Definition

Developed by Dr. Donald Kirkpatrick in the 1950s

Level 1: Reaction

The degree to which participants find the training favorable, engaging and relevant to their jobs

Level 2: Learning

The degree to which participants acquire the intended knowledge, skills, attitude, confidence and commitment based on their participation in the training

Level 3: Behavior

The degree to which participants apply what they learned during training when they are back on the job

Level 4: Results

The degree to which targeted outcomes occur as a result of the training and the support and accountability package

Why?

Training and educational programs require analysis and evaluation for iterations and improvements. The Kirkpatrick's model evaluates learner aptitude based on four levels of criteria.

How to?

Reference:

Kirkpatrick Model: Four Levels of Learning Evaluation - Educational Technology

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https://educationaltechnology.net/kirkpatrick-model-four-levels-learning-evaluation/

For Level 1 - Reaction:

• Can be done immediately after the training ends.

• Different forms of feedback
  • Interviews
  • Questionnaires/Comment Forms
  • Verbal feedback
  • Written feedback
  • Feedback from trainers/teachers

• Can be anonymous to encourage honest feedback

• Did the training meet the participant’s needs?

• Are the participants happy with the instructor(s)?

• Are the attendee’s happy with the educational tools employed (e.g., PowerPoint, handouts etc)

For Level 2 - Learning

• Exams, interviews, or assessments
  • Experiment group vs control group
  • Before vs after

• Observations by peers and instructors

• Assessments and scoring should be consistent

For Level 3 - Transfer

• Observations, interviews, surveys
  • Evaluate significant change, importance of change, and how long this change will last.
  • Observations should be made to minimize opinion-based views of the interviewer.
  • Self-assessment is possible with extensively designed guidelines

• 360-degree feedback can be used after the program.

• Assessments can be developed around applicable scenarios and distinct key efficiency indicators or requirements relevant to the participant’s job.

For Level 4 - Results

• Tell participants what will be measured during and after the program.

• Use a control group

• Allow enough time to measure / evaluate

• No final results can be found unless a positive change takes place.