Kirkpatrick's Evaluation Model

AET/570 Keith Miller February 23, 2015

Resiliency Training Evaluation

Resiliency Training is mandatory (annual) training provided by each host instillation’s organization. It is designed to provide a pause in daily activities to recognize stress factors that may lead to an employee harming themselves or others. Training must consist of a minimum of 8 hours and may include activities to foster teamwork. The activities may include but not limited to bowling, golf, hiking, paintball, local air museum tours and more. The mandatory portion of training is 90 minutes and is conducted at the beginning or end of the training day. This training is mandatory for all Military and Department of Defense Civilian Employees.

Resiliency Training has never been evaluated to determine if the training provided is effective, Using Kirkpatrick’s Evaluation Model’s four levels, I have identified some possible areas to determine if this training is effective. I have reviewed and followed each level of Kirkpatrick’s Model.

Level I - Reaction

A training survey will be created for all members to complete prior to taking the training. What do participants really know about this training and is it effective is an important area to assess, especially for those who have taken it before who may be able to identify strengths and/or weaknesses. This level focusses on the reaction of participants to the training program and I will survey all participants (Kristiansen, 2008).

Level II - Learning

Currently there is no measurement following completion of training to determine a participant’s cognitive or behavior skills. Criterion-Referenced Tests (CRT) will have to be created and used during work periodically. I would recommend once a quarter or every other month. All personnel would be required to take the assessments and the material will be reviewed to ensure learning is retained. Additionally, I could use the 5-step process.

1. Analysis—Determine what to test (Resiliency Material)

2. Validity—Determine if the test measures what it purports to measure (does it provide consistent results from training participation)

3. Construction—Write the test items (Created of multiple choice/true false)

4. Standard setting—Establish a legally defensible cut-off or mastery score (80%)

5. Reliability—Show that the test provides consistent results. (evaluate over a period of time)

Level III - Evaluation (Behavior)

Level III is another area that is not measured for Air Force Resiliency Training. How can trainees transfer what they have learned from Resiliency Training into everyday work? Brinkerhoff and Mooney, 2008 say this principally is about application. I plan to have employees incorporate what they have learned from the training into everyday operations. A period of time can be set aside any day of the week to discuss resiliency training. The goal of this level is to change the behavior of the employees through resiliency training. Can we first use is to improve the training itself, whereas the second use is to improve the organizational conditions that affect the application of the training (Brinkerhoff and Mooney, 2008).

Level IV - Results

I believe if all levels of Kirkpatrick’s evaluation model is completed the end results of Resiliency Training will determine a healthier workplace for many organizations. If the numbers of self-inflicted and assault diminishes over a period of time (1 year) the training may be effective. We will need to see a more consistent result to determine an overall effectiveness. A Return on Investment (ROI) for resiliency is retaining a life.

Overall, Kirkpatrick’s Evaluation Model is a tool to determine if an organization’s training plan is effective using what, why how, sources, when where, and who (McCain, 2008).

References

Brinkerhoff, R. O., & Mooney, T. P. (2008). Chapter 30: Level 3: Evaluation ASTD handbook for workplace learning professionals. Alexandria, VA: ASTD Press.

Kirkpatrick Training Evaluation Model Image retrieved from google images 2015

Kirkpatrick’s Level Images retrieved from: http://www.slideshare.net/zhumin/kirkpatrick-4-level-evaluation-model, 2015.

Kristiansen, N. (2008). Chapter 28: Level 1: Reaction Evaluation ASTD handbook for workplace learning professionals. Alexandria, VA: ASTD Press.

McCain, D. V. (2008). Chapter 31: Level 4: Results ASTD handbook for workplace learning professionals. Alexandria, VA: ASTD Press.