The document introduces Kirkpatrick's four levels of evaluation for assessing training programs: reaction, learning, behavior, and results. It provides definitions for each level, including that learning refers to changes in attitude, knowledge, and skills from a training program. An example of a desired measurable result is a decrease in the severity and frequency of jobsite accidents.

1. Gregory Lucas
Matthew Copher
Andrew Mason

2.  The purpose of this presentation is to
introduce Kirkpatrick’s four levels of
evaluation and to demonstrate the
concepts in a corporate setting that is
introducing the use of FTP.

3.  Reaction: how those who participate in the program react to it. It is a
measure of learner/customer satisfaction.

4.  Learning: the extent to which participants change attitudes, improve
knowledge, and/or increase skill as a result of attending the program .

5.  Behavior: the extent to which change in behavior has occurred
because the participant attended the training program.

6.  Results: the final results that occurred because the participants attended
the program. “The final results can include increased production, improved
quality, decreased costs, reduced frequency and/ or severity of
accidents, increased sales, reduced turnover, and higher profits.”
Kirkpatrick & Kirkpatrick, 2006. Evaluating Training Programs: The Four Levels .

7. What is an example of a desired and
measureable result?
Incorrect. A. Performance remains
Try again! the same
Correct! B. A decrease in severity and
Press continue. frequency of jobsite accidents
Incorrect.
Try again! C. Costs increase
Incorrect. D. Attendees are entertained
Try Again!
Continue

8. Learning can be defined as…
Incorrect
Try Again! A. Acquiring knowledge
Incorrect B. A change in participant
Try Again! attitude.
Incorrect C. An increase in skill.
Try Again!
Correct! D. All of the above.
Press continue.