The Kirkpatrick Model is a framework used to analyze and evaluate the results of Training and educational programs. 

Understanding the Kirkpatrick model

The Kirkpatrick Model was developed by Donald L. Kirkpatrick in 1954, a former Professor Emeritus at the University of Wisconsin and president of the American Society for Training and Development (ASTD).

Kirkpatrick’s model, which was the focus of his Ph.D. dissertation, became an influential framework for training course evaluation after his ideas were published in the United States Training and Development Journal in 1959. 

Kirkpatrick updated the model in 1975 and 1993, with son James and wife Wendy revising the model once more after Kirkpatrick died in 2014.

The latest iteration of the model seeks to emphasize the importance of training that is relatable to an employee’s daily activities.

Today, the Kirkpatrick model is one of the most popular and recognized for determining the effectiveness of training and educational programs.

It is used to analyze any type of training – whether that be formal or informal – against four levels of criteria which are described in the next section.

The four levels of Kirkpatrick’s model

Modern interpretations of Kirkpatrick’s model believe it is prudent to start at level four and work backward to better establish desirable outcomes.

This is also to avoid a common scenario where facilitators become stuck in the first two levels and never proceed to complete the training program.

With that in mind, here are the four levels.

Level 1: Reaction

The first level determines whether students find the training material relevant, favorable, or otherwise stimulating. This is normally achieved by a so-called “smile sheet” where individuals are asked to rate their experience.

Kirkpatrick stressed that it was important to focus on questions that relate to the student’s experience of course objectives, course materials, content relevance, and the level of facilitator knowledge.

Too many businesses fixate on training outcomes and not on how the training was delivered. 

Level 2: Learning

The second level is concerned with whether the student has acquired the intended knowledge, skills, attitude, or confidence after taking the course.

Before-and-after student assessments are effective here, as are examinations and comparisons to a control group.

Irrespective of the method chosen, it is important to standardize the scoring system and ensure that the method is aligned with the objectives of the training program.

Level 3: Behaviour

Crucial to measuring the true impact of a training initiative is the behavior of students. In other words, is there evidence employees are exhibiting new behavior in their positions?

Kirkpatrick’s model also considers the concept of drivers, otherwise known as the processes and reward systems that compensate performance and encourage desirable behavior.

Note that if an individual fails to alter their behavior post-training, this does not necessarily mean the training itself has failed.

In some cases, the training may be robust but let down by a less-than-stellar change management strategy.

Level 4: Results

Level 4 is where the rubber hits the road, so to speak.

Here, the effectiveness of the training program is measured against organizational KPIs that may relate to fewer workplace incidents, increased sales, or more favorable employee morale, for example.

Determining the actual impact of training on these KPIs can be difficult – despite them being the impetus for the training program in the first place.

Like the methods seen in phase two for employees, control groups and before-and-after assessments can also be worthwhile for broader organizational objectives.

More simply, the business can compare the return on investment to the cost of training.

Key takeaways:

• The Kirkpatrick model is a framework used to analyze and evaluate the results of training and educational programs. The Kirkpatrick model was developed by Donald L. Kirkpatrick and has been revised several times since 1954.
• The Kirkpatrick model is one of the most popular and recognized for determining the effectiveness of formal and informal training and educational programs.
• The Kirkpatrick model features four criteria, or levels: reaction, behavior, learning, and results. To design training programs with more optimal outcomes and ensure the initiative is seen through to completion, it is recommended that facilitators start at level 4 and work backward.

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