Capturing Data That Can Make a Difference

April 22, 2015

Are you sending out 90-day follow-up surveys but getting such a low response rate that you feel like you might as well not even bother?

Are you attempting to evaluate Level 3 Behavior with a follow-up survey but wondering if the results really indicate true transfer of learning to the workplace?

Two current threads in the Kirkpatrick Evaluation discussion group in LinkedIn speak to these issues.

Click here for tips on what you can do differently if you’re sending out 90-day follow-up surveys and getting a poor response rate. Should survey submission be a condition of final certification? Should you ask a manager/supervisor to distribute the surveys instead of them coming from you as the training facilitator?

Chime in with your own thoughts.

If you are distributing follow-up surveys as a way to evaluate the transfer of learning to behavior (Kirkpatrick Level 3), find out whether or not this is a valid Level 3 measurement. What are some other ways to evaluate on-the-job application?

Click here for thoughts from other members of the Kirkpatrick Community, and to contribute your own opinions.

If you’re not already a member of the Kirkpatrick Evaluation discussion group, you will have the opportunity to join immediately.

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Additional Resources:

Kirkpatrick Four Levels® Evaluation Certification Program – Bronze Level

Do You Allow Time for Training Evaluation?

Are Your Survey Questions Impossible to Answer?

Easy Level 3

Training Evaluation Mistake #7: Confusing Ability with Performance

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