Kirkpatrick model
Also known as: Four levels of training evaluation
The Kirkpatrick model is the most widely used framework for evaluating training. It looks at four levels: reaction (did people find it useful), learning (did they gain the knowledge or skill), behaviour (do they apply it at work), and results (did it improve business outcomes). Each level is harder to measure and more valuable than the one before.
The four levels
Level 1, reaction, asks how participants felt about the training, usually with a short survey. Level 2, learning, measures what they learned, often with a test before and after.
Level 3, behaviour, checks whether people apply it on the job, through observation, manager feedback, or a delayed survey. Level 4, results, looks at business outcomes such as fewer incidents, faster onboarding, or better quality.
Why most teams stop at level 2
Reaction and learning are easy to measure inside the LMS. Behaviour and results need data from outside training and time to show up, so they are often skipped.
Yet levels 3 and 4 are what show training was worth it. A delayed survey a few months after training is a practical first step into level 3.
Free delayed post-training survey
Using the model well
Plan evaluation before building the training. Decide which result you want to change, what behaviour would change it, and what people need to learn, then measure each of those.
Some teams add a fifth level, return on investment, which compares the value of the results with the cost of the training.
Read the training ROI definition
Frequently asked questions
What is the Kirkpatrick model?
A framework for evaluating training at four levels: reaction, learning, behaviour, and results.
What are the four levels of the Kirkpatrick model?
Level 1 reaction, level 2 learning, level 3 behaviour on the job, and level 4 business results.
How do you measure level 3 behaviour?
Through manager observation, feedback from colleagues, performance data, or a delayed survey a few months after the training.
What is the Phillips ROI model?
An extension of Kirkpatrick that adds a fifth level, return on investment, comparing the monetary value of results with the cost of the training.
Is the Kirkpatrick model still relevant?
Yes. It remains the most common way to structure training evaluation, especially as a reminder to measure behaviour and results, not only satisfaction.