kirkpatrick's four levels of training evaluation

This grid illustrates the basic Kirkpatrick structure at a glance. The second grid, beneath this one, is the same thing with more detail.
level evaluation type (what is measured) evaluation description and characteristics examples of evaluation tools and methods relevance and practicability

1 reaction

* reaction evaluation is how the delegates felt about the training or learning experience
* eg., 'happy sheets', feedback forms
* also verbal reaction, post-training surveys or questionnaires
* quick and very easy to obtain
* not expensive to gather or to analyse

2 learning

* learning evaluation is the measurement of the increase in knowledge - before and after
* typically assessments or tests before and after the training
* interview or observation can also be used
* relatively simple to set up; clear-cut for quantifiable skills
* less easy for complex learning

3 behaviour

* behaviour evaluation is the extent of applied learning back on the job - implementation
* observation and interview over time are required to assess change, relevance of change, and sustainability of change
* measurement of behaviour change typically requires cooperation and skill of line-managers

4 results

results evaluation is the effect on the business or environment by the trainee

* measures are already in place via normal management systems and reporting - the challenge is to relate to the trainee
* individually not difficult; unlike whole organisation
* process must attribute clear accountabilities