COMDTINST 1550.23
JUL 28 1998
5.
DISCUSSION. Consistent with the DOT's Training Evaluation Guide, the Coast Guard is
adopting a four-level evaluation model (Reaction, Learning, Behavior, and Results) pioneered
by Dr. Donald Kirkpatrick. The levels are assessed in sequential order; each level provides
valuable feedback on distinct aspects of the linkage between training and performance.
Levels 1 and 2 are internal to Training Providers and directly affect design, development and
administration of training courses. Levels 3 and 4 are external to Training Providers and focus
on performance. They provide information on transfer of training to the job and help define
the return on training investment. A fuller explanation of the four levels is included as
enclosure (1).
6.
FORMS. The Coast Guard Institute shall use standard evaluation forms for Trainee and
Supervisor Surveys. These are included as enclosure (2). They may be made electronically
available for completion and processing.
7.
RESPONSIBILITIES. The Director of Reserve and Training (G-WT) provides overall
guidance for evaluation of Coast Guard training. This instruction establishes general
guidelines for evaluation. For internal evaluation (levels 1 and 2) the instruction requires an
evaluation process but not the format. For external evaluation (level 3) this instruction
specifies a standard survey to provide efficiency and consistency in widespread data
collection and processing. For external evaluation (level 4) no specific procedures are
adopted. The Coast Guard Institute will serve as the distribution and processing center for
level 3 evaluations.
1.
Internal Evaluations
(1)
Level 1 ("Reaction") - determining trainee reaction to the training course and
environment. Training Providers are responsible for designing and administering
level 1 surveys IAW the following guidelines:
(a)
First determine what information is needed. Identify the goals of the
evaluation. IAW the following guidelines:
(b)
Design a form that captures needed information while minimizing the time
required to complete and evaluate the forms.
(c)
Encourage written comments and suggestions. Even the best "check the box"
survey gives limited information. An opportunity for additional comments
helps catch important feedback that may otherwise be missed.
(d)
Afford adequate time for responses. Once training is complete trainees are
ready to leave. Surveying at the very end of the training may not promote
well-thought out responses.
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