Evaluation Model Kirkpatrick Four-Step Evaluation Framework (DABA)

1. Evaluation Model: Kirkpatrick Four-Step Evaluation Framework LEAH JEAN R. DABA

2. Evaluation models either describe what evaluators do or prescribe what they should do (Alkin and Ellett,1990). Evaluation Models • systematic approach that will guide in measuring the efficiency and effectiveness of a training, a course or an educational program.

3. Evaluation Model: Kirkpatrick Four-Step Evaluation Framework LEAH JEAN R. DABA

4. MEET THE MAN Donald Kirkpatrick, former Professor Emeritus at the University of Wisconsin, first published his model in 1959. He updated it in 1975, and again in 1993, when he published his best-known work, "Evaluating Training Programs."

5. Kirkpatrick Four-Step Evaluation Framework

6. describes the learner’s immediate reaction to the learning program • measures how participants react to the training Level 1 - Reaction

7. Did you like the venue and presentation style? Did the courses cover enough material? Did you feel that the training was worth your time?

8. analyzes if they truly understood the training • measuring the learning outcome • pre-test/posttest Level 2 Learning

9. Are there any topics from the training you still don’t understand? What are the three most important things that you learned from this training? Do you think you’ve gained the design skills you needed to learn?

10. analyzes the differences in the participant’s behavior at work after completing the program • assess whether the course participants put what they learned into practice on-the-job. Level 3 Behavior

11. Is there anything you need in the work environment to help you use what you’ve learned? Have you felt supported and motivated to use the new skills you’ve learned? What can leadership do to promote this? Are you using what you learned in training in your daily design work? • Observations • Interview

12. measures results against stakeholder’s expectations • assess the changes in the organization as a result of the instruction Level - 4 Results

13. Do you feel that the team has performed better since training? Which design skills have improved the most? To what extent has the training helped our team reach our goals? Has the training helped you work toward and/or achieve any professional development goals?

14. Kirkpatrick’s model assesses the effectiveness of training programs at four levels: response of the trainee to the training experience (including training experience); (2) the learner’s learning outcomes and increases in knowledge, skill, and attitude towards the attendance experience (how much attendees learned the content after training) (3) the students’ change in behavior and improvement (whether the learning transferred into practice in the workplace); (4) results (the ultimate impact of training)

15. STRENGTH OF KIRKPATRICK FOUR-STEP EVALUATION MODEL • simple system or language in dealing with the different outcomes and how information about these outcomes can be obtained; • descriptive or evaluative information about the kind of training that are needed, thus allows organizations to anchor the results of what they do in business points of view; and • practical approach for the typically complex evaluation process (Bates, 2004)

16. LIMITATIONS OF KIRKPATRICK MODEL • tendency to restrict evaluation to the lower levels of the model (Steele, et al., 2016). • difficult to follow the students in the field, many educators tend to end with • The four levels, however, were just measured based on the perceptions of the employees using the survey. The use of perceptions of the participants themselves can be subjective and may decrease the reliability of the results. • any evaluation of change in the student behaviors, level 3 in the model of Kirkpatrick, will have to occur when they are already in the workplace

17. LIMITATIONS OF KIRKPATRICK MODEL • since it is difficult to follow the students in the field, many educators tend to end with just the lower levels of the model, leaving out the long-term results of the education • how evaluators use the model in the field may again put barriers and • employing the model may be risky for stakeholders especially in education. Thus, the Kirkpatrick model is effectively employed at the lower levels only (Topno, 2012) • according to Rouse (2011), the Kirkpatrick model oversimplifies effectiveness, not considering the various contextual factors within the program • * these limitations as not directly caused by the model itself but how it is used in the field*

18. REFERENCES • https://tinyurl.com/2v9pbcar • https://educationaltechnology.net/kirkpatrick-model-four-levels-learning-evaluation/ • Bates, R. (2004). A critical analysis of evaluation practice: the Kirkpatrick Model and the • principle of beneficence. Evaluation and Program Planning, 27, 341-347. • Branch, R. M., & Kopcha, T. J. (2014). Instructional design models. In Handbook of research on • educational communications and technology (pp. 77-87). Springer New York • Cabapay, M. (2021)Kirkpatrick Model: Its Limitations as Used in Higher Education Evaluation • Kirkpatrick, D. (1996). Revisiting Kirkpatrick’s four-level-model. Training & Development, • 1, 54-57. • Kirkpatrick, D. L. (1994). Evaluating training programs: the four levels. San Francisco: • Berrett-Koehler. • Steele, L. M., Mulhearn, T. J., Medeiros, K. E., Watts, L. L., Connelly, S., & Mumford, M. D. • (2016). How do we know what works? A review and critique of current practices in ethics • training evaluation. Accountability in Research, 23(6), 319-350. • Topno, H. (2012). Evaluation of training and development: An analysis of various models. • IOSR Journal of Business and Management, 5(2), 16-22

19. Thank You!