit Amsterdam University, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
This presentation by Juraj Čorba, Chair of OECD Working Party on Artificial Intelligence Governance (AIGO), was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
This presentation by Yong Lim, Professor of Economic Law at Seoul National University School of Law, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
This presentation by OECD, OECD Secretariat, was made during the discussion “Pro-competitive Industrial Policy” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/pcip.
This presentation was uploaded with the author’s consent.
Disaster Management project for holidays homework and other uses
Evaluating Effective and Humane Dog Training Methods
1. PAWSITIVE CANINE TRAINING: EVALUATING
EFFECTIVE & HUMANE METHODS ACROSS
BREEDS
TRINITY WILLIAMS
RESEARCH METHOD
PROFESSOR
ADRIENNE WHEELER
2. EFFECTIVE AND HUMANE DOG TRAINING METHODS
• The research aims to explore the most effective and
humane training methods for teaching dogs new skills and
behaviors.
• Key question: What methods are most successful, and
how can they be applied to different breeds and individual
dogs?
• Objectives:
• Evaluate the success rates of various training
methods across different breeds and training levels.
• Understand the impact of past training experiences on
present success rates.
• Analyze the quantitative relationship between training
days and behavioral scores.
• Uncover qualitative insights from dog owners and vet
recommendations.
• This presentation will comprehensively analyze data
collected from diverse breeds and training backgrounds to
inform tailored and ethical dog training practices.
• All canines originate from varying levels of training
exposure, ranging from minimal to moderate.
• The applied training methodologies encompass Clicker
Training, Mixed Methods, and Positive Reinforcement.
3. TRAINING LEVELS DISTRIBUTION
ACROSS BREEDS
Breed Past Level Improved Levels
Golden
Doodle Novice Novice
Shepherd
Inu Novice Advanced
Cockapoo Novice Novice
Yorkie Intermediate Intermediate
Labrador Intermediate Advanced
Pitbull Novice Novice
Shih Tzu Intermediate Intermediate
Beagle Intermediate Advanced
Bulldog Novice Intermediate
Cavapoo Novice Intermediate
These charts provide an overview of past and
present training levels across different dog
breeds:
Intermediate:
•Beagle and Labrador had a success rate of 75%.
•Shih Tzu and Yorkie both had a success rate of 70%.
The overall average success rate for Intermediate training
was 72.5%.
Novice:
•Bulldogs and Shepherd Inu had a success rate of 65%.
•Cavapoo had a success rate of 60%.
•Pitbull achieved a success rate of 55%.
•Cockapoo and Golden Doodle achieved a success rate of 50%.
The overall average success rate for Novice training was
57.5%.
Observation:
•Higher success rates were observed for Intermediate-trained dogs compared
to Novice-trained dogs.
45 50 55 60 65 70 75 80
Beagle
Bulldog
Cavapoo
Cockapoo
Golden Doodle
Labrador
Pitbull
Shepherd Inu
Shih Tzu
Yorkie
Intermediate
Novice
45 50 55 60 65 70 75 80 85 90 95
Beagle
Bulldog
Cavapoo
Cockapoo
Golden Doodle
Labrador
Pitbull
Shepherd Inu
Shih Tzu
Yorkie
Advanced
Intermediate
Novice
Advanced:
•Beagle and Labrador had a success rate of 85%.
•Shepherd Inu achieved a success rate of 90%.
The overall average success rate for Advanced training was 86.67%.
Intermediate:
•Bulldogs, Cavapoo, Shih Tzu, and Yorkie achieved a success rate of 75%.
The overall average success rate for Intermediate training was 75%.
Novice:
•Golden Doodle achieved a success rate of 55%.
•Cockapoo and Pitbull had a success rate of 60%.
The overall average success rate for Novice training was 58.33%.
Observation:
•Dogs with Advanced training had the highest success rates, followed by
Intermediate and Novice levels.
