Kirkpatrick’s Validation
In 1959 Donald Kirkpatrick established
the
four-level
approach
to
training
evaluation.
96
of
Training
magazine’s
top
100
training
companies
report
using
it.
It
is
often
referred
to
as
the
Level
IV
assessment.
Level
IV
is
only
one
piece
of
the
equation
though.
What is Kirkpatrick’s four-level model?
Kirkpatrick’s model attempts to measure
different
aspects
of
learning
value.
The
model
measures
the
student’s
reaction
to
the
training,
the
actual
learning
that
took
place
in
the
training,
the
changes
in
behavior
as
a
result
of
the
training,
and
the
business
results
of
the
training.
Level I
The
first
level
addresses
the
students’
reaction
to
the
learning.
This
is
generally
done
through
a
survey
that
asks
the
students
about
the
relevancy
of
the
material
and
if
the
presentation
kept
their
interest.
This
level
is
the
easiest
and
most
performed
of
all
the
levels.
Level II
The
second
level
is
concerned
with
the
learning
itself.
It
ascertains
if
the
learning
accurately
reflected
the
original
learning
objectives.
Pre
and
post-tests
are
the
most
common
evaluation
methods
used.
Level III
The
third
level
evaluates
the
transfer
of
the
learning.
In
other
words,
did
the
learning
make
a
difference?
Did
behaviors
change?
And
if
so,
did
they
change
in
a
manner
that
reflects
the
developers’
original
intentions?
Tests,
surveys,
observations,
and
interviews,
based
on
the
original
learning
objectives,
are
used
to
complete
this
assessment.
Level IV
The
final
level
is
the
hardest
and
least
performed
in
the
model.
It
tests
the
real
business
results
of
the
training
and
requires
that
the
learning
objectives
be
directly
linked
to
business
objectives.
If
the
learning
is
not,
it
is
not
suitable
for
a
Level
IV
assessment.
Even
though
it
is
the
last
of
the
levels,
its
intention
is
to
perform
the
assessment
during
course
development
as
part
of
the
initial
testing.
The business objectives used may include
increased
sales
volume,
increased
customer
retention,
increased
safety
prevention,
decreased
help
desk
calls,
or
almost
anything
measurable.
However,
any
business
outcome
has
a
number
of
contributing
variables
attached
to
it.
Training
is
only
one.
This
is
part
of
what
makes
the
Level
IV
difficult
to
assess
definitively.
The
information
derived
from
the
assessment
is
still
very
valuable.
It
is
considered
a
very
important
aspect
in
establishing
ROI.
Resources:
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