About this session
Many training programs are evaluated primarily through attendance, completion rates and end-of-session satisfaction surveys.
Those measures can be useful, but they cannot tell an organization whether participants learned what mattered, used it afterwards or contributed to a meaningful business or workforce outcome.
Kirkpatrick's model creates a stronger evaluation chain. Level 1 examines Reaction: whether participants found the experience relevant, engaging and conducive to learning.
Level 2 examines Learning: the knowledge, skills, attitudes, confidence or commitment developed. Level 3 examines Behavior: whether relevant behaviors appear in the workplace.
Level 4 examines Results: whether targeted organizational outcomes move in the intended direction.
Participants learn to use the model as a design tool, not simply an after-the-event reporting framework.
They begin with the outcome the organization needs, identify the critical behaviors required to influence it, determine what people must learn to perform those behaviors, and then design an experience capable of enabling that learning.
Evaluation is built into the program from the beginning.
What your people take away
- Understand what each of Kirkpatrick's four evaluation levels can and cannot demonstrate
- Design evaluation backwards from targeted results and critical workplace behaviors
- Measure participant reaction without relying on satisfaction alone
- Collect stronger evidence of learning and workplace behavior change
- Connect training evidence with organizational outcomes without overstating causation
- Use evaluation findings to improve learning design, transfer support and future investment decisions
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What each length covers
30 minutes
30 Minutes — Key Points: Kirkpatrick's four levelsA focused 30-minute session on three key points from Kirkpatrick's four levels: reaction, learning and behavior.
- Reaction
- Learning
- Behavior
Covers 3 of 4 points in Kirkpatrick's four levels.
60 minutes
60 Minutes — Use Kirkpatrick to Evaluate More Than SatisfactionA focused introduction to the four levels of training evaluation. Participants distinguish Reaction, Learning, Behavior and Results, work backwards from a desired outcome and create a simple evaluation chain for a real or realistic learning program.
- The four Kirkpatrick levels
- Results vs. training activity
- Critical behaviors
- Reaction vs. satisfaction
- Learning vs. application
- Kirkpatrick Evaluation Quick Canvas
- Live Q&A
Covers 1 of 4 parts: Kirkpatrick's four levels.
90 minutes
90 Minutes — Build a Practical Four-Level Evaluation PlanThe extended session moves through all four levels in greater depth. Participants define targeted results and behaviors, design stronger Reaction and Learning measures, plan Level 3 follow-up and connect program evidence with organizational outcomes.
- Backward evaluation design
- Targeted results
- Critical behaviors
- Level 1 Reaction
- Level 2 Learning
- Level 3 Behavior
- Level 4 Results
- Evaluation Evidence Plan
- Live Q&A
Covers 2 of 4 parts: Kirkpatrick's four levels and Apply Kirkpatrick to a Real Learning Program.
3 hours
3 Hours — Kirkpatrick's Four Levels in PracticeBuilds on the 90-minute session, with more time to apply Kirkpatrick's Four Levels to a real or realistic workplace case and to explore the thinking behind it.
- Kirkpatrick's four levels
- Apply Kirkpatrick to a Real Learning Program
- The Thinking Behind Kirkpatrick
- Applied workplace case
- Live Q&A
Covers 3 of 4 parts: Kirkpatrick's four levels, Apply Kirkpatrick to a Real Learning Program and The Thinking Behind Kirkpatrick.
Full day
Full Day — Kirkpatrick Training Evaluation LabA hands-on full-day workshop covering all four modules. Participants take a real or realistic learning program, build the evaluation architecture backwards from intended results, design evidence at each level, diagnose transfer barriers and create a stakeholder-ready measurement and improvement plan.
- Module 1 — Design Evaluation Backwards From the Outcome
- Module 2 — Measure Reaction & Learning Properly
- Module 3 — Measure Behavior & Learning Transfer
- Module 4 — Connect Learning to Results & Improve the Program
- Results-to-Behavior Mapping
- Critical Behavior Definition
- Level 1 Question Design
- Level 2 Assessment Design
- Level 3 Transfer Planning
- Required Drivers Mapping
- Level 4 Outcome Selection
- Contribution vs. Causation Exercise
- Four-Level Evidence Chain
- Evaluation Reporting Plan
- Live Q&A
Covers all 4 parts.
Also available as a 4-week or 8-week program, for change that lasts. Ask us about it.
What’s covered
Kirkpatrick's four levels
Every length- ReactionUnderstand how participants experience the learning and whether they see it as relevant, engaging and useful for their work.
- LearningDetermine whether participants developed the knowledge, skills, attitudes, confidence or commitment the program was designed to build.
