ABSTRACT
In Chapter 1 I commented on the shift in emphasis in CRM training from the input of information about safety and the causes of accidents to the assessment of output -the observation of behaviour. In the previous chapter we looked at the evaluation of training. One of the most obvious ways to measure the transfer of training is to go and watch personnel demonstrating the behaviour we have advocated and tried to develop. With that in mind, this chapter offers a more detailed discussion of Level 3 evaluation in a specific context. However, if we were to limit our examination of measurement to just that-the evaluation of training-we will miss an opportunity to add value to the organisation. Therefore, before we get to the heart of the matter I want to look at the reasons why we might want to measure CRM skills.
