IMPLEMENTING

KIRKPATRICKS FOUR LEVELS

TU101
By Dr. Donald L. Kirkpatrick
dleekirk1@aol.com
www.donaldkirkpatrick.com
www.smrhub.com/usa

1.

Session Objectives:
Understanding of:
Requirements for an effective training program
2.
Overview of the Four Levels
3.
Guidelines for implementing each level

Requirements for an Effective

Program
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.

Based on __ __ __ __ __.
Aimed at __ __ __ __ __ __ __ __ __ __
Scheduled at the right __ __ __ __.
Held at the right __ __ __ __ __.
For the right __ __ __ __ __ __.
Conducted by an effective __ __ __ __ __ __.
Using effective __ __ __ __ __ __ __ __ __ __.
__ __ __ __ __ __ __ __ __ __ are reached.
Participants are __ __ __ __ __ __ __ __ __.
Program is __ __ __ __ __ __ __ __ __.

Why Evaluate?
Should the program be continued?
How can the program be improved?
How can trainers justify their existence?

EVALUATION PRINCIPLES
1. Evaluation methods and forms can be
borrowed from other organizations and
used or adapted to your situation.
2. Evaluation results cannot be borrowed
even if the program is the same.

The Four Levels

REACTION how training participants react
to it. A customer satisfaction measure.
LEARNING the extent to which
participants change attitudes, increase
knowledge, and/or increase skill
BEHAVIOR the extent to which change in
behavior occurred.
RESULTS the final results that occurred
as a result of the training.
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Guidelines for Evaluating

Reaction

Determine what you want to find out.

Design a form that will quantify reactions.
Encourage written comments.
Get 100% immediate response..
If desirable, get delayed reactions.
Develop acceptable standards.
Measure future reactions against the
standard.
6

Tabulation of Reactions from 20 Supervisors

Reaction Sheet
1.

How do you rate the subject (interest, benefit, etc)?

5 Excellent
10
Comments & Suggestions:
4 Very Good
5
3 Good
3
Rating = 4.1
2 Fair
1
1 Poor
1

2.

How do you rate the conference leader (subject knowledge, ability

to communicate, etc)?
5 Excellent
8
Comments and Suggestions:
4 Very Good
4
3 Good
5
Rating = 3.8
2 Fair
2
1 Poor
1
7

Guidelines for Evaluating

Learning
Measure before and after attitudes,
knowledge, and/or skills.
Use a paper and pencil test for knowledge
and attitudes.
Use a performance test for skills.
Get 100% response.

DECISION MAKING
Manager
QUALITY
Past
Ave Range
25% 10-50%
37% 10-50%

Future
Ave Range
16% 5-40%
30% 10-50%

22% 10-50%

25% 5-50%

16% 0-40% 29% 0-60%

____
____
100%
100%

Subordinates

ACCEPTANCE

1. Manager decides and sells decision

2. Manager asks for input, considers it,
decides, and sells decision
3. Manager leads subordinates in making
a consensus decision
4. Manager empowers subordinates to
make the decision

ServiceMaster Executives August, 1996

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Change in Behavior Requires:

1.
2.
3.
4.
5.

Desire to Change
Necessary Knowledge and Skills
The Right Job Climate
Encouragement and Help
Rewards for Change
10

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The Job Climate

Department Head
Supervisor
CLASSROOM
Knowledge
Skills
Attitudes

CLIMATE
Preventing
Discouraging
Neutral
Encouraging
Requiring
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Guidelines for Evaluating

Behavior
Measure on a before / after basis if
practical
Allow time for behavior change to take
place (perhaps 3-6 months)
Get 100% response or a sampling
Repeat at appropriate times
Consider cost vs. benefits
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Behavior Change
(3-6 months after program)
Survey or Patterned Interview
1.
Explain purpose of survey/interview.
2.
Review program content.
3.
Ask the program participant:
- To what extent have you changed behavior as a result of the program you
attended?
__ Large extent __ Somewhat __ Not at all
If Large extent or somewhat, please explain:
4. If not at all, please indicate why not:
___ Program content wasnt practical
___ No opportunity to use what I learned
___ My boss prevented or discouraged me to change
___ Other higher priorities
___ Other reason (please explain)
5. In the future, to what extent do you plan to change your behavior?
___ Large extent ___ Somewhat ___ Not at all
Please explain:

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Guidelines for Evaluating

Results
Measure on a before and after basis
Allow time for possible results to take
place (suggest 6-12 months)
Repeat at appropriate times
Use a control group if practical
Consider cost vs. benefits (ROI)
Consider Evidence if Proof not possible
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Suggestions for Evaluating

Training Programs
1. Measure reaction to all programs
a. Develop your own form
b. Gather data
c. Establish standards of acceptable
performance
d. Improve programs

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Suggestions for Evaluating

Training Programs (Cont.)
2.

Expand evaluation to measure:

Learning
Behavior
Results (including ROI)

Consider:

Available evaluation resources

Frequency of programs

Cost of programs

Cost of the evaluation

Executive interest / demand

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References

Kirkpatrick, D.L. Evaluating Training Programs: The Four Levels, 3nd

Ed., Berrett-Koehler Publishers, Inc. San Francisco, CA, 1998

Kirkpatrick, D.L. and Kirkpatrick, J.D. Transferring Learning to

Behavior: Using the Four Levels to Improve Performance, BerrettKoehler Publishers, Inc. San Francisco, CA, 2005

Kirkpatrick, D. L. Consulting,
. www.donaldkirkpatrick.com,
dleekirk1@aol.com.

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