Kirkpatrick's Learning and Training Evaluation Theory

 The Four Levels of Learning Evaluation

Donald L Kirkpatrick, Professor Emeritus, University Of Wisconsin (where he achieved his BBA, MBA and PhD), first published his ideas in 1959, in a series of articles in the US Training and Development Journal. The articles were subsequently included in Kirkpatrick's book Evaluating Training Programs (1975 and since revised), published by the American Society for Training and Development (ASTD), for whom Kirkpatrick previously served as president and with whom he maintained strong connections. Donald Kirkpatrick has written several other significant books about training and evaluation, more recently with his similarly inclined son James, and has consulted with some of the world's largest corporations.

Donald Kirkpatrick's 1975 book Evaluating Training Programs defined his originally published ideas of 1959, thereby further increasing awareness of them, so that his theory has now become arguably the most widely used and popular model for the evaluation of training and learning. Kirkpatrick's four-level model is now considered an industry standard across the HR and training communities. The four levels of training evaluation model was later redefined and updated in Kirkpatrick's 1998 book, called 'Evaluating Training Programs: The Four Levels'.

The four levels of Kirkpatrick's evaluation model essentially measure:

  • reaction of student - what they thought and felt about the training
  • learning - the resulting increase in knowledge or capability
  • behaviour - extent of behaviour and capability improvement and implementation/application
  • results - the effects on the business or environment resulting from the trainee's performance

All these measures are recommended for full and meaningful evaluation of learning in organizations, although their application broadly increases in complexity, and usually cost, through the levels from level 1-4.

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

resultsĀ 
  • 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

Since Kirkpatrick established his original model, other theorists (for example Jack Phillips), and indeed Kirkpatrick himself, have referred to a possible fifth level, namely ROI (Return On Investment). In my view ROI can easily be included in Kirkpatrick's original fourth level 'Results'. The inclusion and relevance of a fifth level is therefore arguably only relevant if the assessment of Return On Investment might otherwise be ignored or forgotten when referring simply to the 'Results' level.

Learning evaluation is a widely researched area. This is understandable since the subject is fundamental to the existence and performance of education around the world, not least universities, which of course contain most of the researchers and writers.

While Kirkpatrick's model is not the only one of its type, for most industrial and commercial applications it suffices; indeed most organisations would be absolutely thrilled if their training and learning evaluation, and thereby their ongoing people-development, were planned and managed according to Kirkpatrick's model.

 For reference, should you be keen to look at more ideas, there are many to choose from...

  • Jack Phillips' Five Level ROI Model
  • Daniel Stufflebeam's CIPP Model (Context, Input, Process, Product)
  • Robert Stake's Responsive Evaluation Model
  • Robert Stake's Congruence-Contingency Model
  • Kaufman's Five Levels of Evaluation
  • CIRO (Context, Input, Reaction, Outcome)
  • PERT (Program Evaluation and Review Technique)
  • Alkins' UCLA Model
  • Michael Scriven's Goal-Free Evaluation Approach
  • Provus's Discrepancy Model
  • Eisner's Connoisseurship Evaluation Models
  • Illuminative Evaluation Model
  • Portraiture Model
  • and also the American Evaluation Association

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