Past Level
Present Level
4. REGRESSION ANALYSIS: PAST BEHAVIORAL SCORES
SUMMARY OUTPUT
Regression Statistics
Multiple R 0.850272869
R Square 0.722963952
Adjusted R Square 0.688334446
Standard Error 5.271639078
Observations 10
ANOVA
df SS MS F Significance F
Regression 1 580.1785714 580.1785714 20.87710843 0.001827832
Residual 8 222.3214286 27.79017857
Total 9 802.5
Coefficients Standard Error t Stat P-value Lower 95% Upper 95% Lower 95.0% Upper 95.0%
Intercept 55.35714286 2.440294709 22.68461373 1.51093E-08 49.72981317 60.98447255 49.72981317 60.98447255
Training Days 10.17857143 2.227674098 4.569147452 0.001827832 5.041545746 15.31559711 5.041545746 15.31559711
Dog ID Breed Training Days Behavior Scores
1 Golden Doodle 0 50
2 Shepherd Inu 1 65
3 Cockapoo 0 50
4 Yorkie 2 70
5 Labrador 1 75
6 Pitbull 0 55
7 Shih Tzu 1 70
8 Beagle 2 75
9 Bulldog 1 65
10 Cavapoo 0 60
• The Multiple R of 0.85 indicates a strong positive linear relationship between Training Days and Past Behavioral Scores.
• R Square of 0.72 suggests that approximately 72% of the variability in the behavioral score can be explained by the number of training days.
• The ANOVA results are statistically significant (p = 0.0018), supporting the overall effectiveness of the regression model.
• Coefficients show a positive relationship, indicating that each additional training day is associated with an increase of 10.18 points in the behavioral
score.
0
20
40
60
80
100
0 0.5 1 1.5 2 2.5 3 3.5
Past Behavior Scores
5. REGRESSION ANALYSIS: PRESENT BEHAVIORAL SCORES
SUMMARY OUTPUT
Regression Statistics
Multiple R 0.807483297
R Square 0.652029275
Adjusted R Square 0.608532934
Standard Error 7.381000384
Observations 10
ANOVA
df SS MS F Significance F
Regression 1 816.6666667 816.6666667 14.99043977 0.004729632
Residual 8 435.8333333 54.47916667
Total 9 1252.5
Coefficients Standard Error t Stat P-value Lower 95% Upper 95% Lower 95.0% Upper 95.0%
Intercept 50.16666667 6.462767295 7.762412659 5.42163E-05 35.26349856 65.06983477 35.26349856 65.06983477
Training Days 11.66666667 3.013280789 3.871748929 0.004729632 4.718028708 18.61530463 4.718028708 18.61530463
Dog ID Breed Training Days Behavior Scores
1 Golden Doodle 1 55
2 Shepherd Inu 3 90
3 Cockapoo 2 60
4 Yorkie 2 75
5 Labrador 3 85
6 Pitbull 1 60
7 Shih Tzu 1 75
8 Beagle 3 85
9 Bulldog 2 75
10 Cavapoo 2 75
0
20
40
60
80
100
0 0.5 1 1.5 2 2.5 3 3.5
Present Behavior Scores
• The Multiple R of 0.85 indicates a strong positive linear relationship between Training Days and Past Behavioral Scores.
• R Square of 0.72 suggests that approximately 72% of the variability in the behavioral score can be explained by the number of training days.
• The ANOVA results are statistically significant (p = 0.0018), supporting the overall effectiveness of the regression model.
• Coefficients show a positive relationship, indicating that each additional training day is associated with an increase of 10.18 points in the behavioral score
6. INSIGHTS FROM QUALITATIVE ANALYSIS
Cockapoo
•Owner
Frustration:
Expresses
frustration with
Novice training
using Clicker
Training.
•Vet
Recommendati
on: Suggest
assessing
individual
temperament
for a
customized
approach,
focusing on
specific stimuli
responses.
Shih Tzu
•Progress
Satisfaction:
Pleased with
Intermediate-
level training
progress.
•Vet
Recommendati
on:
Recommends
occasional
variations in
training
environments,
introducing
puzzle toys for
continued
interest.
