assessments and kirk patrick model

8/8/2019 Assessments and Kirk Patrick Model

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Slide 1

Assessments and the KirkpatrickModel

Using Assessments to EvaluateTraining


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Slide 2

Donald Kirkpatrick

Kirkpatrick developed a model of training evaluation in

1959

Arguably the most widely used approach Simple, Flexible and Complete

4-level model


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Slide 3

The Four Levels

Level I: Evaluate Reaction

Level II: Evaluate Learning

Level III: Evaluate Behavior Level IV: Evaluate Results

Fifth level was recently added for return oninvestment (ROI) but this was not inKirkpatricks original model


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Slide 4

Relationship Between Levels

Each subsequent level ispredicated upon doingevaluation at lower level

A Level 3 will be of marginaluse, if a Level 2 evaluationis not conducted

Level 1 - Reaction

Was the environment suitable for learning?

Level 2 - KnowledgeDid they learn anything

Level 3 - BehaviorKSA being used on the job?

Level 4 - ResultsWas it worth it?


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Slide 5

ImproveLearning Environment

ImproveKnowledge/Skill transfer

CheckPerformance Environment

Check Requirements,Systems and Processes

Only by assessing each level can weyield actionable results

Level 1 - Reaction






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Slide 6

Types of Assessments Used at EachLevel

Level 1 - Reaction





Type Form

SummativeCorrelation of business resultswith other assessment results

Summative Observation of Performance360 Survey

Diagnostic

Summative

Self-assessment

Test

Reaction

Formative

Survey

Real-time Polling

Quizzing


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Slide 7

Reaction - What Is It?

How favorably participants react to the training(Customer satisfaction)

Collects reactions to instructor, course, and learning

environment

Communicates to trainees that their feedback isvalued

Can provide quantitative information


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Slide 8

Reaction - What It Looks Like

Questionnaire - Most common collection tool

Content

Methods Media

Trainer style

Facilities

Course materials


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Slide 10

Learning - What Is It?

Knowledge

Skills

Attitudes


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Slide 11

Learning - What It Looks Like

Media used to measure learning: Text Voice

Demonstration

Methods used to measure learning: Interviews Surveys Tests (pre-/post-)

Observations Combinations


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Slide 12

Learning - How to Perform

Use a control group, if feasible

Evaluate knowledge, skills, and/or attitudes

before and after Get 100% participation or use statistical sample

Follow-up as appropriate


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Slide 13

Behavior - What Is It?

Transfer of knowledge, skills,and/or attitude to the real world

Measure achievement of

performance objectives


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Slide 14

Behavior - What It Looks Like

Observe performer, first-hand

Survey key people who

observe performer Use checklists,

questionnaires, interviews,or combinations


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Slide 15

Behavior - How to Perform

Evaluate before and after training

Allow ample time before observing

Survey key people Consider cost vs. benefits

100% participation or a sampling

Repeated evaluations at appropriate intervals

Use of a control group


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Slide 16

Results - What Is It?

Assesses bottom line,final results

Definition of resultsdependent upon the goalof the training program


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Slide 17

Results - What It Looks Like

Depends upon objectives of training program

Quantify

Proof vs. Evidence

Proof is concrete

Evidence is soft


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Slide 18

Results - How to Perform

Use a control group

Allow time for results to be realized

Measure before and after the program Consider cost versus benefits

Be satisfied with evidence when proof is notpossible


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Slide 19

Summary

Level I: Evaluate Reaction

Level II: Evaluate Learning

Level III: Evaluate Behavior

Level IV: Evaluate Results


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Slide 20

Readings to Consider

Kirkpatrick, Donald L. (1998). Evaluating Training Programs: The Four

Levels. Berrett-Koehler Publishers.

Worthen, Blaine R, James R. Sanders, Jody L. Fitzpatrick (1997). Program

Evaluation: Alternative Approaches and Practical Guidelines (Second

Edition).Addison,We

sley, Longman, Inc.

Kirkpatrick, Donald L. (1998). Another Look at Evaluating Training

Programs. American Society for Training & Development.

Sieloff, Debra A. (1999). The Bridge Evaluation Model. International

Society for Performance Improvement.

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