© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved. Trademark and Copyright Warning © Copyright 2010-2012, Kirkpatrick Partners, LLC. All rights

© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.

Trademark and Copyright Warning

© Copyright 2010-2012, Kirkpatrick Partners, LLC. All rights reserved.

This presentation remains the exclusive property of Kirkpatrick Partners, LLC. Distribution or duplication of these slides and content, in whole or in part, in any way is strictly prohibited. These are for the personal use of program attendees only.

The following marks are the property of Kirkpatrick Partners, LLC as related to educational / training materials, programs and books: Kirkpatrick®

Kirkpatrick Four LevelsTM

The One and Only Kirkpatrick®

Marching Orders for U.S. Military Training: 2012 and Beyond

Part 1: Jim Kirkpatrick, Ph.D. and Wendy Kayser Kirkpatrick


Audience Poll

What brings you to the webinar?


Session Objectives

• Identify the levels currently being utilized in your training initiatives

• Describe how to cost-effectively measure training at all four Kirkpatrick levels

• Set specific goals for increasing the organizational value of training


Dr. Don Kirkpatrick

1944 1998


Quick Pre-test

In sequence from 1-4, what are the names of the Kirkpatrick levels?

A. Reactions, Transfer, Knowledge, Impact

B. Reaction, Knowledge, Behavior, Result

C. Response, Learning, Transfer, Impact

D. Reaction, Learning, Behavior, Results


Level 1: REACTION To what degree participants react

favorably to the training

The Kirkpatrick Model


Level 2: LEARNINGTo what degree the participants acquire

the intended knowledge, skills, and attitudes



Level 3: BEHAVIOR To what degree participants apply what they learned during training when they

are back on the job



Level 4: RESULTS To what degree targeted outcomes occur

as a result of the learning event(s) and subsequent reinforcement


Audience Poll

What is the highest level to which you have ever measured a program or initiative?

A. Level 1 Reaction

B. Level 2 Learning

C. Level 3 Behavior

D. Level 4 Results


Why Evaluate?




Level 4: Results

Return on Expectations (ROE)

What a successful training initiative delivers to key business stakeholders, demonstrating the degree to which their expectations have been satisfied


Planning ExecutionDemonstration

of Value


The End is the Beginning

Reaction

Behavior

Results

Learning


The End is the Beginning

Level 1: Reaction

Level 3: Behavior

Level 4: Results

Level 2: Learning


Audience Poll

What is the highest level result / mission of the U.S. military, in general?


Your Marching Orders

• Cost-effective training, reinforcement and evaluation

• Utilize current resources as much as possible

• Demonstrate mission value



of Value


MONITOR & ADJUST

THE NEW WORLD KIRKPATRICK MODEL

LEVEL 1

LEARNING

• Engagement

• Relevance

• Customer

• Knowledge

• Skills

• Attitude

• Confidence

• Commitment

satisfaction

LEVEL 2

REACTION

LEVEL 3BEHAVIOR

LEVEL 4RESULTS

• Leading • Desiredindicators outcomes


Level 3: Behavior

Required Drivers

Processes and systems that reinforce, monitor, encourage, and reward performance of critical behaviors on the job


Level 3: Behavior

Methods, tools and techniques (Required Drivers)


Level 4: Results

Leading Indicators

Short term observations and measurements that suggest that critical behaviors are on track to create a positive impact on desired results


Kirkpatrick Evaluation Plan Background:

U.S. Navy Yeoman A. School

•Trained to run Navy offices, both on ship and shore

•Plans for them to take on more responsibility in coming years

•History of varied training approaches, none sufficient. A new approach is required.


U.S. Navy Yeoman A School

Stakeholder ExpectationsTo efficiently run a Navy office to meet the mission of the assigned command (including but not limited to correspondence, leave, security, legal matters, and reports)

Level 4 Results Cost reduction while accomplishing specific mission objectives

Level 3 Behavior1. Follow respective procedures for completing written

documentation2. Maintain confidentiality and integrity in dealing with personnel

issues3. Present positive customer service-oriented attitudes at all times


Audience Poll

Identify a leading indicator that would affirm that the critical behavior is on track to

contribute to the targeted results:

“Follow respective procedures for completing written documents”


U.S. Navy Yeoman A School New World AdditionsLevel 4 Results

Cost reduction while accomplishing specific mission objectives

Leading Indicators

• Decreased errors in written documentation

• Reduced number of critical incidents

• Reduced number of kicked back reports

• Fewer complaints from executive office

Level 3 Behavior1. Follow respective procedures for completing written documentation2. Maintain confidentiality and integrity in dealing with personnel

issues3. Present positive customer service-oriented attitudes at all times


U.S. Navy Yeoman A School New World AdditionsLevel 3 Behavior / Required Drivers1. Follow respective procedures for completing written documents

Monitoring: Spot checks, observation, self- and peer-audits, formal inspections

Reinforcing: On-going training, self-directed learning, job aids

2. Maintain confidentiality and integrity in dealing with personnel issues

Monitoring: Tracking security breaches, desk audits, checklist audits

Encouraging: Coaching by commanders and peers, mentoring (each Yeoman has one)



New World AdditionsLevel 2 LearningLevel 2 Learning

Attitude (Will this be worthwhile?)Evaluation methods: Post-training interviews with trainers and

mentors

Confidence (I can do this on the job) Evaluation methods: ‘Formative discussion, hybrid survey,

immediate post training interview with mentor

Commitment (I intend to do this on the job)Evaluation methods: Action planning, hybrid survey, immediate

post training interview with mentor



New World AdditionsLevel 1 Reaction

EngagementEvaluation methods: Pulse checks during training, trainer

observation, hybrid course evaluation

RelevanceEvaluation methods: Group discussion, hybrid course

evaluation



of Value


A compelling chain of evidence demonstrates your bottom line value.


Chain of Evidence

Audience Poll

Please provide one specific example of how you will apply these principles in your work.


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© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved. Trademark and Copyright Warning © Copyright 2010-2012, Kirkpatrick Partners, LLC. All rights