Golden
Doodle
•Distraction
Challenges:
Faces
challenges with
Novice-level
training due to
distractions.
•Vet
Recommendati
on: Suggests
incorporating
interactive
toys, short
engaging
sessions, and
pairing positive
reinforcement
with treats for
focus
improvement.
Yorkie
•Progress with
Challenges:
Pleased with
Intermediate-
level Mixed
Methods but
faces
occasional
stubbornness.
•Vet
Recommendati
on:
Acknowledges
intelligence,
suggests short
engaging
activities and
consistent
rewards for
overcoming
challenges.
Labrador
•Remarkable
Progress:
Observes
remarkable
progress with
Mixed Methods
at the
Advanced level.
•Vet
Recommendati
on: Suggest
joint activities
like obedience
competitions
and fetch to
strengthen the
owner-labrador
bond.
Cavapoo
•Successful
Sessions: Notes
successful
Intermediate-
level Positive
Reinforcement
training.
•Vet
Recommendati
on: Advises
short, frequent
sessions,
emphasizing
consistency
and positive
reinforcement.
Pitbull
•Slow Progress
Concern:
Owner
expresses
concern about
slower
progress in
Novice
training.
Vet
Recommendati
on: Advocates
patience,
gradual
exposure, and
potential
adjustments to
address
specific fears or
anxieties.
Beagle
•Clicker Training
Success:
Achieved
success with
Clicker Training
at the
Advanced level.
•Vet
Recommendati
on: Suggests
adding Positive
Reinforcement
for a diversified
approach,
catering to the
Beagle's
curiosity.
Shepherd Inu
•Owner
Satisfaction:
Delighted with
Advanced-level
Positive
Reinforcement
training.
•Vet
Recommendati
on: Commends
effective
methods, and
advises
incorporating
mental
stimulation
activities for
ongoing
engagement.
Bulldog
•Positive
Changes:
Observe
positive
behavior
changes with
Mixed Methods
training.
•Vet
Recommendati
on: Encourages
consistency,
and
emphasizes
monitoring
stress levels for
optimized
outcomes.
Insights:
• Individual temperament plays a crucial role in training
effectiveness.
• Mixed Methods and Positive Reinforcement are effective, but
customization is key.
• Consistency, patience, and gradual exposure are crucial for
success.
• Incorporating mental stimulation and interactive elements
enhances engagement.
• Tailored recommendations contribute to a positive training
experience for each dog.
7. ANOVA ANALYSIS: IMPACT OF PAST TRAINING
The ANOVA results indicate a significant difference in success rates
between dogs with Intermediate and Novice past training levels.
The F-statistic of 20.88 is above the critical value, suggesting that the
difference is not due to random chance.
The p-value of 0.0018 is less than the significance level (commonly 0.05),
confirming the statistical significance of the observed difference.
This implies that past training levels had a notable impact on the success
rates of the dogs in the study.
ANOVA
df SS MS F Significance F
Regression 1 580.1785714 580.1785714 20.87710843 0.001827832
Residual 8 222.3214286 27.79017857
Total 9 802.5
Average of Success Rate Past Levels
Row Labels Intermediate Novice
Beagle 75
Bulldog 65
Cavapoo 60
Cockapoo 50
Golden Doodle 50
Labrador 75
Pitbull 55
Shepherd Inu 65
Shih Tzu 70
Yorkie 70
Grand Total 72.5 57.5
8. ANOVA ANALYSIS: IMPACT OF PRESENT TRAINING
The ANOVA analysis indicates a significant difference in
success rates between Advanced, Intermediate, and Novice
training levels (p-value = 0.0047).
The F-value of 14.99 is above the critical value, suggesting
that the variance between the groups is larger than the
variance within the groups.
This significant result implies that the training levels have a
meaningful impact on the success rates of the dogs.
