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© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
Trademark and Copyright Warning
© Copyright 2010-2012, Kirkpatrick Partners, LLC. All rights reserved.
This presentation remains the exclusive property of Kirkpatrick Partners, LLC. Distribution or duplication of these slides and content, in whole or in part, in any way is strictly prohibited. These are for the personal use of program attendees only.
The following marks are the property of Kirkpatrick Partners, LLC as related to educational / training materials, programs and books: Kirkpatrick®
Kirkpatrick Four LevelsTM
The One and Only Kirkpatrick®
Marching Orders for U.S. Military Training: 2012 and Beyond
Part 1: Jim Kirkpatrick, Ph.D. and Wendy Kayser Kirkpatrick
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
Audience Poll
What brings you to the webinar?
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
Session Objectives
• Identify the levels currently being utilized in your training initiatives
• Describe how to cost-effectively measure training at all four Kirkpatrick levels
• Set specific goals for increasing the organizational value of training
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
Dr. Don Kirkpatrick
1944 1998
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
Quick Pre-test
In sequence from 1-4, what are the names of the Kirkpatrick levels?
A. Reactions, Transfer, Knowledge, Impact
B. Reaction, Knowledge, Behavior, Result
C. Response, Learning, Transfer, Impact
D. Reaction, Learning, Behavior, Results
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
Level 1: REACTION To what degree participants react
favorably to the training
The Kirkpatrick Model
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
Level 2: LEARNINGTo what degree the participants acquire
the intended knowledge, skills, and attitudes
The Kirkpatrick Model
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
Level 3: BEHAVIOR To what degree participants apply what they learned during training when they
are back on the job
The Kirkpatrick Model
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
Level 4: RESULTS To what degree targeted outcomes occur
as a result of the learning event(s) and subsequent reinforcement
The Kirkpatrick Model
Audience Poll
What is the highest level to which you have ever measured a program or initiative?
A. Level 1 Reaction
B. Level 2 Learning
C. Level 3 Behavior
D. Level 4 Results
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
Why Evaluate?
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
Level 4: Results
Return on Expectations (ROE)
What a successful training initiative delivers to key business stakeholders, demonstrating the degree to which their expectations have been satisfied
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
Planning ExecutionDemonstration
of Value
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
The End is the Beginning
Reaction
Behavior
Results
Learning
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
The End is the Beginning
Level 1: Reaction
Level 3: Behavior
Level 4: Results
Level 2: Learning
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
Audience Poll
What is the highest level result / mission of the U.S. military, in general?
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
Your Marching Orders
• Cost-effective training, reinforcement and evaluation
• Utilize current resources as much as possible
• Demonstrate mission value
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
Planning ExecutionDemonstration
of Value
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
MONITOR & ADJUST
THE NEW WORLD KIRKPATRICK MODEL
LEVEL 1
LEARNING
• Engagement
• Relevance
• Customer
• Knowledge
• Skills
• Attitude
• Confidence
• Commitment
satisfaction
LEVEL 2
REACTION
LEVEL 3BEHAVIOR
LEVEL 4RESULTS
• Leading • Desiredindicators outcomes
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
Level 3: Behavior
Required Drivers
Processes and systems that reinforce, monitor, encourage, and reward performance of critical behaviors on the job
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
Level 3: Behavior
Methods, tools and techniques (Required Drivers)
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
Level 4: Results
Leading Indicators
Short term observations and measurements that suggest that critical behaviors are on track to create a positive impact on desired results
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
Kirkpatrick Evaluation Plan Background:
U.S. Navy Yeoman A. School
•Trained to run Navy offices, both on ship and shore
•Plans for them to take on more responsibility in coming years
•History of varied training approaches, none sufficient. A new approach is required.
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
U.S. Navy Yeoman A School
Stakeholder ExpectationsTo efficiently run a Navy office to meet the mission of the assigned command (including but not limited to correspondence, leave, security, legal matters, and reports)
Level 4 Results Cost reduction while accomplishing specific mission objectives
Level 3 Behavior1. Follow respective procedures for completing written
documentation2. Maintain confidentiality and integrity in dealing with personnel
issues3. Present positive customer service-oriented attitudes at all times
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
Audience Poll
Identify a leading indicator that would affirm that the critical behavior is on track to
contribute to the targeted results:
“Follow respective procedures for completing written documents”
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
U.S. Navy Yeoman A School New World AdditionsLevel 4 Results
Cost reduction while accomplishing specific mission objectives
Leading Indicators
• Decreased errors in written documentation
• Reduced number of critical incidents
• Reduced number of kicked back reports
• Fewer complaints from executive office
Level 3 Behavior1. Follow respective procedures for completing written documentation2. Maintain confidentiality and integrity in dealing with personnel
issues3. Present positive customer service-oriented attitudes at all times
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
U.S. Navy Yeoman A School New World AdditionsLevel 3 Behavior / Required Drivers1. Follow respective procedures for completing written documents
Monitoring: Spot checks, observation, self- and peer-audits, formal inspections
Reinforcing: On-going training, self-directed learning, job aids
2. Maintain confidentiality and integrity in dealing with personnel issues
Monitoring: Tracking security breaches, desk audits, checklist audits
Encouraging: Coaching by commanders and peers, mentoring (each Yeoman has one)
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
U.S. Navy Yeoman A School
New World AdditionsLevel 2 LearningLevel 2 Learning
Attitude (Will this be worthwhile?)Evaluation methods: Post-training interviews with trainers and
mentors
Confidence (I can do this on the job) Evaluation methods: ‘Formative discussion, hybrid survey,
immediate post training interview with mentor
Commitment (I intend to do this on the job)Evaluation methods: Action planning, hybrid survey, immediate
post training interview with mentor
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
U.S. Navy Yeoman A School
New World AdditionsLevel 1 Reaction
EngagementEvaluation methods: Pulse checks during training, trainer
observation, hybrid course evaluation
RelevanceEvaluation methods: Group discussion, hybrid course
evaluation
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
Planning ExecutionDemonstration
of Value
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
A compelling chain of evidence demonstrates your bottom line value.
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
Chain of Evidence
Audience Poll
Please provide one specific example of how you will apply these principles in your work.
© 2010-2011 Kirkpatrick Partners, LLC. All rights reserved.
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