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Many training professionals erroneously view post-program evaluation from the perspective of a simple "smile sheet."
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However, we endorse a much broader view of evaluation that begins long before the end of a specific training event.
 
Use this collection of our favorite resources for post-program evaluations with substance to achieve effective program evaluation with minimal resources and wasted effort.

Before you begin to plan your evaluation efforts, keep in mind that
not all programs require a detailed post-program evaluation. Determining the degree of evaluation that your program requires will keep you from wasting valuable resources.

Some trainers throw together smile sheets the day before the program, or simply recycle their existing, ineffective smile sheets. Many of the items on these forms pertain directly to the trainer and the trainer's facilitation of the course. However, these types of issues often can be addressed and fixed during class,
before it's too late. Review these additional resources for tips on engaging in formative evaluation:

Pull Up a Chair to Gain Qualitative Data

Pull Up a Virtual Chair During Online Training Sessions

Do You Allow Time for Training Evaluation?

Learner Feedback On-the-Go: Formative Level 1 Evaluation

With these issues covered, your post-training evaluation form can address issues of much more substance. To start, review the three purposes of training evaluation and these tips for asking the right survey questions. Once you're clear on what kinds of statements and questions you need to include in order to gather the information that will be most useful, you can then work on crafting the language. For example, you'll want to ensure that your items are learner centered and phrased using terminology and language familiar to the learner, and that you're not asking more than one question at a time.

Now that you have collected the data, it is critical to
use it. If your training participants begin to feel that their opinions do not matter, this will take a toll on future evaluations, and you may find that you cease to get the truth on your training evaluation forms. It is also critical that participants feel comfortable providing honest feedback. An organization's closed culture may be reflected in evaluation feedback through lack of both robust comments and variations in ratings.

Finally, never fly blind! Always be sure to engage your 
active and passive training sonar to pick up on threats to your training program and to maximize training value both during and after training.

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Additional Resources:


Kirkpatrick Four Levels® Evaluation Certification Program

Evaluating Training Programs

The New World Level 1 Reaction Sheets

Eight Tips on Developing Valid Level 1 Evaluation Forms
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Mark Your Calendars For Our New Program
September 8, 2016

Due to recent program sellouts, we have added an additional bronze program to our fall schedule.

Join Jim Kirkpatrick on October 26-27 in Dulles, Virginia for a Kirkpatrick Four Levels® Evaluation Certification Program - Bronze Level

During this program, you will learn the four levels of of training evaluation, receive a participant manual filled with examples and templates that you may borrow and adapt to build your own Blended Evaluation Plan™, and gain a completed understanding of what each level measures. 


Are You Getting Kirkpatrick Right?
September 8, 2016

Join us on October 12 for our new and free webinar, "Getting Kirkpatrick® Right - Case Examples and Tips from Practitioners."

In this webinar, you will hear directly from Jim and Wendy, as well as four practitioners who have successfully implemented the Kirkpatrick Model in government, military and corporate organizations. They will share their key learning, highlighting pitfalls to avoid and tips for success, and inspire you with their stories.

Don't miss this opportunity to pick up practical tips for creating and demonstrating program value in any organization, in terms that your stakeholders want.


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June 17, 2016

You can now pre-order Jim and Wendy's new book, Kirkpatrick's Four Levels of Training Evaluation.

Discover a complete blueprint for implementing the model in a way that truly maximizes business results. And delve into Jim and Wendy’s new findings that, together with Don Kirkpatrick’s work, create the New World Kirkpatrick Model, a powerful methodology that melds people with metrics.



Kirkpatrick Partners is a provider of training evaluation and business partnership training, products, consulting and impact studies. Our work is based on the Kirkpatrick Evaluation Model created by Donald L. Kirkpatrick in 1954 as part of his PhD dissertation on the evaluation of the effectiveness of training for supervisors. It is expanded by the Kirkpatrick Business Partnership Model and Kirkpatrick Foundational Principles.

Instead of training ROI, we focus on training return on expectations (ROE). This is a more holistic measurement of all of the benefits realized from a program or initiative, both qualitative and quantitative. We offer courses and workshops on training evaluation and business partnership that equip training professionals to create, demonstrate and measure the business results and value their training yields or supports.

Don's son James (Jim) and daughter-in-law Wendy are pleased to carry on his legacy through Kirkpatrick Partners. Whether you want to earn your Kirkpatrick certification or simply create more value in your organization, we are here to help. Our programs are valuable whether you are a corporate employee, member of government or an independent consultant.

The Kirkpatricks are the authors of nine books, including Evaluating Training Programs, Implementing the Four Levels, Transferring Learning to Results, Kirkpatrick Then and Now, Training on Trial, and The Brunei Window Washer: Bringing Business Partnership to Life.
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