Assessment Levels Functions & Features

The Assessment Levels Functions & Features comprise the following elements:

• Level 1: Feedback—online surveys

  An assessment used to determine the satisfaction level with a learning or assessment experience. These assessments are often known as Level 1 evaluations based on Dr. Donald Kirkpatrick's model. Course satisfaction evaluations (sometimes referred to as smile or happy sheets) are completed at the end of a learning or certification experience.Questionnaires are the most common collection tool. They are used to obtain reaction to content, methods, media, trainer style, facilities, and course materials. Level 1: Feedback—online surveys, Assessment Levels Functions & Features

• Level 2: Learning—tests and assessments

  For this measure to be meaningful, it represents a summative evaluation that validates that learners have met the criterion objectives of the training program. Learning is change in knowledge, skills, and attitude. It can be measured by interviews, surveys, tests (pre-/post-), observations, and combinations of these. Level 2: Learning—tests and assessments, Assessment Levels Functions & Features

• Level 3: Performance—online surveys, etc.

  Behavior is a measure of the transfer of knowledge, skills, and/or attitude to the real world. It is a measure of achievement of performance objectives. Behavior evaluation is the extent of applied learning back on the job. Observe the behavior; survey key people who observe the performer; use checklists, questionnaires, interviews, or combinations of these. The benefits to conducting Level 3 evaluations are: (1) an indication of the time-to-job impact; (2) an indication of the types of job impacts occurring (cost, quality, time, productivity) Level 3: Performance—online surveys, etc., Assessment Levels Functions & Features

• Level 4: Business results—financial measures

  Results evaluation is the effect on the business or environment by the trainee. Measures must already be in place via normal management systems and reporting. The challenge is to relate influence of the trainee(s) to these base measures. Assess the "bottom-line" or final results. The concept of "results" depends upon the goal of the training program. Proof is concrete; evidence is soft. Use control group; allow time for results to be realized; measure before and after the program; consider cost versus benefits. The advantages to a Level 4 evaluation are as follows: (1) determine bottom-line impact of training; (2) tie business objectives and goals to training Level 4: Business results—financial measures, Assessment Levels Functions & Features

• Level 5: ROI—financial measures and tools

  The methodology is a comprehensive approach to training measurement. It begins with planning the project (referred to by Dr. Phillips as an Impact Study). It moves into the tools and techniques to collect data, analyze the data, and finally report the data. The end result is not only a Level 5 ROI, but also measurements on the Kirkpatrick 4 levels as well. This yields a balanced scorecard approach to the measurement exercise. Level 5: ROI—financial measures and tools, Assessment Levels Functions & Features