Evaluating Behavior

You need Adobe Flash Player to view some content on this site.

Click to install Adobe Flash Player

Kirkpatrick’s third level of evaluation aims to unearth the changes in behavior that have taken place within the client as a result of the provided training or technical assistance. Level 3 assessments enquire as to whether an individual actually applied the knowledge they gained in a valuable way. Although evaluating for behavior changes takes time and patience, level 3 surveys can help to showcase how the training and technical assistance you provide inspires your clients to take action and make organizational improvements. In order to properly evaluate changes in behavior, your organization should be prepared to collect both quantitative and qualitative information. This might include methods such as surveys, interviews, and even on-site observation. Some organizations may decide to evaluate behavior at multiple points in time after the training or technical assistance event to see whether clients have maintained momentum and continue to make positive changes. Naturally, it is up to your organization to develop and implement a level 3 evaluation plan that works within your budget and scheduling constraints.

Client interviews reveal behavioral changes.

In order to effectively evaluate for changes in behavior, you will need to reconnect with training and technical assistance participants. Whether you reach out via electronic survey, email, telephone, or in-person interview, you will be looking to answer the same set of questions:

  • What did you learn that you were excited to try to implement at your organization?
  • How eager were you to implement these new changes?
  • Were you able to successfully implement these changes? Why or why not?
  • How do you plan to do things differently in the future?

Your organization may also find it beneficial to interview client staff members who regularly interact with the individual who took part in the TTA event.  These staff interviews may include colleagues, supervisors, or subordinates – anyone who might be able to provide insight into the individual’s behavior.  When interviewing client staff members, TTA providers should enquire as to whether the individual left the training or technical assistance event energized and excited to make positive changes, whether or not the individual actually made a change, and whether this change was well-received and sustainable within the client’s overall organizational climate.

Gain perspective through pre-and post-tests of behavior.

Just as with level 2 evaluations, level 3 evaluations are often more informative when organizations evaluate behavior both before and after a training or technical assistance event. These pre- and post-tests or surveys provide insight into how your clients have historically performed certain processes and procedures, and how new knowledge, skills, or attitudes have impacted or changed how those processes and procedures are performed.

Level 3 evaluations require patience.

It takes time to observe how learning impacts behavior. Because of this, your organization will need to review the content and objectives of your training and technical assistance efforts and decide on a reasonable length of time that provides your clients an opportunity to put their new knowledge or skills to work. Furthermore, you will also want to provide your clients with sufficient time to consider these behavioral changes and formulate an opinion as to whether they think the changes were positive and sustainable.

Click to open interactivity Change takes time.

Change takes time.

You need Adobe Flash Player to view some content on this site.

Click to install Adobe Flash Player