During the development of Leadership for Life programme Caritas Anchor House Learning and Development Academy worked in partnership with Downside Fisher Youth Club, to run an 8 week development programme for young people.
Based on the timeless personal development principles of great teachers like Stephen Covey, Dale Carnegie and Tony Robbins, the programme aimed to leave a legacy in Bermondsey, where Downside Fisher are based, with a view to rolling out the programme in communities across London and, one day, throughout the whole of the United Kingdom.
However, in order to evaluate the effectiveness of the programme it was necessary to put into place robust measurement criteria whereby the outcomes achieved and the impacts obtained could be clearly demonstrated and held up to scrutiny by 3rd party agencies as well as future potential clients.
To do this we employed a process called the Four-Level Training Evaluation Model, developed by Donald Kirkpatrick, Professor Emeritus at the University of Wisconsin and past president of the American Society for Training and Development (ASTD) He first published his Four-Level Training Evaluation Model in 1959, in the US Training and Development Journal. The model was then updated in 1975, and again in 1994, when he published his best-known work, "Evaluating Training Programs." The four levels are:
In summary these levels are designed to measure the following parameters regarding the effectiveness of any training programme:
Level 1 – Reaction
The first stage is about the reaction of the trainee to the training. This sort of measurement is concerned with how the trainees "feel” about the course. The usual course feedback sheets are an example of the Kirkpatrick level 1 evaluation. Most organisations do not do any more than this type of measurement and analysis. The drawback with only doing this level of analysis is that you do not really know if the trainee has actually learnt anything.
Level 2 – Learning
Understanding can be improved by using a pre-test and post-test and comparing the results. The questions need to be objective and closely related to the course objectives. In this way it can be determined if the training actually delivered knowledge and this was understood by the trainees at the time. An organisation that does this can be confident that the trainee has actually learnt something at that time.
Level 3 – Behaviour
By this we mean the measurable behavioural change in an individual as a result of their attendance on the training programme.
Level 4 – Results At this level, you analyse the final results of your training. In a traditional business sense this includes outcomes that you or your organization have determined to be good for business, good for the employees, or good for the bottom line.
For a full evaluation of the Downside Fisher Youth Club Leadership for Life programme please click on the link below to view and/or download the evaluation document.