Donald Kirkpatrick’s four levels of evaluation are designed as a sequence of methodologies to evaluate training programs.
| Level | Focus | Area of impact | Evaluation question |
| 1 | Reaction | Immediate reaction of trainees | Are the trainees satisfied? |
| 2 | Learning | Increase in trainees’ knowledge and skills | What have the trainees learned? |
| 3 | Behaviour | How trainees apply their new knowledge and skills | What do trainees do differentl the workplace? |
| 4 | Results | How the training affects the trainees’ broader area of work | What is the effect on the output of the trainee’s team or department? |
| 5 | Return on investment | Wider impact on the achievement of public health programme objectives | How has the training contributed to achieving public health objectives? |
At Level 3, the degree to which participants apply what they learned during training is measured (ie: how the learning has transferred into skills and how the learning has influenced a change in the learner’s behavior). Such a transference and change might be aided by processes and systems that reinforce, encourage, and reward performance of critical behaviors on the job.
I often create training for clinical study staff at both the global and local levels, and use the level 3 questionnaire below in various forms. This is not my original work, but an adaptation of a paper on the training evaluation methodologies at the WHO published in 2010. Just paying the good karma forward 🙂
Click the link below to download.
Apr 2015 Free Download: Kirkpatrick Level 3 Evaluation Questionnaire
Workplacekarma : the laws of life at work 