Kirkpatrick’s Four Levels of Evaluation

Rebeca Befus

Amber Gale

Jamie Gardner

Nicole Lenz

George Taylor

History

Donald Kirkpatrick Donald Kirkpatrick

- Developed and researched his four

levels of evaluation model for his

PhD dissertation

- Four basic concepts of evaluation:

- Reaction

- Learning

- Behavior

- Results

History

Donald Kirkpatrick Donald Kirkpatrick

- Leading evaluation model for over 50 years

- Largely unchanged

- 94% of training courses are evaluated using

the first level of Kirkpatrick’s model

- Dr. Jim Kirkpatrick is continuing in his

father’s footsteps and has published several

books on his father’s original model

Level 1 Evaluation - Reactions

Participant’s reaction to:Participant’s reaction to:- Learning experience- Content- Instructor- Relevancy

Customer SatisfactionCustomer Satisfaction

Helps make improvementsHelps make improvements

- Negative results – Negative impact- Positive reaction – Learning Motivation

QuestionnairesQuestionnaires

- Smile/Happiness sheets- Likert Scale

1 (extremely dissatisfied) 5 (extremely satisfied)

Level 1 Evaluation - Reactions

Guidelines for Evaluating Reaction Guidelines for Evaluating Reaction

1. Determine what you want to find out

2. Design a form that will quantify reactions

3. Encourage written comments and suggestions

4. Get 100 percent immediate response

5. Get honest responses

6. Develop acceptable standards

7. Measure reactions against standards and take appropriate action

8. Communicate reactions as appropriate

(Kirkpatrick, 1998)

Level 2 Evaluation - Learning

Extent of learningExtent of learning

- Behavior- Attitudes- Skills

How to evaluate learningHow to evaluate learning

- Use a control group- Use a paper-and-pencil test to measure knowledge

and attitudes- Use a performance test to measure skills- Get a 100 percent response- Use the results of the evaluation to take

appropriate action

(Kirkpatrick, 1998)

(Kirkpatrick, 1998)

Level 3 Evaluation - Behavior

Applied on the job?Applied on the job?- Pitfalls

- Evaluated at the wrong time- Inaccurate findings

Learners apply what they have learned to change behaviorLearners apply what they have learned to change behavior

Can not predict when change will occurCan not predict when change will occur

Learners come to the following conclusionsLearners come to the following conclusions

- They want to embrace the new behavior- They will not embrace the new behavior- The want to change the behavior, but cannot

due to constraints

Level 3 Evaluation - Behavior

How to evaluate behaviorHow to evaluate behavior

- Use a control group if practical

- Allow time for behavior change to take place

- Evaluate both before and after the program if practical

- Survey and/or interview those who observe the learner’s behavior

- Get 100 percent response or a sampling

- Repeat the evaluation at appropriate times

- Consider cost versus benefits

Level 4 Evaluation - Results

Guidelines for evaluating resultsGuidelines for evaluating results

1. Use a control group if practical

2. Allow time for results to be achieved

3. Measure both before and after the program if practical

4. Repeat the measurement at appropriate times

5. Consider cost versus benefits

6. Be satisfied with evidence if proof is not possible

Kirkpatrick (2005)

One must give time for proper results to be achievedOne must give time for proper results to be achieved

Benefits and Criticisms

BenefitsBenefits- Fairly simplified model- Easier to conceptualize- Established, familiar and popular

Criticisms Criticisms - Too simplistic - Evidence does not support that the levels have a

casual relationship- Levels 3 and 4 are less used, missing training’s

impact to the bottom line- Some believe additional levels need to be added

- Kaufman & Keller – addresses impact on society

- Phillips ROI – addresses return on investment

References

Kirkpatrick, D. (2010). 50 Years of Evaluation. American Society for Training and Development. Rossett, A. (2007). Leveling the Levels. American Society for Training and Development. Guerra-Lopez, I. J. (2008). Performance Evaluation. San Fransisco: Jossey-Bass.Kirkpatick, D. L. (1998). Training Programs : The Four Level. San Francisco: Berrett Koehler.Kirkpatrick, D. L., & Kirkpatick, J. D. (2006). Evaluating Training Programs. San Francisco: Berrett-Koehler.Clark, D. (2009). Kirkpatrick’s Four Level Evaluation Model. Performance, Learning, Leadership, & Knowledge. Retrieved from web September 18, 2010: http://www.nwlink.com/~donclark/hrd/isd/kirkpatrick.htmlKirkpatrick, Donald L., & Kirkpatrick, James D. (2007). Implementing the Four Levels : A Practical Guide for Effective Evaluation of Training Programs. San Francisco, CA, USA: Berrett-Koehler Publishers, Incorporated.