Kirkpatrick’s Four Levels of Evaluation Assessing Training Effectiveness, most often entails using the Four Levels of Evaluation, developed by Donald Kirkpatrick. According to this model, evaluation should always begin with level one (Reactions) then moving forward to the fourth step (Results). Information from each prior level represents a more precise measure of effectiveness.

Reactions At this level evaluation measures how participants in a training program react to it. It attempts to answer the questions regarding the participants perceptions: Did they like it? Was the material relevant to their work? Was the training clear? According to Kirkpatrick all training programs should be evaluated at this level to provide for the improvement of a training program.

Learning Assessing at this level moves the evaluation beyond learner satisfaction and attempts to asses the extent students have advanced in skills, knowledge, or attitude. To asses the amount of learning that has occurred due to a training program, level two evaluation often use tests conducted before training (pre test) and after (post test).

Transfer This level measures the transfer that has occurred in learners behavior due to the training program. Evaluating at this level attempts to answer the question Are the newly acquired skills, knowledge, or attitude being used in the everyday environment of the learner?

Results Frequently thought of as the bottom line, this level measures the success of the program in measures that managers and executives understand- Increased production Improved quality Decreased costs Reduced frequency of accidents Higher Profits

References Winfrey, Elaine C. (). Kirkpatrick’s Four Levels of Evaluation Retrieved September 09, 2002 from http://coe.sdsu.edu/eet/Articles/k4levels/start.htm