Training Assessment

Thorough analysis of training after it is conducted is the key to identifying actions required to improve training outcomes. This analysis should focus on all aspects of the training, from Training Delivery, to Organizational Results or Impact, following the 4 evaluation levels specified in the Kirkpatrick Training Evaluation Model.

Level 1 Evaluation requires that data be collected as soon as possible after the training. The best results are obtained when the trainee—as an integral part of the course of instruction—is allowed or required (depending on the union or regulatory environment) to complete a carefully designed training evaluation form, either manually or in an automated environment. The latter is particularly well suited to automated course administration using computer-resident or web-resident software. Data collected are valuable to all parts of the education community and its customers. Customers/clients, deliverers and developers all contribute to effective training and thus have a need to review and monitor evaluation data received. Managers and executives also contribute to the data analysis process and to implementing outcome improvements.

Level 2 Evaluation—assessing the extent to which trainees changed attitudes, improved knowledge or increased skills—requires that procedures for test creation and validation be in place, to assure that tests administered are in conformity with accepted principles of test validation.

Level 3 Evaluation involves surveying the trainee and manager population that has undergone training, to determine the extent to which changes in behavior and job performance—competency improvements—have occurred as a result of the training.

Level 4 Evaluation measures mission-related outcomes indicative of training success (i.e., percentage of customer calls completed within 2 minutes of call-pickup), as a result of organization members having attended a training program.