Kirkpatrick’s Four Levels of Evaluation
Kirkpatrick’s Four Levels of Evaluation
Assessing training effectiveness is critical. Donald Kirkpatrick developed a four-level model of evaluation (Figure1).
Figure 1
1 – Reactions: Measures how participants have reacted to the training. 2 – Learning: Measures what participants have learned from the training. 3 – Behavior: Measures whether whatwas learned is being applied on the job. 4 – Results: Measures whether the application of training is achieving results.
Each successive level of evaluation builds upon the evaluations of theprevious level. Each successive level of evaluation adds precision to the measure of effectiveness but requires more time consuming analysis and increased costs.
© Susan Croes – www.Masterminds-ink.com1
Kirkpatrick’s Four Levels of Evaluation
Level 1 Evaluation – Reactions This level measures how participants in a training program react to the training. Every program should at least beevaluated at this level to answer questions regarding the learners’ perceptions and improve training. This level gains knowledge about whether the participants liked the training and if it was relevantto their work. Negative reactions reduce the possibility of learning. Evaluation tools: • • • • • • • Program evaluation sheets Face-to-face interviews Participant comments throughout the trainingAbility of the course to maintain interest Amount and appropriateness of interactive exercises Ease of navigation in Web-based and computer-based training Participants’ perceived value andtransferability to the workplace
This type of evaluation is inexpensive and easy to administer using interaction with the participants, paper forms and online forms.
© Susan Croes – www.Masterminds-ink.com2
Kirkpatrick’s Four Levels of Evaluation
Level 2 Evaluation – Learning Level 2 evaluations are conducted before training (pre-test) and after training (post-test) to assess the amount of…
