The 4 levels of evaluation that make up Kirkpatrick’s framework...

Describe the 4 levels of evaluation that make up Kirkpatrick’s framework of evaluation. Identify 1 example of data at each level that might be collected to provide evidence for the effectiveness of a class or training program in which you have participated.

The Bible emphasizes on the importance of evaluation in an organization in Matthew 25:14-30. This is from the parable of talents where Jesus spoke about how people were given different resources depending on their abilities (Adventist Educators, 2020). According to Kirkpatrick's framework, the four levels of evaluation are reaction, learning, transfer, and results. Level 1 of reaction measures if the learners find the training favorable, engaging, and relevant (Alsalamah & Callinan, 2021). This analysis focuses on the learner and not the trainer. In a training that I once attended on self-care activities, data was collected on the trainees' strengths and weaknesses during the training, if the training was worth the time, the effectiveness of the presentation style, any support needed in the workplace and the relevance of the training on the learners' personal needs.

Level 2 of the framework is learning. This level moves beyond initial assessment to the important aspects of learning. The focus in this stage shifts from the impressions of the participants to evaluating what is learned during the training. It seeks to measure the acquisition of skills, knowledge, and competencies and ensures that training is effectively conveyed to achieve the intended outcomes (Alsalamah & Callinan, 2021). In the training that I attended, data at this level was collected by having a discussion characterized by a question-and-answer section on what has been so far taught about self-care.

Transfer is Level 3 of evaluation in the Kirkpatric Model and it is centered on evaluating the transfer of learning from the training environment to the working place. This evaluation level assesses if the knowledge and skills acquired in the training can be effectively applied to the (Alsalamah & Callinan, 2021). It aims at bridging the gap between the training and real-world application. The major goal of the training is to establish a positive effect on the job and organizational performance. Level 3 of the evaluation seeks to understand the transfer of learning to practice and day-to-day tasks. With my training, this evaluation was conducted through on-the-job observations. This involved the managers examining the ability of the employees to balance between work and life.

The last level of evaluation in the model is results. It defines where whether an organization has been able to achieve the strategic and tangible effect of the training on the success of the organization. In this stage, the training efforts are assessed in terms of their contribution to the achievement of organizational objectives (Alsalamah & Callinan, 2021). This stage answers the question; Did the training achieve its intended outcomes and does it align with the strategic goals of the organization? In the training that I attended, the evaluation was done by looking for indicators such as enhanced production in the workplace.

References

Adventist Educators. (2020). Examples of Evaluation in the Bible. https://www.adventisteducators.org/2020/09/examples-evaluation-bible/#:~:text=Fundamentally%2C%20evaluation%20affirms%20what%20is,25%3A14%2D30)

Alsalamah, A., & Callinan, C. (2021). Adaptation of Kirkpatrick’s four-level model of training criteria to evaluate training programmes for head teachers. Education Sciences, 11(3), 116. https://www.mdpi.com/2227-7102/11/3/116