For this Discussion, you will revisit the learning outcome and objectives you created in Part 2 to serve as the basis for developing evaluation approaches for your students. When developing evaluations, there are many things to consider. First, your evaluations must align to the learning outcome and objectives you created. This requires a close examination of the wording of your outcome and objectives to ensure they are well defined and measurable. If it’s not clear how the student should be evaluated, you may need to consider further refinement to your outcomes and objectives before moving on.
Kirkpatrick’s four levels of evaluation are another important consideration of educational design. Their purpose is to measure the effectiveness of professional development at the student and organizational level, with each level offering a more precise measure. For our purposes, we will just consider Kirkpatrick’s levels of evaluations at the individual student level. For this Discussion, you will analyze evaluation approaches across Kirkpatrick’s four levels and ensure alignment of evaluations to learning outcomes and objectives. This Discussion will give you an opportunity to receive feedback from your colleagues in preparation for your Module 3 Assignment.
To prepare:
Review the Resources for this week related to alignment of evaluations to learning objectives/outcomes and Kirkpatrick’s Levels of Evaluation.
Review the learning objectives you developed for Part 2 of your Module 3 Assignment and select one for this Discussion.
Consider how you would evaluate one of your learning objectives at the first three levels of Kirkpatrick’s levels of evaluation.
The Kirkpatrick Model
Level 1: Reaction
The degree to which participants find the training favorable, engaging and relevant to their jobs
Level 2: Learning
The degree to which participants acquire the intended knowledge, skills, attitude, confidence and commitment based on their participation in the training
Level 3: Behavior
The degree to which participants apply what they learned during training when they are back on the job
Level 4: Results
The degree to which targeted outcomes occur as a result of the training and the support and accountability package
View the New World Kirkpatrick Model to learn how the Kirkpatrick levels of training evaluation have been updated and clarified.
The Kirkpatrick Model
To learn more, read the Kirkpatrick book Kirkpatrick’s Four Levels of Training Evaluation.
Level 1: Reaction
The first level of criteria is “reaction,” which measures whether learners find the training engaging, favorable, and relevant to their jobs. This level is most commonly assessed by an after-training survey (often referred to as a “smile sheet”) that asks students to rate their experience.
A crucial component of Level 1 analysis is a focus on the learner versus the trainer. While it may feel natural for a facilitator to fixate on the training outcome (such as content or learning environment), the Kirkpatrick Model encourages survey questions that concentrate on the learner’s takeaways.
Level 2: Learning
Level 2 gauges the learning of each participant based on whether learners acquire the intended knowledge, skills, attitude, confidence and commitment to the training. Learning can be evaluated through both formal and informal methods, and should be evaluated through pre-learning and post-learning assessments to identify accuracy and comprehension.
Methods of assessment include exams or interview-style evaluations. A defined, clear scoring process must be determined in advance to reduce inconsistencies.
Level 3: Behavior
One of the most crucial steps in the Kirkpatrick Model, Level 3 measures whether participants were truly impacted by the learning and if they’re applying what they learn. Assessing behavioral changes makes it possible to know not only whether the skills were understood, but if it’s logistically possible to use the skills in the workplace.
Oftentimes, evaluating behavior uncovers issues within the workplace. A lack of behavioral change may not mean training was ineffective, but that the organization’s current processes and cultural conditions aren’t fostering an ideal learning environment for the desired change.
Level 4: Results
The final level, Level 4, is dedicated to measuring direct results. Level Four measures the learning against an organization’s business outcomes— the Key Performance Indicators that were established before learning was initiated. Common KPI’s include higher return on investments, less workplace accidents, and larger quantity of sales.
Using the Kirkpatrick Model creates an actionable measurement plan to clearly define goals, measure results and identify areas of notable impact. Analyzing data at each level allows organizations to evaluate the relationship between each level to better understand the training results— and, as an added benefit, allows organizations to readjust plans and correct course throughout the learning process.
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