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This presentation gives a fundamental understanding about Kirkpatrick's four levels of evaluation model. It also includes a brief of the fifth level of evaluation by Philip that forms the Kirkpatrick-Philip Model.
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+KIRKPATRICK’S
LEVELS OF EVALUATION
Cindy YewCurriculum Project Manager
Knowledge Universe, CIRC-AIC
Asian International College, Singapore 31 January 2012
+
Image source: img.pr.com
Dr Donald Kirkpatrick’sideas on measuring training effectiveness were originally published in 1959.
Four level model. Simple.
Flexible.Comprehensive.
+kirkpatrick’s m
od
elThe four levels of evaluation…
Image source: uncw.edu
Level 1 :
Level 2:
Level 3:
Level 4:
+Level 1. Reaction
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Level 1: Reaction
Image source: wordpress.com
measures how those who participate in the programme react to the learning experience
“a measure of customer satisfaction” - Dr Don Kirkpatrick
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Content Methods Media Trainer style Facilities Course materials
Level 1: Reaction
Level 1 evaluates reactione.g.,
Questionnaire
• Did the participants like the training?• Did they consider the training relevant?• Did they find the trainer engaging?
Image source: measuringandlayout.com
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Level 1: Reaction
How to collect How to collect reactionsreactions??
6. Measure
reactions against the standard & follow-up where
necessary
+Level 2. Learning
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the extent to which participants change attitudes, improve knowledge, and/or increase skill as a result of attending the programme
Level 2: Learning
“in order to evaluate
learning, the specific
objectives must be determined” - Dr Don Kirkpatrick
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Level 2 measures learninge.g.,
Interviews Surveys Tests (pre- and post-) Observations Combinations
Level 2: Learning
Image source: measuringandlayout.com
• Did the participants learn what was intended to be taught?
• Did the participants experience what was intended for them to experience?
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Level 2: Learning
How to collect How to collect learninglearning??
+Level 3. Behaviour
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Image source: books.google.com
the extent to which change in behaviour has occurred because the participant attended the training programme.
Level 3: Behaviour
One primary question for training at this level is if there is a transfer
of knowledge to application at daily activities?
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Level 3: Behaviour
Image source: measuringandlayout.com
• Did the participants put their learning into effect when back on the job?
• Were the relevant skills and knowledge used?• Was there a measurable change in the activity
and performance of the participants when back in their roles?
Monetary Efficiency Morale Teamwork etc…
Level 3 refers to behaviour e.g.,
Survey the people who observes the participant in action back on the job
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Level 3: Behaviour
How to collect How to collect behaviourbehaviour??
+Level 4. Results
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Image source: blogspot.com
defined as the final results that occurred because the participants attended the programme.
Level 4: Results
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Level 4: Results
Image source: measuringandlayout.com
• Did the KPI improve?• To what extent has it improved?
Volume Values Percentages Timescales Return on Investment Other quantifiable aspects of
organisational performance, e.g. no. of attrition, wastage, quality rating, achievement of quality and standards, etc.
Level 4 looks at resultse.g.,
Key Performance Indicators
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Level 4: Results
How to collect How to collect resultsresults??
Summary
Info source: kirkpatrickpartners.com
+Level 5. Return On Investment
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kirkpatrick-philip’s model
ROI = evaluating the return on investment
+Credits
Sources:
Evaluating Training Programs: The Four Levels (3rd Edition) - http://bit.ly/uothqSKirkpatrick's Four-Level Model of Training Evaluation - http://bit.ly/vUuY6cKirkpatrickpartners - www.kirkpatrickpartners.com/OurPhilosophy/tabid/66/Default.aspxKirkpatrick’s Four Level of Evaluation - http://youtu.be/oBpI0B5PtaAROI in Education: Increasing Innovation and Choice - http://youtu.be/qRm9htSI3FM
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