Originally created by Donald Kirkpatrick in 1959, this evaluation model helps us to measure the effectiveness of training in an objective way and determine how we can improve the courses in the future. The levels are as follows:

1. Reaction – To what degree students react favorably to the course (active participation and satisfaction with the training).
2. Learning – To what degree students acquire the intended knowledge, skills, attitudes, confidence and commitment based on their participation in the course.
3. Behavior – To what degree students apply the critical behaviors learned during course in the intended context (i.e., on the job).
4. Results – To what degree targeted course-level learning outcomes occur as a result of the course.

Using this model can be resources/time-consuming and may not be practical in all situations.

For more details, visit:

• Kirkpatrick Partners
• Elizabeth Eyre’s article on Mind Tools.