Evaluating the Effectiveness of Your Training: Kirkpatrick’s 4 Levels

PRESS the F5 key to begin the slideshow. Evaluating the Effectiveness of Your Training: Kirkpatrick’s 4 Levels Left Click to move to next slide and begin next audio.

Is the training program a quality program? Does it follow... The Principles and Process of Good Training Development & Delivery • Training Needs Assessment • Establish Learning Objectives • Content • Delivery • Evaluation

National Institute of Corrections Model:Instructional Theory Into Practice (ITIP) Training Cycle Needs Assessment Evaluation Set Performance Objectives Deliver Training Design Training Train Instructors Pilot Test Revise Evaluation

Assessment of Training Needs • In order to be effective, a training must be based on the needs of the trainees, and the “needs” or goals of the organization. • Identify “The Gap” -- between what skills employees actually have --and what they should be • Who should determine need for training? Management, trainees themselves, co-workers, specialists in the field,…

Needs Assessment Sample Questionnaire 5 3 1 2

Establishing Learning Objectives • Skills-based or competency-based objectives • Knowledge-Based objectives: more likely to include what the learner will understand or be able to explain • Attitudes: individual attitudes needed to fully perform

Learning Objectives Competency goals should be: • Behaviorally anchored • Observable • Forward-thinking • Discrete • User-friendly Example: Supervisor frequently gives accurate and specific feedback to subordinates about their performance. Hackett

Training Content • Does content meet best practices established by leading organizations in the field of juvenile confinement? (NIC, NJDA, CJCA, NCCHC) • Does the content cover the needs of staff? • Does it accurately reflect local policies and procedures? • Is the content timely? Does it reflect current research and theory?

Training Delivery • Meets the needs of all learning styles – active/kinetic, visual, social, audio • Covers all parts of the learning cycle – perceiving, reflecting, applying, creating • Organized presentation • Positive learning environment • Empathetic, knowledgeable, professional trainers • Et cetera

Training Evaluation: Does the training actually work? • Does the training leave your staff feel more motivated, more confident, more knowledgeable? • Does the training affect the way staff do their job? How are youth affected by the change? • Is it causing the change in staff’s performance that we want? To the degree that we want?

Evaluating Training Effectiveness: Kirkpatrick’s 4 levels Level 4: Results Level 3: Behavior Change Level 2: Learning Level 1: Reaction

Level 1 Evaluation: Reaction Training Evaluation • Did you like this training? • Was the material relevant to your job? • Was the trainer knowledgeable? • What do you think was the most important thing you learned? • Are the handouts helpful? • Comments: _______________ A positive reaction does not guarantee learning, but a negative reaction almost certainly reduces its possibility.

Level 2 Evaluation: Learning Other methods can be less formal, such as trainer observations during practice, team assessments, or self-assessments.

Level 3 Evaluation – Behavior Change on the Job • Guidelines: • Use a control group if practical • Evaluate both before and after the training if possible • Survey and/or interview people who can observe the behavior • Get 100 percent response or a random sampling • Repeat the evaluation at appropriate times including after allowing a time lapse

Level 3 Evaluation continued: Example questions

Level 4 Evaluation: Organizational Impact • Measures broad-based changes in areas that are important to the agency as a whole, such as: • decreased legal costs • Safety improvements • Increased arrests • Compare measures before and after training. • Complicated and Expensive

Sample results of a Level 4 Evaluation Change in use of physical restraints as measure of Behavior Management training Number of incidents

Evaluating the Effectiveness of Your Training: Kirkpatrick’s 4 Levels