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Training Evaluation Question Examples for the Kirkpatrick Model

Mar 18 2019

Ask the right questions with these training evaluation examples.

The Kirkpatrick Model is widely recognized as a leading method for evaluating training effectiveness. It has been implemented across many types of organizations and industries including commercial airlines, government agencies, and software and technology companies. No matter how large or small or unique your business is, the Kirkpatrick Model is a useful tool for your learning and development initiatives.

The model is comprised of four levels: Reaction, Learning, Behavior, and Results. As the diagram indicates, these four stages all work together to help you deliver a rewarding training program for your employees.

Training Evaluation Question Examples for the Kirkpatrick Model

The Kirkpatrick Model

The Kirkpatrick Model offers guidance on how to measure training effectiveness at each level. One of the most common ways to implement this evaluation method is by asking questions to collect employee feedback, whether via an informal discussion or a formal training evaluation questionnaire.

To make it simple, we’ve put together a list of example questions you can use at each level to easily collect the data you need about your training program effectiveness. We’ll also go over what each level entails!

Training Evaluation Question Examples for the Kirkpatrick Model

Kirkpatrick Level 1 Evaluation Examples: Reaction

Level 1 evaluates how satisfied and engaged employees are with their training, and how relevant they feel it is to their roles. Ask your employees these questions to gauge their reaction to the training:

  • Were you satisfied with the training overall?
  • Was the training an effective use of your time? Was it disruptive or did it work in tandem with your current projects?
  • Did the courses cover enough material? Were they at the right proficiency level, or too easy/advanced?
  • Did the training address the needs in your role and on our team?
  • Did the training style work for you? Consider pace, delivery method, location (in-person or online), content, etc.
  • Did the training motivate you to pursue more continuous learning?
  • Would you recommend this kind of training to others?

Kirkpatrick Level 2 Evaluation Examples: Learning

Level 2 measures how well participants were able to learn based on knowledge, skill, attitude, confidence, and commitment gained. This stage will involve some other evaluation methods to be the most effective (e.g., quizzes and tests). Ask these questions to understand how well your employees have learned the given material:

  • Do you think you’ve gained the skills you needed to learn?
  • How would you rate your knowledge on these concepts from 1-10?
  • Are there any topics in the course you still don’t understand?
  • Do you feel as though you can apply what you learned to your work?
  • What is the biggest change you’ve noticed in your work so far with these new skills?
  • Did anything noticeably hinder or promote your ability to learn during the training?
  • Does our organization’s culture contribute to your ability to learn?
  • Are there any topics you would like to pursue learning further?

Kirkpatrick Level 3 Evaluation Examples: Behavior

Level 3 looks at the practical side of training evaluation, examining how well participants can apply what they learned in training to their jobs. The New World Kirkpatrick Model states that encouragement and incentives from leadership are required for success in this stage. Use the following questions to understand your team’s behavior post-training:

  • Are you using what you learned in training in your daily work?
  • Are there noticeable changes in individual and team performance post-training?
  • Think back to prior training. How are you performing in your role now compared to after previous learning initiatives?
  • Are there any obstacles or bottlenecks preventing you from using your new skills efficiently?
  • Have you felt supported and motivated to use the new skills you’ve learned? What can leadership do to promote this?
  • Is there anything you need in the work environment to help you use what you’ve learned?

Kirkpatrick Level 4 Evaluation Examples: Results

Level 4 is where you examine the ROI of your training. This level looks at how well you’ve reached the goals you set out to accomplish through training. Level 4 evaluation examples are tricky because they rely on performance indicators, which will be likely unique to your team. However, here are a few ideas for capturing feedback on training results:

  • Do you feel that the team has performed better since training? Which areas have improved the most?
  • Are we making fewer errors and getting projects done more quickly and efficiently?
  • Have we reduced any skill gaps on our team?
  • Are our customers/clients pleased with our improvements?
  • To what extent has the training helped our team reach our goals?
  • Has the training helped you work toward and/or achieve any personal development goals?

These example questions should give you some direction when using the Kirkpatrick Model to determine training effectiveness. There are many different tools you can use to help apply the model and ask these questions, but it’s important to collect your feedback data in a way that will inform your training decisions. Our Ebook can help you decide which techniques and tools will work best for your team! Download it for free below.

Try the Kirkpatrick Model for your team

Learn simple tools and techniques to improve your training effectiveness.

Claire Juozitis
Claire Juozitis

About the Author

Claire Juozitis

SolidProfessor commercial content writer and unironic classic rock record collector

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