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Donald Kirkpatrick

Summer Camp
by

Elizabeth Hunter

on 14 June 2013

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Transcript of Donald Kirkpatrick

Donald Kirkpatrick
and his Levels of Evaluation
Go ahead, share with this
smiling cat, tools we use to reach each level in today's training environment!
http://donkirkpatrick.bandcamp.com/
WOW! This Guy

is REALLY COOL!
Let's get back to the
point folks!
Who are you Don?
How far are we getting today?
How can we go farther?
Thanks
for sticking
with us!
* Born 15 March 1924 - Richland Center, USA

* Education: University of Wisconsin-Madison, B.B.A., 1948, M.B.A., 1949, Ph.D., 1954

* Career status: Professor Emeritus at University of Wisconsin, Honorary Chairman of Kirkpatrick Partners, Training Director of International Minerals Chemical Corp. & HR Manager of Bendix Products Aerospace Division. Consultant to business & government.

*Now retired from public speaking and has
begun using his musical and literary talent to write songs.
Between 1954-59 Don researched and wrote the four levels of learning evaluation.
Level 1 - Reaction
Level 2 is a comparison of data from pre and post testing to show the level of understanding of the concepts after the learning event. Ideally, it will show significant improvement in the post event scores.
Level 2 - Learning
Level 3 - Behavior
According to Kirkpatrick’s model, level 3 is achieved and measured in the months that follow the learning event. Level 3 indicates a change in behavior as a result of learning. The model indicates key drivers for achieving level 3. These are reinforcements such as: additional modules, job aids, checklists, and modeling; Encouragement such as: coaching and mentoring; Rewards such as: bonuses and payment for performance; and Monitoring such as: observation, work review, surveys, and self monitoring.
Required Drivers for this level during on-the-job-training include;

Support

Accountability
Support and Accountability encompass;
* Reinforcement
* Encouragement
*Rewarding
* Monitoring
Level 1 data captures our learners thoughts and feelings about the training they participated in.

Asking questions regarding trainer effectiveness, materials, and management expectations helps us, as trainers, gauge the effectiveness of the method of delivery and the materials presented as it pertains to how it captivated and engaged the learner.
Level 4 - ROI
According to Kirkpatrick, there are several leading indicators that illustrate Level 4 achievement, including:
*reduced implementation time,
*lower processing costs,
*goal accomplishment,
*higher employee retention,
*engagement,
*unsolicited customer referrals,
*program participation.

Achievements such as these are what the learning delivery organization strives for in every class, module, and job aid.
ALERT! ALERT!!
BRAIN STORM ON THE HORIZON!
Full transcript