Kirkpatrick's 4 Levels of Evaluation for Instructional Design
How can you create effective training courses? By using Kirkpatrick's 4 Levels of Evaluation, of course!
There's nothing worse than wondering whether the hard work you've put into creating a training program or designing learning experience was worthwhile.
When stakeholders reach out asking for data or metrics around the effectiveness of your training program, you'll want to be sure you've done your due diligence in designing curriculum that actually makes an impact to your learners and to the business.
We can measure the effectiveness of our training programs using Kirkpatrick's 4 Levels of Evaluation.
So, what is Kirkpatrick's 4 Levels of Evaluation, and how can it help you as an instructional designer?
Here's the scoop.
Created by Professor Don Kirkpatrick in the 1950's, Kirkpatrick's 4 Levels of Evaluation is a model for evaluating the overall effectiveness of a training program.
It consists of four levels:
1. Reaction
2. Learning
3. Behavior
4. Results
Each level has its own metrics and measurement techniques designed to assess the effectiveness of different parts of a training program or learning experience.
L1: REACTION:
Reaction measures how well learners like and feel about the training program. Did they find the content useful, engaging, or relevant to their day-to-day work?
This measurement can be done by asking learners to rate their experience using a 1 to 5 scale, or by asking them to answer questions about the content and delivery.
This is commonly called a "Smile Survey."
L2: LEARNING
Learning measures the degree of knowledge, skill, or confidence, learners gained from their participation in the training program.
This measurement can be done by having them take an assessment before and after the training session about the content covered during the experience, or by having them write down what they learned in a workbook.
L3: BEHAVIOR
Behavior measures how well learners apply their new skills in real-life situations after the learning experience is over. In other words, do they apply what they learned in class on the job?
This measurement can be done by having them perform tasks similar to what they learned in training under supervision from an instructor or manager, who will give feedback about their performance during and after the exercise so they can learn in real-time.
L4: RESULTS
Results measures whether there are any positive changes in performance after implementing new procedures as a result of receiving instruction about them.
To what degree do the targeted outcomes happen as a direct result of learners participating in the learning experience?
Level 4 measurement is incredibly complex and requires significant pre- and post-work by an organization prior to designing and implementing a training program.
The first two levels of Kirkpatrick's are much easier to evaluate than the second two, which require much more time and in-depth evaluation after a learning experience is complete.
For that reason, we tend to see Levels 1 and 2 most commonly applied in the corporate training space, although Level 3 and Level 4 are great stretch goals to work toward and learn more about implementing.
Kirkpatrick's is an excellent framework to use as you're building out your training curriculum to ensure your content tracks directly to learning objectives. It's a fantastic tool to have in your back picket as an instructional designer to help makes you're designing courses that serve learners and meet your overall intended outcomes.
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