Assessments and Kirk Patrick Model

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Assessments and the Kirkpatrick Model

Using Assessments to Evaluate Training
Copyright 1995-2004 Questionmark Corporation and/or Questionmark Computing Limited, known collectively as Questionmark. All rights reserved. Questionmark is a registered trademark of Questionmark Computing Limited. All other trademarks are acknowledged.
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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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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 on investment (ROI) but this was not in Kirkpatricks original model
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Relationship Between Levels

Level 4 - Results
Was it worth it?
Each subsequent level is
KSA being used on the job?
Level 3 - Behavior
Level 2 - Knowledge
Did they learn anything
predicated upon doing evaluation at lower level A Level 3 will be of marginal use, if a Level 2 evaluation is not conducted
Level 1 - Reaction
Was the environment suitable for learning?
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Only by assessing each level can we yield actionable results

Level 4 - Results
Was it worth it?
Check Requirements, Systems and Processes
Level 3 - Behavior
Check Performance Environment
Level 2 - Knowledge
Improve Knowledge/Skill transfer
Level 1 - Reaction
Improve Learning Environment
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Types of Assessments Used at Each Level Type Form

Level 4 - Results
Was it worth it?
Summative
Summative
Correlation of business results with other assessment results
Level 3 - Behavior
Observation of Performance 360 Survey
Level 2 - Knowledge
Diagnostic Summative
Self-assessment Test
Level 1 - Reaction
Reaction Formative
Survey Real-time Polling Quizzing
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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 is valued Can provide quantitative information
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Reaction - What It Looks Like

Questionnaire - Most common collection tool
Content Methods Media Trainer style Facilities Course materials
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Reaction - How to Perform

Determine what you want to find out Design a form to collect/quantify reactions Do Immediately Develop acceptable scoring standards Follow-up as appropriate
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Learning - What Is It?

Knowledge Skills Attitudes
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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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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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Behavior - What Is It?

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

Measure achievement of performance objectives
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Behavior - What It Looks Like

Observe performer, firsthand Survey key people who observe performer Use checklists, questionnaires, interviews, or combinations
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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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Results - What Is It?

Assesses bottom line,
final results Definition of results dependent upon the goal of the training program
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Results - What It Looks Like

Depends upon objectives of training program
Quantify Proof is concrete Evidence is soft
Proof vs. Evidence
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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 not possible
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Summary

Level I: Level II: Level III: Level IV:
Evaluate Reaction Evaluate Learning Evaluate Behavior Evaluate Results
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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, Wesley, 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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Slide 1

Assessments and the Kirkpatrick Model

The Four Levels

Relationship Between Levels

Each subsequent level is

KSA being used on the job?

Only by assessing each level can we yield actionable results

Check Requirements, Systems and Processes

KSA being used on the job?

Check Performance Environment

Improve Knowledge/Skill transfer

Improve Learning Environment

Types of Assessments Used at Each Level Type Form

Correlation of business results with other assessment results

KSA being used on the job?

Observation of Performance 360 Survey

Survey Real-time Polling Quizzing

Reaction - What Is It?

Reaction - What It Looks Like

Content Methods Media Trainer style Facilities Course materials

Reaction - How to Perform

Learning - What Is It?

Learning - What It Looks Like

Text Voice Demonstration

Methods used to measure learning:

Interviews Surveys Tests (pre-/post-) Observations Combinations

Learning - How to Perform

Behavior - What Is It?

and/or attitude to the real world

Behavior - What It Looks Like

Behavior - How to Perform

Results - What Is It?

Results - What It Looks Like

Quantify Proof is concrete Evidence is soft

Proof vs. Evidence

Results - How to Perform

Evaluate Reaction Evaluate Learning Evaluate Behavior Evaluate Results

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