Level 1 of Kirkpatrick?s Levels of Evaluation Model is designed to measure the individual reaction about a training experience from the participants? point of view. This type of evaluation could include reactions to the perceived relevance, the methods imposed, personal impressions about those entrusted to conduct the training, etc. (Kirkpatrick, 1996). Arguably, using a participants? reaction to the solution could be the least reliable of all measures, although measuring a consumer?s perspective could serve to identify certain benefits (or deficits) to the training experience.
Level 2 of Kirkpatrick?s Levels of Evaluation Model is designed to measure the extent to which participants completing a training solution have demonstrated a measurable improvement in their knowledge and skills as a result of completing the training (Kirkpatrick, 1996). Most times, Level 2 evaluations involve a pre-test: post-test type of assessment, but other viable options can involve participant interviews and direction observations.
You are an instructional designer that has been charged with evaluating the efficacy of an employee training that was introduced more than a year ago. The training, which was created by a designer that has since left the organization, was intended to correct a performance gap that had been reported by supervisors from a division in your company. A substantial investment was made to create the training, and the management now wants to know if it is making a difference?has the reported performance gap been minimized by the training?
As you consider the types of evaluative data that might be collected following a formal training solution, what types of Level 1 and 2 measurements might you employ to address the question of the effectiveness of the training solution? More specifically,
What five items/questions would you include in a Level 1 Evaluation? How would the survey be administered, and what would you seek to gain from the measurement? As the instructional designer entrusted to evaluate the training solution, do you believe that this level of evaluation would offer a reliable assessment of the learning solution? Why? Why not?
How would you approach a Level 2 evaluation? What would the evaluation involve and what would you hope to gain from such a measurement? As the instructional designer entrusted to evaluate the training solution, do you believe that this level of evaluation would fully satisfy the interests of the stakeholders that you will be reporting to? Why? Why not?
What approach would you take to analyze the resulting data from a Level 1 and 2 evaluation?
This discussion addresses the following unit learning outcomes:
Explore the concepts and principles underlying the first two levels of Kirkpatrick?s Model of evaluation.
Identify the elements within an evaluation framework.