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ATD21 Speaker Wendy Kirkpatrick

Wendy Kirkpatrick is a global driving force of the use and implementation of the Kirkpatrick Model, leading companies to measurable success through training and evaluation. She is a recipient of the 2013 Emerging Training Leaders Award from Train­ing magazine. Together Jim and Wendy are co-owners of Kirkpatrick Partners.

Wendy Kirkpatrick

April 2018 - TD Magazine

Training evaluation doesn’t have to be as complicated as you think. Use these straightforward tips to evaluate your training programs.

Simplify Evaluation

November 2016 - TD Magazine

Evaluation Blunders and Missteps to Avoid

How Does Your Organization Evaluate Training?

In tough economic times, training budgets are one of the first items to be reduced or cut altogether. Because of that, training must constantly reinvent itself and transcend the classroom to earn its budget and maintain its existence.Creating an effective training evaluation plan will show the organizational value of your work. An effective plan will ensure that your valuable, limited resources are dedicated to the programs that will create the most impact.Many may consider an effective training program to be one that is well-received and provides key information. However, as James and Wendy Kirkpatrick point out in “The Four Levels of Evaluation—An Update,” their February 2015 TD at Work, “More savvy training professionals realize that even the most well-designed and well-received training programs are of little use unless what is learned in training gets implemented on the job.”During Levels 1 and 2, reaction and learning, of the Kirkpatrick Four Levels of Evaluation, results are measured by the degree to which participants react favorably to the learning event, and the extent they acquire the intended knowledge and skills based on their participation in the learning event, respectively.Level 3, behavior, relates to what degree participants apply what they learned during training, when they are back on the job. The New World Level 3 behavior consists of three components: critical behaviors, required drivers, and on-the-job learning.Critical Behaviors: These are the few specific actions that, if performed consistently on the job, will have the greatest impact on organizational success. Two examples are conducting weekly team meetings to document project status and next steps, and completing safety tests to standard.Required Drivers: Required drivers are “processes and systems that reinforce, monitor, encourage, and reward performance of critical behaviors on the job.” These are critical to accomplishing what was learned during training on the job. Job aids, coaching, and recognition are examples of required drivers that reinforce, encourage, and reward desired actions.On-the-Job Learning: On-the-job learning gives employees an opportunity to share the responsibility for good performance. Creating a culture and an expectation that individuals are responsible for keeping skills sharp will encourage employees to be accountable as well as feel empowered.Finally, Level 4, results, is the degree to which targeted outcomes occur as a result of the learning event and subsequent reinforcement.

Showing Your Training Value

This issue of TD at Work will help you create an effective training evaluation plan for any program so that you can show the organizational value of your work.

The Four Levels of Evaluation: An Update

November 2016 - The Public Manager

Four Levels of Training Evaluation, James Kirkpatrick, Wendy Kirkpatrick, new four levels, New World Kirkpatrick Model, revised Kirkpatrick model

A New Evaluation Model for the New Way We Work

To celebrate the forthcoming release of Kirkpatrick’s Four Levels of Training Evaluation, we asked authors Jim and Wendy Kirkpatrick to tell us about their go-to ATD reads. Here’s what they recommend.

The Kirkpatricks’ Top ATD Reads

Kathryn Stafford is a developmental editor with ATD Press, working closely with such ATD authors as Elaine Biech, Jim and Wendy Kirkpatrick, Chuck Hodell, Don McCain, and Karen Hough. She has helped to shape and deliver some of ATD’s most noteworthy training books—Kirkpatrick’s Four Levels of Training Evaluation, ISD From the Ground Up, 4th edition_,_ and The New Social Learning—as well as popular titles like How Did I Not See This Coming? and Beyond Happy. Kathryn is the author of the forthcoming ATD Press book, Work the Problem: How Experts Tackle Workplace Challenges, which she describes as a virtual conversation with nine subject matter experts about 10 fictional and highly relatable workplace case studies. Kathryn holds an MA from the University of Virginia and a BA from Ohio State University.

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