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SMR Four Level Evaluation Accreditation Program

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13 diapositives · 397 Views · May 17, 2012

SMR Four Level Evaluation Accreditation Program. Course Objectives:. Working knowledge of Kirkpatrick’s four levels of evaluation principles Ability to develop programs “with the end in mind” Working knowledge of evaluation statistics Ability to construct key evaluation tools

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SMR Four Level Evaluation Accreditation Program
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  1. SMR Four Level Evaluation Accreditation Program

  2. Course Objectives: • Working knowledge of Kirkpatrick’s four levels of evaluation principles • Ability to develop programs “with the end in mind” • Working knowledge of evaluation statistics • Ability to construct key evaluation tools • Ability to effectively implement evaluation for any course or program using evaluation tools • Ability to enhance the transfer of learning to behavior • Ability to demonstrate the value of any course or program • Attain knowledge to be able to leverage strategic business success

  3. The Four Levels REACTION– how training participants react to the training. LEARNING– the extent to which participants change attitudes, increase knowledge, and/or increase skills. BEHAVIOR– the extent to which change in behavior occurs on the job. RESULTS– the final outcomes that occur as a result of the training.

  4. Why Evaluate? • Should the program be continued? • How can the program be improved? • How can we ensure regulatory compliance? • How can we maximize training effectiveness? • How can we be sure training is aligned with strategy? • How can we demonstrate the value of training?

  5. Kirkpatrick Four Level Evaluation – Major Principles • The four levels are well known and poorly implemented. • Evaluation needs to be deliberate and purposeful. • The business partnership model is the ticket to training and business success. • Return on Expectations (ROE) is the key, not ROI. • Begin with the end in mind • 1 + 2 does not = 4 • We believe in data and information • You will serve yourself well by building a chain of evidence.

  6. “Turning Kirkpatrick Upside Down” Program Intent and Objectives Kirkpatrick Evaluation Levels Program Implementation Required Lrng. Environment? Reaction Required Knowledge &Skills Learning Required New On-the-Job Behaviors? Behaviors Results Expected Outcomes? Evaluation Assessment

  7. Techniques, Tools, and Tips Evaluation Techniques – the method that is used to gather evaluation data Evaluation Tools – the actual document that is utilized to gather the evaluation data and/or information Evaluation Tips – what you will do to gain elicit the desired candor and response rates.

  8. Evaluation Techniques

  9. The Four Levels - Linkages Reaction Learning Behavior Results

  10. Up from last month Down from last month Same as last month Example: Valdez University Strategic Goal Scorecard – Goal #1 Help to move our organization from transaction-oriented to ‘trusted advisor’

  11. Summary of Tools to Purpose

  12. How do we get learning and development to ‘stick’? Research says the answer is in your follow-up activities. Dr. Brent Peterson, Apollo Consulting, 2002 Activities Contributing to Learning Effectiveness Typical Learning Investment 1

  13. References • Kirkpatrick, D.L. and J.D. Evaluating Training Programs: The Four Levels, 3rd Ed., Berrett-Koehler Publ., Inc. San Francisco, CA, 2006 • Kirkpatrick, D.L. and J.D. The Transfer of Learning to Behavior: Using the Four Levels to Improve Performance, Berrett-Koehler Publ., San Francisco, CA, 2005 • Contact me at jdkphd50@msn.com