ANOVA
df SS MS F Significance F
Regression 1 816.6666667 816.6666667 14.99043977 0.004729632
Residual 8 435.8333333 54.47916667
Total 9 1252.5
Average of Success Rate ImprovedLevels
Row Label Advanced Intermediate Novice
Beagle 85
Bulldog 75
Cavapoo 75
Cockapoo 60
Golden Doodle 55
Labrador 85
Pitbull 60
Shepherd Inu 90
Shih Tzu 75
Yorkie 75
GrandTotal 86.67 75 58.33
9. AVERAGE SUCCESS RATES BASED ON PAST/PRESENT TRAINING
Average of Success Rate Past Levels
Row Labels Intermediate Novice Grand Total
Beagle 75 75
Bulldog 65 65
Cavapoo 60 60
Cockapoo 50 50
Golden Doodle 50 50
Labrador 75 75
Pitbull 55 55
Shepherd Inu 65 65
Shih Tzu 70 70
Yorkie 70 70
Grand Total 72.5 57.5 63.5
45 50 55 60 65 70 75 80
Beagle
Bulldog
Cavapoo
Cockapoo
Golden Doodle
Labrador
Pitbull
Shepherd Inu
Shih Tzu
Yorkie
Intermediate
Novice
Average of Success Rate Present Levels
Row Label Advanced Intermediate Novice Grand Total
Beagle 85 85
Bulldog 75 75
Cavapoo 75 75
Cockapoo 60 60
Golden Doodle 55 55
Labrador 85 85
Pitbull 60 60
Shepherd Inu 90 90
Shih Tzu 75 75
Yorkie 75 75
Grand Total 86.67 75 58.33 73.5
45 50 55 60 65 70 75 80 85 90 95
Beagle
Bulldog
Cavapoo
Cockapoo
Golden Doodle
Labrador
Pitbull
Shepherd Inu
Shih Tzu
Yorkie
Advanced
Intermediate
Novice
Past
Present
10. RECOMMENDATIONS
1. Designing Personalized Training Programs
• Tailor to Breed Characteristics: Recognize and accommodate the unique characteristics of each breed, considering size, temperament, and historical use.
• Varied Approaches: What works for one breed may not work for another. Design training programs that incorporate a variety of techniques to find what resonates
best with each dog.
2. Continuous Assessment and Adaptation
• Individualized Progress Tracking: Regularly assess each dog's response to training, adapting methods as needed.
• Flexibility is Key: Dogs respond differently; being flexible in training approaches ensures optimal success.
3. Ethical Considerations
• Prioritize Positive Reinforcement: Make positive reinforcement and humane training methods the cornerstone of all programs.
• Avoid Harmful Techniques: Steer clear of methods that may cause distress or harm to the dog. Ethical considerations should guide every aspect of the training
process.
4. Promoting Socialization
• Early Exposure: Encourage early socialization by exposing dogs to various environments, people, and other animals.
• Well-Rounded Dogs: Socialization contributes to well-rounded, well-behaved dogs capable of adapting to diverse situations.
Key Takeaways:
• Customization: One size does not fit all; customize training programs to
individual needs.
• Adaptability: Regularly assess and adjust training methods based on individual
progress and needs.
• Ethical Training: Prioritize positive reinforcement and avoid harmful techniques.
• Socialization Matters: Early and ongoing socialization contributes to a well-
behaved and adaptable dog.
11. CONCLUSION
Summary of Key Findings:
Effective and humane
dog training methods
vary across breeds and
individual variability.
The cross-tabulation
analysis revealed a
distribution of training
levels among different
breeds.
Regression analyses
showed a strong
positive correlation
between training days
and both past and
present behavioral
scores.
The thematic analysis
provided insights from
dog owners and vet
recommendations,
emphasizing the
importance of tailored
training approaches.
12. Q&A
Inviting Questions and Discussions:
Any questions, thoughts, or discussions from the audience are welcomed.
Please feel free to share your perspectives on the findings or inquire about specific aspects of the study.
Your input is valuable in fostering a deeper understanding of effective and humane dog training methods.
Thank You for Your Attention!
I appreciate your participation and look forward to engaging with your inquiries.