The Kirkpatrick model, also known as Kirkpatrick’s Four Levels of Training Evaluation, is a key tool for evaluating the efficacy of training within an organization. This model is globally recognized as one of the most effective evaluations of training.
The Kirkpatrick model consists of 4 levels: Reaction, learning, behavior, and results.
Level 1: Reaction
The first level is learner-focused. It measures if the learners have found the training to be relevant to their role, engaging, and useful.
There are three parts to this:
- Satisfaction: Is the learner happy with what they have learned during their training?
- Engagement: How much did the learner get involved in and contribute to the learning experience?
- Relevance: How much of this information will learners be able to apply on the job?
Reaction is generally measured with a survey, completed after the training has been delivered. This survey is often called a ‘smile sheet’ and it asks the learners to rate their experience within the training and offer feedback.
Some of the areas that the survey might focus on are:
- Program objectives
- Course materials
- Content relevance
- Facilitator knowledge
Tips for Implementing Level 1: Reaction
- Use an online questionnaire.
- Set aside time at the end of training for learners to fill out the survey.
- Provide space for written answers, rather than multiple choice.
- Pay attention to verbal responses given during training.
- Create questions that focus on the learner’s takeaways.
- Use information from previous surveys to inform the questions that you ask.
- Let learners know at the beginning of the session that they will be filling this out. This allows them to consider their answers throughout and give more detailed responses.
- Reiterate the need for honesty in answers – you don’t need learners giving polite responses rather than their true opinions!
Level 2: Learning
This level focuses on whether or not the learner has acquired the knowledge, skills, attitude, confidence, and commitment that the training program is focused on.
These 5 aspects can be measured either formally or informally.
For accuracy in results, pre and post-learning assessments should be used.
Tips for Implementing Level 2: Learning
- Conduct assessments before and after for a more complete idea of how much was learned.
- Questionnaires and surveys can be in a variety of formats, from exams, to interviews, to assessments.
- In some cases, a control group can be helpful for comparing results.
- The scoring process should be defined and clear and must be determined in advance in order to reduce inconsistencies.
- Make sure that the assessment strategies are in line with the goals of the program.
- Don’t forget to include thoughts, observations, and critiques from both instructors and learners – there is a lot of valuable content there.