Encl: (1) to COMDTINST 1550.23
FOUR LEVEL EVALUATION MODEL (KIRKPATRICK)
Level 1 Reaction
This first level measures the trainee's reactions to and opinions about the training course. This
basic level gives feedback to the Training Provider on the learning environment and lets trainees
know that their comments and concerns are important. Reaction evaluations are an easy and
effective method to identify ways to better motivate trainees and provide the best possible learning
environment. This level should be used for all training activities.
Level 2 Learning
Level 2 evaluations are used by Training Providers to ensure a trainee gains the desired information
by the end of the training. Level 2 evaluations include end of course tests, performance tests, and
simulations. Measuring learning means determining the extent that the trainee was able to change
trainee attitudes, improve knowledge, or increase skills. Mastering course objectives is important
since no change in trainee behavior can be expected if learning has not taken place.
Level 3 - Behavior
Level 3 measures the transfer of skills, knowledge, and attitudes to the
job. This is where the actual change in behavior is determined and observed. The level 3-evaluation
process is more complicated than the first two because it can be difficult to identify root causes of
sub-optimal behavior.
Terminal Performance Objectives (TPOs), which refine performance needs into measurable
objectives, drives the level 3-measurement process. All levels of training program management
should use the results.
Level 4 - Results.
Level 4 evaluations measure the specific influence training has on broader organizational
performance goals. Level 3 evaluations identify the extent to which individual training transfers to
the job, while level 4 evaluation measures training's overall contribution to unit and Program
performance goals. Results-based evaluations, although still in the formative stage, will require an
inquiry-based partnership between Coast Guard Programs and (G-WT) that link training activities
to organizational outcomes including, personnel, financial benefit and overall unit or system
performance improvement. Program business goals, performance indicators, and identification of
links to training programs shape Level 4 evaluations.
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