Kirkpatrick's Four Levels of

Evaluation Model
Mufti Shahid ullah
Muhammad Ali

Background of Model
Originated with Ph.D. research in 1952

Published in four-article series titled Techniques for

Evaluating Training Programs in 1959

Developed to clarify evaluation concept in four levels:

reactions, learning, behavior, and results

Level 1 Reactions
Measures how participants react to a training program
Kirkpatrick's emphasis on customer satisfaction
This type of questionnaire is often called a Smile Sheet
Verbal reaction
Quationnaires

Level 2 Learning
Measures the extent to which trainees have increased their
skills, knowledge, or intellectual abilities
Pretest Participants are tested before the program
Posttest Participants are tested after training is complete
Experimental Group A group that receives the training
Control Group A group that does not receive the training
Quiz or test

Level 3 Behavior
Measures whether the training is being used on the job
If training was successful, new skills should appear on job
Data Performance measures, observations, interviews,
and questionnaires
Data becomes harder to obtain
Additional time and money
feedback from customer, suppliers, bosses, peers.

Level 4 Results
Measures the effect on what the organization cares about:
the BOTTOM LINE!
Sales, productivity, profits
Very difficult to assess

Important to establish baseline data in order to document

change

Strengths of Model
Easily understood within and outside of the field
Well-established and utilized throughout industrial and
other professional environments
Has been used as basis for other evaluation models
including Kaufman and Kellers Levels and Phillips ROI
Model