Kirkpatrick's 4 Levels of Evaluation for Instructional Design

Summary

Kirkpatrick's 4 Levels of Evaluation, developed by Professor Don Kirkpatrick in the 1950s, is a framework for assessing the effectiveness of training programs. It encompasses four levels: Reaction, Learning, Behavior, and Results. Reaction gauges learner satisfaction, Learning measures knowledge and skill acquisition, Behavior evaluates the application of skills on the job, and Results examines the impact on performance. While the first two levels are easier to measure, the latter two require more in-depth evaluation. This model serves as a valuable tool for instructional designers and corporate trainers to ensure training aligns with learning objectives.

Takeaways

• 😀 Kirkpatrick's 4 Levels of Evaluation was created by Professor Don Kirkpatrick in the 1950s to assess training effectiveness.
• 😀 The model consists of four levels: Reaction, Learning, Behavior, and Results, each with distinct metrics.
• 😀 Level 1 (Reaction) measures learner satisfaction with the training, often assessed through surveys.
• 😀 Level 2 (Learning) evaluates the knowledge and skills gained, typically through pre- and post-assessments.
• 😀 Level 3 (Behavior) examines how well learners apply new skills in real-world situations after training.
• 😀 Level 4 (Results) looks at the overall impact of training on organizational performance and outcomes.
• 😀 Levels 1 and 2 are easier to evaluate and commonly used in corporate training environments.
• 😀 Levels 3 and 4, while more complex, are valuable goals for measuring long-term training effectiveness.
• 😀 Kirkpatrick’s model helps instructional designers align training content with learning objectives.
• 😀 Implementing Kirkpatrick's evaluation can enhance the value and effectiveness of training programs.

Q & A

What is Kirkpatrick's 4 Levels of Evaluation?

Kirkpatrick's 4 Levels of Evaluation is a model created by Professor Don Kirkpatrick in the 1950s for assessing the effectiveness of training programs, consisting of four levels: reaction, learning, behavior, and results.

What does the first level, Reaction, measure?

The Reaction level measures learners' feelings about the training program, including their perceptions of the content's usefulness, engagement, and relevance to their work.

How can the Reaction level be assessed?

It can be assessed through surveys where learners rate their experience on a scale of 1 to 5 or answer specific questions about the content and delivery.

What is the focus of the second level, Learning?

The Learning level focuses on measuring the knowledge, skills, or confidence that learners gain from participating in the training.

What methods are used to evaluate the Learning level?

Evaluation methods include pre-and post-assessments or having learners write down what they learned in a workbook.

What does the Behavior level assess?

The Behavior level assesses how well learners apply the new skills they've learned in real-life situations after the training.

How is the Behavior level measured?

It is measured by having learners perform relevant tasks under supervision, with feedback provided on their performance.

What is evaluated at the Results level?

The Results level evaluates the positive changes in performance and whether targeted outcomes occur as a result of the training.

Why is Level 4 measurement considered complex?

Level 4 measurement is complex because it requires significant pre-and post-evaluation work and a deeper analysis of the impact of training on organizational performance.

Which levels of Kirkpatrick's evaluation are most commonly applied in corporate training?

Levels 1 and 2 are most commonly applied in corporate training, while Levels 3 and 4 are considered stretch goals for deeper evaluation.