Donald Kirkpatrick’s model tackles how to approach the evaluation of training, typically in a corporate setting. The model was created in the 1950s and has since been updated with some small additions. The following diagram displays both the original and New World Kirkpatrick Model components that were added later.
Image credit: Dana Chung
The model has four levels, each increasingly costly and time-consuming.
Level 1: Reaction- Did the learners enjoy the training?
This level involves directly asking training participants how they felt about the training. It takes into account their opinions and feedback, including how engaging and relevant they thought it was. Examples of how to execute this include feedback forms and verbal responses. One thing to note is that positive feedback does not necessarily mean the training was effective, but can indicate how valuable participants thought the training was.
Level 2: Learning – Did learning transfer occur?
The second level determines how much content the participants learned after the training. During this level, learning objectives are used to evaluate if instruction was grasped. Additionally, the confidence of how well one can use the training, and the commitment to using what was learned is evaluated here. Some ways you can evaluate this is through pre- and post-assessments, interviews, or observations.
Level 3: Transfer – Did the training change behavior?
The third level begins a while after the initial training is completed and focuses on behavioral changes based on the training. The goal is to evaluate if the knowledge and skills taught are being applied by participants in their work setting. This can be difficult to evaluate since there is no signal to indicate when someone will use a skill. Ways to measure this include observations and surveys.
One component in this level the New World Kirkpatrick Model highlights is the term required drivers, where you reinforce, encourage and reward the use of the behavior learned in training.
Level 4: Results – Did the training influence performance?
The last level evaluates the overall success of the training through previously created measurements and observations, or learning indicators. By creating operational goals, you can determine how effective the training was, and if you met your goals for the year (or whatever time range you set.)
References
Kirkpatrick’s 4 Evaluation Levels. (2018, December 15). [Illustration]. https://kodosurvey.com/blog/how-master-kirkpatrick-model-training-evaluation
Kirkpatrick’s Four-Level Training Evaluation Model: Analyzing Training Effectiveness. (n.d.). Mind Tools. https://www.mindtools.com/pages/article/kirkpatrick.htm
Kurt, S. (2018, September 6). Kirkpatrick Model: Four Levels of Learning Evaluation. Educational Technology. https://educationaltechnology.net/kirkpatrick-model-four-levels-learning-evaluation/
The New World Kirkpatrick Model. (n.d.). Kirkpatrick Partners. https://kirkpatrickpartners.com/Our-Philosophy/The-New-World-Kirkpatrick-Model