training are: (1) Student opinion. Questionnaires or informal discussions with employees can help employers determine the relevance and appropriateness of the training program (2) Supervisors' observations. Supervisors are in good positions to observe an employee's performance both before and after the training and note improvements or changes (3) Workplace improvements. The ultimate success of a training program may be changes throughout the workplace that result in reduced injury or accident rates (4) Formal assessments. Practical and written exams also assist in evaluating understanding of training material. For example, for a lift-truck operator, a written and a practical exam would identify areas of training that may need to be revisited. Furthermore, administering a pre-test and post-test will establish a knowledge base line or reference point to measure training effectiveness. G. Improving the Program As evaluations are reviewed, it may be evident the training was not adequate and that the employees did not reach the expected level of knowledge and skill. As the program is evaluated, the trainer should ask: (1) If a job analysis was conducted, was it accurate? (2) Was any critical feature of the job overlooked? (3) Were the important gaps in knowledge and skill included? (4) Was material already known by the employees intentionally omitted? (5) Were the instructional objectives presented clearly and concretely? (6) Did the objectives state the level of acceptable performance that was expected of employees? (7) Did the learning activity simulate the actual job? (8) Was the learning activity appropriate for the kinds of knowledge and skills required on the job? (9) When the training was presented, was the organization of the material and its meaning made clear? (10) Were the employees motivated to learn? (11) Were the employees allowed to participate actively in the training process? (12) Was the employer's evaluation of the program thorough? Computer and video training Computers and videos can be a great addition to a company's safety training program. As stand alone resources, they may not be adequate in meeting OSHA's training requirements as they are not site specific. Computer-based training can help meet the following training challenges Training employees in remote sites Employees who become bored with the same safety training Safety managers lack of time and resources to effectively train employees Providing a means of documenting and tracking student progress Lowering trainer fees or travel costs A self-paced, relaxed learning environment OSHA Medical Safety There is no