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Assessments and the Kirkpatrick Model

Assessments and the Kirkpatrick Model. Using Assessments to Evaluate Training. Donald Kirkpatrick. Kirkpatrick developed a model of training evaluation in 1959 Arguably the most widely used approach Simple, Flexible and Complete 4-level model. The Four Levels. Level I: Evaluate Reaction

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Assessments and the Kirkpatrick Model

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  1. Assessments and the Kirkpatrick Model Using Assessments to Evaluate Training

  2. Donald Kirkpatrick • Kirkpatrick developed a model of training evaluation in 1959 • Arguably the most widely used approach • Simple, Flexible and Complete • 4-level model

  3. The Four Levels • Level I: Evaluate Reaction • Level II: Evaluate Learning • Level III: Evaluate Behavior • Level IV: Evaluate Results • Fifth level was recently “added” for return on investment (“ROI”) but this was not in Kirkpatrick’s original model

  4. Relationship Between Levels Level 4 - ResultsWas it worth it? Level 3 - BehaviorKSA being used on the job? • Each subsequent level is predicated upon doing evaluation at lower level • A Level 3 will be of marginal use, if a Level 2 evaluation is not conducted Level 2 - KnowledgeDid they learn anything Level 1 - Reaction Was the environment suitable for learning?

  5. 0 Only by assessing each level can we yield actionable results Level 4 - ResultsWas it worth it? Level 3 - BehaviorKSA being used on the job? Check Requirements, Systems and Processes Level 2 - KnowledgeDid they learn anything Check Performance Environment Improve Knowledge/Skill transfer Level 1 - Reaction Was the environment suitable for learning? Improve Learning Environment

  6. Types of Assessments Used at Each Level Level 4 - ResultsWas it worth it? Level 3 - BehaviorKSA being used on the job? Level 2 - KnowledgeDid they learn anything Level 1 - Reaction Was the environment suitable for learning?

  7. Reaction - What Is It? Level 1 • How favorably participants react to the training (“Customer satisfaction”) • Collects reactions to instructor, course, and learning environment • Communicates to trainees that their feedback is valued • Can provide quantitative information

  8. Reaction - What It Looks Like Level 1 • Questionnaire - Most common collection tool • Content • Methods • Media • Trainer style • Facilities • Course materials

  9. Reaction - How to Perform Level 1 • Determine what you want to find out • Design a form to collect/quantify reactions • Do Immediately • Develop acceptable scoring standards • Follow-up as appropriate

  10. Learning - What Is It? Level 2 • Knowledge • Skills • Attitudes

  11. Learning - What It Looks Like Level 2 • Media used to measure learning: • Text • Voice • Demonstration • Methods used to measure learning: • Interviews • Surveys • Tests (pre-/post-) • Observations • Combinations

  12. Learning - How to Perform Level 2 • Use a control group, if feasible • Evaluate knowledge, skills, and/or attitudes before and after • Get 100% participation or use statistical sample • Follow-up as appropriate

  13. Behavior - What Is It? Level 3 • Transfer of knowledge, skills, and/or attitude to the real world • Measure achievement of performance objectives

  14. Behavior - What It Looks Like Level 3 • Observe performer, first-hand • Survey key people who observe performer • Use checklists, questionnaires, interviews, or combinations

  15. Behavior - How to Perform Level 3 • Evaluate before and after training • Allow ample time before observing • Survey key people • Consider cost vs. benefits • 100% participation or a sampling • Repeated evaluations at appropriate intervals • Use of a control group

  16. Results - What Is It? Level 4 • Assesses “bottom line,” final results • Definition of “results” dependent upon the goal of the training program

  17. Results - What It Looks Like Level 4 • Depends upon objectives of training program • Quantify • Proof vs. Evidence • Proof is concrete • Evidence is soft

  18. Results - How to Perform Level 4 • Use a control group • Allow time for results to be realized • Measure before and after the program • Consider cost versus benefits • Be satisfied with evidence when proof is not possible

  19. Summary • Level I: Evaluate Reaction • Level II: Evaluate Learning • Level III: Evaluate Behavior • Level IV: Evaluate Results

  20. Readings to Consider • Kirkpatrick, Donald L. (1998). Evaluating Training Programs: The Four Levels. Berrett-Koehler Publishers. • Worthen, Blaine R, James R. Sanders, Jody L. Fitzpatrick (1997). Program Evaluation: Alternative Approaches and Practical Guidelines (Second Edition).Addison, Wesley, Longman, Inc. • Kirkpatrick, Donald L. (1998). Another Look at Evaluating Training Programs. American Society for Training & Development. • Sieloff, Debra A. (1999). The Bridge Evaluation Model. International Society for Performance Improvement.

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