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The Benefits Of Utilizing Kirkpatrick’S Four Levels Of
The Benefits Of Utilizing Kirkpatrick’S Four Levels Of
The Benefits Of Utilizing Kirkpatrick’S Four Levels Of
The Benefits Of Utilizing Kirkpatrick’S Four Levels Of
The Benefits Of Utilizing Kirkpatrick’S Four Levels Of
The Benefits Of Utilizing Kirkpatrick’S Four Levels Of
The Benefits Of Utilizing Kirkpatrick’S Four Levels Of
The Benefits Of Utilizing Kirkpatrick’S Four Levels Of
The Benefits Of Utilizing Kirkpatrick’S Four Levels Of
The Benefits Of Utilizing Kirkpatrick’S Four Levels Of
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The Benefits Of Utilizing Kirkpatrick’S Four Levels Of

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  • you explained the model but did not explain the benefits which was the main focus of this presentation.
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  • Dear Wendy,

    From one Wendy to another, this is a very nice presentation! You have given a good overview of the Kirkpatrick Four Levels.

    For those who wish to learn more, please visit the official Kirkpatrick website: kirkpatrickpartners.com. If you register on the site you can download free white papers, articles, podcasts, and diagrams to continue your education in training evaluation.
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  • 1. The benefits of utilizing Kirkpatrick’s four levels of evaluation to assess safety training for supervisors. Wendy L. Stein Clemson University
  • 2. The Four Levels <ul><li>Level I: Evaluate Reaction </li></ul><ul><li>Level II: Evaluate Learning </li></ul><ul><li>Level III: Evaluate Behavior </li></ul><ul><li>Level IV: Evaluate Results </li></ul>
  • 3. SOC Hawthorne Division <ul><li>OBJECTIVE: </li></ul><ul><li>Evaluate the current SOCHD monthly </li></ul><ul><li>supervisor’s safety training program </li></ul><ul><li>utilizing the Kirkpatrick model. </li></ul>
  • 4. Remember: Kirkpatrick’s 7 tools when evaluating training programs with the 4 level model. <ul><li>1.Evaluate Existing Resources </li></ul><ul><li>2.Management Commitment </li></ul><ul><li>3.Start at Level I work through all four </li></ul><ul><li>4.Utilize a reactionary form </li></ul><ul><li>5.Develop Pre/Post Tests </li></ul><ul><li>6.Develop self assessments/questionnaires </li></ul><ul><li>7. Tag resources for results process </li></ul>
  • 5. REACTION: Did they like the training? <ul><li>Observation </li></ul><ul><li>Questionnaire </li></ul><ul><li>Analyze Results </li></ul><ul><li>Record Results </li></ul>
  • 6. Learning: Knowledge, Skills, Attitudes <ul><li>Pre-test/Post-test </li></ul><ul><li>Skills exercises pre/post </li></ul><ul><li>Analyze and record </li></ul>
  • 7. Behavior: Did safety performance and attitudes improve? On the job <ul><li>Observation by Trainer and Manager </li></ul><ul><li>Skills/aptitude tests </li></ul><ul><li>Interview </li></ul><ul><li>Surveys </li></ul>
  • 8. Results: Are they aligned with organizational goals? <ul><li>What is the impact on safety? </li></ul><ul><li>OSHA recordable rates </li></ul><ul><li>Accident/Incident rates &amp; trends </li></ul><ul><li>Was it really worth it? </li></ul>
  • 9. Level Relationship <ul><li>Start at Level I work through in order </li></ul><ul><li>Each level is predicated upon completion of lower level </li></ul><ul><li>Improve – Levels I &amp; II </li></ul><ul><li>Check – Levels III &amp; IV </li></ul>
  • 10. SOCHD: Plan <ul><li>Conduct a reaction questionnaire </li></ul><ul><li>Pre/post test monthly training </li></ul><ul><li>Manager buy in – on the job observation </li></ul><ul><li>Organize and disseminate results </li></ul><ul><li>Revise safety training program? </li></ul>

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