To assess the effectiveness of a training program, educators often turn to the four-level model created by Donald Kirkpatrick (back in the 1950s). According to his model, evaluation should begin with level one and then should move sequentially through levels two, three and four as budget and time allow. Information from each prior level serves as a base for the next level's evaluation.
Thus, each successive level represents a more precise measure of the effectiveness of the training program, but at the same time each level requires a more rigorous and time-consuming analysis.
Level 1 - Reaction
How learners feel about the training (e.g. happy sheets, verbal reaction, surveys and/or questionnaires).
Level 2 - Learning
Increase in skills, knowledge or attitude (e.g. pre and post tests, interviews and/or observation).
Level 3 - Behaviour
Extent of applied learning on the job. Are the new skills being implemented? (e.g. sustained change, observation and interviews over time). For many, this is the truest assessment of a program's effectiveness.
Level 4 - Results
Effect on the business or environment (e.g. increased production, improved quality, reduced costs etc.). Results in financial terms can be difficult to measure and hard to link directly with training.
http://instructionaldesign.gordoncomputer.com/Evaluation.html
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