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.