Kirkpatrick’s Four Levels of Evaluation


It was while writing his thesis in 1952 that Donald Kirkpatrick became interested in evaluating training programs. In a series of articles published in 1959, he prescribed a four-stage model for evaluating training programs, but it was not until 1994, that he published “ Evaluating Training Programs: The Four Levels “ According to Kirkpatrick, evaluating training programs is necessary for the following reasons: 1.



It was while writing his thesis in 1952 that Donald Kirkpatrick became interested in evaluating training programs. According to Kirkpatrick, evaluating training programs is necessary for the following reasons: 1. The four-level model developed by Kirkpatrick is now universally used in gauging training effectiveness. This stage calls for more rigorous procedures, ranging from formal to informal testing to team assessment and self-assessment.


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Stop Evaluating Training!

Upside Learning

Kirkpatrick’s evaluation model has long been the holy grail of training effectiveness measurement to businesses. My response to clients has typically been: If you are referring to Kirkpatrick Levels 1 & 2 it’s not very difficult; ‘smiley sheets’ will tell us about Reaction, and ‘assessments’ can help determine Learning. And here’s Professor Brinkerhoff speaking at the Learning Technologies Show in London in 2013.

MTA: Why the Kirkpatrick Model Works for Us

CLO Magazine

Fortunately, as 2013 approached, hiring slowed, giving Wiedecker and his team time to find a solution. As he settled into his new job, Wiedecker read Jim and Wendy Kirkpatrick’s book, “Training on Trial,” which inspired him to implement the Kirkpatrick training evaluation model at the MTA. The four levels of training evaluation Don Kirkpatrick put forth first in the 1950s are well known to learning leaders. Implementing the Kirkpatrick Model.

ROI: It’s All About Proximity

CLO Magazine

I’m not saying training does not contribute to a learner’s on-the-job performance, but in the sense of measuring a Kirkpatrick or Phillips level 4/5 impact, we all know “contributing” is not a strong word. In the classic Kirkpatrick levels 1-4 model, training is best assessed at levels one and two. We can pre- and post-assess our learners to see if new knowledge was acquired during the experience.

ROI 55

Weighing the Options: Different Schools of Thought

CLO Magazine

The framework for learning evaluation and measurement embraced by most in the industry starts with Kirkpatrick. The framework for learning evaluation and measurement embraced by most in the industry starts with Kirkpatrick. Kirkpatrick is now retired and the honorary chairman of Kirkpatrick Partners LLC, a learning and evaluation consultancy led by his son, James, and his daughter-in-law, Wendy.

Learning to the Rescue: The FDIC’s Thom Terwilliger

CLO Magazine

On measurement, Terwilliger said the agency’s learning function is working to push assessment beyond surface levels like satisfaction and smile sheets. In addition to using Kirkpatrick levels one through three when evaluating training programs — Terwilliger said the goal is to be at levels four and five by 2015 — the FDIC’s corporate university has a 500-day plan and performance goals with which to measure learning success.

Coldwell Banker: Sealing the Deal

CLO Magazine

“We looked at various markets and assessed the various challenges our real estate agents may have in the different phases of their sales cycle and enable them with the best possible service,” said David J. For five years, Coldwell Banker has been able to align learning with its business strategy on a Level 1-4 Kirkpatrick measurement scale, Birnbaum said.

How do you measure how training creates value? – The 7 learning principles

Learning Wire

The Kirkpatrick/Phillips model shows us how and why to assess training outcomes. Assessing the benefits of training is quite different. Instead of a set of data, it involves a chain of measurable proofs of benefit, as shown in the Kirkpatrick/Phillips pyramid. The Kirkpatrick/Phillips pyramid identifies five dimensions that form a sequence: What is the value created for my company? Assessed by the Board of Directors. Sources: Kirkpatrick, D.L.

How do we measure value creation from training?

Learning Wire

Next, knowledge acquisition is measured a few weeks later, to assess how effectively knowledge and skills have been passed on to the learners. This should take place over a period of time (minimum 2 months, according to Kirkpatrick (1998)) and aims to measure how the learner’s behavior has changed since he or she completed the training. It means assessing how much value has been created using key performance indicators (KPIs) that have been defined before the training begins.

The Renewed Importance of EHR Training – Meaningful Use Incentives.

Dashe & Thomson

But here’s the kicker — clinics and practices looking to take advantage of the stimulus program need to show meaningful use of a certified EHR system by 2013. When combined with role-based assessments, both employees and management will be able to gauge readiness to comply with Meaningful Use requirements.

What is stopping companies from measuring learning: Skillsets, datasets, toolsets or mindsets?


At the risk of sounding hyperbolic, it''s probably a more fair assessment to replace the rock with a series of boulders, which are best viewed through the lens of skillsets, datasets, toolsets and mindsets. According to Deloitte''s most recent research, annual spending on corporate learning increased 15 percent in 2013 , reaching more than $70 billion in the U.S. . Is your company''s learning and development strategy wedged between a rock and hard place?

The Real Truth about ROI – the Learning Performance Model

Learning Wire

Therefore, indicators and measures used to directly assess the impact of L&D on business outcomes generally have low validity, meaning that there is no academic evidence that supports this notion. The intervention assessment implies a two-step measurement of (1) the impact from L&D on employee performance and (2) eventually from employee performance on the business goals.

The Ultimate Glossary of eLearning Terms


Assessment. Assessments often take the form of a test included at the end of a course to evaluate learner performance. Kirkpatrick Model. A good LMS will allow you to deliver course content in a range of eLearning standards, sell online courses, assess and evaluate learner performance, deliver blended learning, brand or white label the LMS, integrate with third-party systems, and much more. Online Assessment.

Social, Informal Learning Can Be ?Measured

CLO Magazine

Further, the traditional Kirkpatrick measurement levels still apply. “For a formal course, you would use formal assessments and other measurements; for informal learning, look for informal methods of measurement.” Key performance indicators for social and informal learning identify knowledge hubs and lead to better results.