Kirkpatrick Model Four Levels of Evaluation

Tim VanDoren,Kirkpatrick Model

Level	Measure	Description	Benefits	Limitations	Methods
1	Reaction	Participant reactions of the instructional program just completed	Give quick feedback about various aspects of the course Easy to collect data	Validity of information limited (i.e., is influenced by many factors)	Survey instruments requiring quick quantified responses to: Instructor's presentation Content relevance Effectiveness of instructional materials Facilities and arrangements Program strengths and weaknesses
2	Learning	Participant learning which has occurred during the instructional program just completed	Gives most direct objective evidence of training quality Gives learners feedback on achievement Gives instructor feedback on course quality for revision purposes	Depends on high validity of tests Assumes objectives are relevant to the bottom-line Instructor may have to deal with negative attitudes requires additional course time	Objective tests using: Multiple choice questions True-false questions Fill-in-the-blank questions
3	Behavior	Participant behavior, usually on the job, which is directly related to the instructional program.	Gives direct information as to training success on the job Provides good selling argument to management	Impacted by factors other than training May be difficult to collect	Data collected with a time lapse after training (2 to 6 months) using: Workplace observation Direct supervisor reports Self-reports
4	Results	Organizational impact	Provides most persuasive information for management	Impacted by many factors besides training May be difficult/impossible to collect	Data collected over a periodic interval to establish behavior trends and patterns