by Donald L. Kirkpatrick and James D. Kirkpatrick, Berrett-Koehler, San Francisco, Calif., 2007, 153 pp. with index, $29.95 softcover
Implementing the Four Levels: A Practical Guide for Effective Evaluation of Training Programs serves as a companion to the authors’ earlier book, Evaluating Training Programs: The Four Levels.
That book detailed the following four-tier approach used by businesses to assess their training programs: Level I, reaction; Level II, learning; Level III, behavior; and Level IV, results.
The levels can best be defined by the following questions: Level I — Were the participants satisfied with the training program? Level II — Were there changes in attitudes; was knowledge increased or were skills improved? Level III — Were there changes in the behavior of the participants as a result of the training program? Level IV — Did performance increase as a result of the training?
Written by Donald L. Kirkpatrick, a professor emeritus at the University of Wisconsin, and James D. Kirkpatrick, SMR-USA’s vice president of global training and consulting, Implementing the Four Levels serves as a practical guide and should be used in conjunction with the original. It begins by describing 10 requirements for effective training programs, the last being evaluation. Then, after a brief discussion of getting managers on board, it goes on to describe how to implement each level of the model by referring to cases and methodologies from the first book.
School districts, like business enterprises, spend a lot of money on staff development. Those that objectively measure results in the way suggested by the Kirkpatricks are far more likely to gain commitment and support for their training programs.
Reviewed by Leonard H. Elovitz, chair, department of educational leadership, Kean University, Union, N.J.