Kirkpatrick Model

The Kirkpatrick Model, developed by Donald Kirkpatrick in 1959, is the foundational framework for training evaluation. It defines four levels of measurement that progressively answer the question: did this training work?

Level 1 — Reaction: Did learners find the training engaging and relevant? (Post-training surveys, NPS scores). Level 2 — Learning: Did learning objectives transfer to learners? (Pre- and post-assessment, knowledge checks). Level 3 — Behaviour: Has on-the-job performance changed as a result of the training? (Manager observation, 360 feedback, workflow tracking). Level 4 — Results: Has the training produced measurable business outcomes? (Sales revenue, error rates, compliance incidents, productivity metrics).

The vast majority of corporate training is evaluated at Levels 1 and 2 — which are easy to measure but tell you little about business impact. Levels 3 and 4 are rarely measured because they require post-training observation and business data integration that most L&D teams lack the infrastructure for.

The Kirkpatrick Model is a useful framework for scoping an evaluation plan when commissioning training — and for having honest conversations with business stakeholders about what outcomes they expect the training to produce.