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To view and print pdf files you will need Acrobat Reader.
To view, edit, and print Excel files you will need Microsoft Excel. |
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In Donald Kirkpatrick's book, Evaluating Training Programs, he identifies four levels of measures:
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| Level 1 |
Customer Satisfaction |
| Level 2 |
Learning |
| Level 3 |
Behavior Change |
| Level 4 |
Bottom-line Results |
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All levels are important so that we can diagnose where problems in implementing the learning may be. For example, satisfaction with the training will impact learning the content taught. Whether the participant learns will impact their capability for behavior change. Wide-scale behavior change may be imperative to improving the bottom line.
Consider all four levels as you think about how to evaluate improvement. In this age of accountability, we must be able to clearly articulate improvement beyond "We think we are making a difference." Selecting good measures is the first step to collecting information that allows you to accurately and meaningfully report results of the quality of your training.
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Ideas for Measures |
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In addition to considering your four levels of measures, read on to learn the difference between process and outcome measures and effort and impact measures. By understanding the type of measure you are collecting, you are more likely to create a comprehensive data collection plan that will clearly evidence areas of improvement and areas of future need for improvement. |
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