Kirkpatrick’s Level 3: Measuring the Application of Learning Content
Donald Kirkpatrick’s training evaluation model has four levels:
Reaction - measuring how your learners reacted to the training
Learning - measuring what your learners learned
Behavior - evaluate change in behavior and determines how the learners apply the information
Results - analyze the final results of the training to determine effectiveness
The intent of this post is not to discuss Kirkpatrick’s model in its entirety, rather one specific aspect - level 3.
Several weeks ago a fellow trainer and I were tasked with implementing a level 3 for one of our core classes. We already have a level 1 (Satisfaction Survey) and level 2 (Knowledge Check). The ask was to create a real-time assessment to measure whether the learners can apply the concepts in a work-related situation.
With the use of Articulate we created a series of scenarios that required the learner to research his/her system to find the answer and apply the best solution to the problem. This may sound like a level 2, however it is much more than a true/false or multiple choice response.
We piloted the level 3’s last week and received mixed results. Like any new learning plan we will need to evaluate the scores and feedback to determine whether the questions require rewording or further instruction is needed.
Beyond revising the assessment I feel that having new hires, who have not been in a production environment, take a level 3 is pointless. Advocates for Kirkpatrick’s model argue that a level 3 should take place weeks or months after initial training. At that time observations and interviews may be suitable to see if the learner truly understands what is expected of them?
Here’s my question: have you implemented a level 3 assessment during or immediately following a training session? If so, did the data reflect true application in a production environment? Was a follow-up assessment performed?
