As an instructional designer, after carefully crafting and delivering the instruction is it essential to ascertain how effective it was in achieving the identified goals and aims. One of the most effective ways to do this is by applying Kirkpatrick`s 4 Levels of Evaluation. Table of Contents: What is the most effective way to evaluate learning? Reaction Learning Behaviour Results Kirkpatrick’s Model of Evaluation for Classroom evaluation Thank you, Donald Kirkpatrick What is the most effective way to evaluate learning? The purpose of an evaluation is to establish to what extent a goal was met, in order to do this effectively Donald Kirkpatrick developed a four-level system of evaluation called the Kirkpatrick Model of Evaluation.  According to Kirkpatrick’s model, evaluation is a series of steps that begins at level one and move layer by layer to level four with each level providing valuable information to ascertain the effectiveness of the entire training program. The four levels of evaluation are  namely; Reaction Learning Behaviour Results https://www.youtube.com/watch?v=7ThFfgocqrc Reaction At this level, the data captured is the participant's reaction to the training experience. The goal is to understand or determine how satisfying, engaging and relevant the experience was for the learner. At the core of this level is measuring participants’ engagement   This is achieved through smile sheets or feedback forms.  Some questions that can be asked at this stage include: Were the training activities engaging? What are the three most important things you learned from this training? Did the training session take into consideration your learning style? Was the training worth your time? Learning In level two, the goal is to establish to what degree knowledge was acquired by the participants as a result of the training. In simple terms, this level of evaluation is aimed at measuring what the trainees learned and did not learn. To effectively evaluate at this level it is best to administer a pre-learning assessment and a post-learning assessment, this will enable you to determine to identify where the learning occurred and where learning did not occur. Behavior This is a high-value evaluation that helps instructors improve training materials or structure. At this stage, the focus is whether people are behaving differently after the training. A change in behavior is generally an effective metric for determining how effective training was. However, it has been established that the work environment can negatively affect employees’ behavior, thus if after training no behavioral change is recorded a review of the environment should be the first point of call.  This level of evaluation requires time in order to be effective. Some questions to ask during this evaluation include: Did the trainees apply the knowledge from the training? Has there been any behavioral change since the training? Results Level 4, measures the direct impact the training contributes to the success or development of the program in its entirety. At this level, the effectiveness of teaching is being measured ** Kirkpatrick’s Model of Evaluation for Classroom evaluation Kirkpatrick`s model of the evaluation was created for training targeted at the workplace, but it has been applied within classroom settings to improve knowledge acquisition, retention and application. The sequential review of learning is very essential in the constant development and structuring of learning outcomes and materials. When Kirkpatrick’s model is applied to the classroom level 1 measures how engaging the teaching methodology is in knowledge retention for the students. Level 2 establishes the level of knowledge retention, this is typically performed using tests and exams. This level tells you  how much was understood or misunderstood and where more explanation Level 3 determines whether students can apply the knowledge garnered during the learning experience. Stereotypically this is measured by applying the knowledge to a real-life situation however, most of these situations are presented in form of hypothetical situations not practical situations thus reducing the effectiveness of this level of evaluation. Level 4, the assessment is conducted on the institutional level, the goal here is to ascertain if the predetermined learning outcomes were achieved.  Unfortunately, Level 3 and Level 4 are not actively practised in schools and It is clear that they would make a world of difference in the structure of the learning experience. Thank you, Donald Kirkpatrick Kirkpatrick’s model of evaluation created a step-by-step mode of evaluation that continually assesses whether learning is taking place. It has been established that learning occurs on different levels therefore evaluation is a concurrent and recurring activity. This model has the potential to positively influence the development of education systems in the digital age, so Thank you, Donald Kirkpatrick! More in Instructional Design https://app.hackernoon.com/stats/understanding-conditions-of-learning-gagnes-9-events-of-instruction https://app.hackernoon.com/stats/13-instructional-design-models-explained-a-complete-guide-for-beginners https://app.hackernoon.com/stats/understanding-conditions-of-learning-gagnes-9-events-of-instruction

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Understanding 4 Levels of Evaluation: A study on Kirkpatrick's Instructional Design Model

Understanding 4 Levels of Evaluation: A study on Kirkpatrick's Instructional Design Model

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Understanding 4 Levels of Evaluation: A study on Kirkpatrick's Instructional Design Model

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Celine “Oibiee” Aju

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