STAGE 1 - Improving Workplace Education Evaluation

BACKGROUND (Cont'd)

Guidelines for Using Evaluations

For each level, Kirkpatrick provides the following guidelines for evaluation:

Level 1: Was the employee satisfied with the workplace education and did employee complete it?

• Design a form that will quantify reactions.
• Encourage honest written comments and suggestions.
• Attain an immediate response rate of 100 percent.
• Develop acceptable standards.
• Measure reactions against the standards and take appropriate action
• Communicate the reactions as appropriate.

Level 2: What did the employee learn from the workplace education program?

• Evaluate knowledge, skills, or attitudes both before and after the training.
• Attain a response rate of 100 percent.
• Use the results of the evaluation to take appropriate action

Level 3: How did the workplace education program effect employee performance?

• Allow enough time for a change in behavior to take place.
• Survey or interview one or more of the following groups: trainees, their bosses, their subordinates, and others who
• Often observe employee's behavior on the job.
• Choose 100 trainees or an appropriate sampling.
• Repeat the evaluation at appropriate times.
• Consider the cost of evaluation versus the potential benefits

Level 4: Did improvements in employee performance attributable to workplace education effect organizational performance?

• Allow enough time for results to be achieved.
• Measure both before and after training, if feasible.
• Repeat the measurement at appropriate times.
• Consider the cost of evaluation versus the potential benefits.
• Follow through naturally from Level 3 evaluation to Level 4
• Be satisfied with the evidence if absolute proof isn't possible to attain