The Kirkpatrick Model as an Evaluation Tool

The Kirkpatrick Model as an Evaluation Tool

Melissa K. Jensen

HPI 632

Dr. Eileen Godinez

The National Staff Development Council (2001) suggests that evaluation design is determined by the purpose for the evaluation (to improve something or to judge its worth), and by the audience for the evaluation's findings. The evaluation process begins in the planning stages and is based on clarity of thought regarding outcomes, the adult learning processes that will be used, and the evidence that is required to guide decision making. “It asks and answers significant questions, gathers both quantitative and qualitative information from various sources, and provides specific recommendations for future action” (BCPS, 2012). Perhaps the best known evaluation methodology for judging training programs is Donald Kirkpatrick's Four Level Evaluation Model that was first published in a series of articles in 1959 in the Journal of American Society of Training Directors. The series was later compiled and published in a book, Evaluating Training Programs in 1975 which was updated in 1994. The four levels of Kirkpatrick's evaluation model essentially measure:

1. Reaction - how the learners react to the learning process. What they thought about the

training.

2. Learning - the extent to which the learners gain knowledge and skills.

3. Behavior - capability to perform the learned skills while on the job.

4. Results - the effects on the business or environment resulting from the trainee's

performance.

Reaction: As the word implies, evaluation at this level measures how learners react to

training. This level is often measured with attitude questionnaires that are passed out after

training classes and measures one thing: the learner's perception (reaction) of the

course. “Learners are often keenly aware of what they need to know to accomplish a task. If

the training program fails to satisfy their needs, a determination should be made as...