- BehaviorEvaluate whether relevant learning is being applied in the workplace.
- ResultsExamine whether the organizational outcomes the learning was designed to influence are moving in the intended direction.
Apply Kirkpatrick to a Real Learning Program
90 minutes and longer- Define the ResultClarify the business or workforce outcome the learning is intended to influence and what meaningful movement would look like.
- Identify Critical BehaviorsDefine the workplace behaviors participants need to perform consistently in order to influence the targeted result.
- Design Learning EvidenceDetermine what people need to learn and how Reaction and Learning evidence will show whether the experience prepared them for application.
- Measure Workplace TransferTrack whether critical behaviors appear after training and identify the required drivers and barriers influencing transfer.
- Connect Evidence to ResultsBring the four levels together, interpret contribution carefully and use the findings to improve the learning program and surrounding environment.
The Thinking Behind Kirkpatrick
3 hours and longer- Design Backward From ResultsStart with the organizational result the program is intended to influence, identify the critical behaviors required to affect it, determine what people need to learn and then design the learning experience and Reaction measures around that chain.
- Reaction Is More Than SatisfactionEnjoyment can matter, but Level 1 becomes much more useful when it examines relevance, engagement, applicability, confidence and anticipated transfer barriers.
- Learning Evidence Should Match the CapabilityA knowledge quiz may be appropriate for factual learning but weak evidence for a practical skill.
- Behavior Depends on the Work EnvironmentEmployees can learn successfully and still fail to apply the learning when managers, workload, processes, tools, incentives or opportunities do not support the required behavior.
Common Kirkpatrick Failure Modes
Full day only- Stopping at the Smile SheetHigh satisfaction or trainer ratings may describe the learning experience but do not demonstrate that participants learned, changed behavior or produced an organizational result.
- Measuring Learning Through Recall AloneParticipants may remember terminology immediately after training while still being unable to perform the required workplace skill.
- Skipping the Transfer EnvironmentWhen Level 3 behavior does not appear, organizations may blame the learner or training while ignoring manager support, workload, systems, incentives and opportunities to practice.
- Choosing Results Because the Data Already ExistsAn easily available business metric is not automatically the right Level 4 outcome.
Tools and materials
- Targeted Results Canvas
- Critical Behavior Map
- Required Drivers Planner
- Level 1 Reaction Builder
- Learning Evidence Matrix
- Assessment Method Selector
- Level 3 Behavior Canvas
- Transfer Evidence Matrix
- Level 4 Results Map
- Four-Level Evidence Dashboard
Who it’s for
- L&D and talent teams designing or evaluating employee learning programs
- HR and People teams investing in workforce capability and behavior change
- Managers and leadership-development teams responsible for workplace transfer
- Learning providers and program owners who need stronger evidence about what training actually changes
How booking works
- Book online. Create a free Workbliss profile, then pay with session credits, by card or by invoice.
- Pick a date. Choose a date at least 14 days ahead, or book now and set the date later.
- Choose your expert. Within 3 working days, we send you profiles of the experts available for your date.
- We deliver it. Your expert is briefed on your people and goals, then runs the session live online or at your site.
Questions about Kirkpatrick's Training Evaluation Model
How long is Kirkpatrick's Training Evaluation Model?
Kirkpatrick's Training Evaluation Model runs as 30 minutes, 60 minutes, 90 minutes, 3 hours or full day. You choose the length when you book. A 30-minute session covers three key points from Kirkpatrick's four levels: reaction, learning and behavior. A 60-minute session covers Kirkpatrick's four levels in full, with a live Q&A. A 90-minute session adds Apply Kirkpatrick to a Real Learning Program. A 3-hour session adds The Thinking Behind Kirkpatrick. A full-day session adds Common Kirkpatrick Failure Modes. It is also available as a 4-week or 8-week program.
Can Kirkpatrick's Training Evaluation Model be delivered online or in person?
Yes, both. It runs live online, so every office can join at the same time, or in person at your site, in any country.
How do we book Kirkpatrick's Training Evaluation Model?
Create a free Workbliss profile with your work email, then open Kirkpatrick's Training Evaluation Model to see the price for each length and book it. You can pay with session credits, by card or by invoice, and choose a date at least 14 days ahead, or set it later.
Who leads the session?
A vetted Workbliss expert, briefed on your people, culture and goals before the session. After you book, we send you profiles of the experts available for your date within 3 working days, so you can choose who leads it.
Can it be tailored to our company?
Yes. Every session is shaped around your goals, your people and the benefits you already offer, and delivered by experts in your people’s languages.