EVALUATE Phase Samples

Although we listed it last, effective evaluation should be considered through all phases of the project. The "SMART" learning objectives during DESIGN inform the assessment methods.

For example, if a learning objective is to "Create a Purchase Order", then our assessment method needs to validate the learner is able to do this, such as performing a demonstration or simulation, or through observation and feedback.

The Kirkpatrick Model is a popular evaluation model that describes four levels of learning evaluation.

Level 1 - Reaction

We want learners to feel that training was a valuable use of their time, and that they would recommend it to others. We some times call this a learner satisfaction survey or a "Smile Sheet" because we want happy learners.

However, if we receive negative feedback, it is a sign that there is a problem we need to resolve quickly, so that there is nothing interfering with the learning experience of future learners. That is why it is important get their feedback immediately after the training.

Level 2 - Learning

The second assessment level is where we confirm that learning occurred. We want to validate that the learners are able to answer questions accurately about the content they just learned. While this can be done in different ways, it is common to use knowledge check questions.

Attached are questions pulled from a recent RISE 360 e-learning course.

Level 3 - Behavior

A learning experience may be engaging, and learners answer 100% of the knowledge check questions correctly, but are they able to perform the task or apply the learning in real life scenarios? Changing behavior is the goal of any learning initiative, so it is important that the changes stick, but many learning initiatives stop shot of assessing this. Reasons vary, but leaders are often impatient to move on to the next priority.

That being said, the Level 3 evaluation does not need to complex. One of the best ways to measure behaviors is to conduct observations and interviews. Some questions to ask are:

Did the trainees put any of their learning to use?
Are trainees able to teach their new knowledge, skills or attitudes to other people?
Are trainees aware that they've changed their behavior?

We do not have a document sample to attach here but data sources used in the past have included talent management data (such as annual competency assessment results and # of complete talent profiles in a TMS).

Level 4 - Results

Typically a project is launched because there is problem, and a business justification has been made to spend money to solve it. In the Level 4 - Results we assess if the money spent on the project and related learning initiatives and behavior changes, has positively impacted the business.

This can be challenging to do and often there are multiple factors impacting an outcome (new system, new leadership, training, etc.).

Depending on the objectives of your training, consider measurements like these:

Increased employee retention.
Increased production.
Higher morale.
Reduced waste.
Increased sales.
Higher quality ratings.
Increased customer satisfaction.
Fewer staff complaints.

Note: As mentioned earlier, it is all but impossible to do this successfully without starting at the beginning of the project with this end in mind. Make sure your PLAN phase includes planning for all 4 levels of evaluation.