This section contains several artifacts designed for different clients or projects during the IDPT Master's program. One of the methods I use to create evaluations is the Kirkpatrick's Four-Level Training Evaluation Model. Measuring training for its effectiveness is crucial to evaluate if the training has met the business needs and the business bottom line.
Level One - Reaction
Level Two - Learning
Level Three - Behavior
Level Four - Results
Surveys are paper-and-pencil or electronic questionnaires that ask respondents a series of focused questions; they can provide both qualitative and quantitative data. Surveys have various questioning options and rating scales, such as multiple-choice questions, Likert scale, and forced-choice questions.
Advantages of surveys
Surveys are inexpensive.
Survey results are easy to tally.
Participation is easy.
Surveys provide quick results.
Frequencies (how many respondents answered a question each way) are easy to understand.
Surveys can be qualitative also: soft data questions yield qualitative data, while the answer tally is quantitative.
However, with all performance tools, surveys also have their disadvantages. Surveys vary greatly in the amount of time and money they require and in complexity.
The below survey is an example of a Level 1 - Reaction survey I created for Who Should You Hire training. The survey measures how your learners, reacted to the training.
The below survey is an example of a pre-assessment survey to determine the learners need to customized and design a class that will not only fit the learner's needs but the clients needs as well.
Here is an example of a Level 3 - Behavior survey I created for a client to see if the manager has witnessed and observed behavioral changes in the learners who attended several professional development training sessions.
Surveys are only one way to evaluate training programs. Another way to determine if your learners are understanding the material and gaining the skill and knowledge they need is to have them demonstrate their knowledge by performing a role-play. Here is an example of a performance checklist I designed for Who Should You Hire training for the coaches to use to determine if the learners were demonstrating the skills they learned during the training session.