CPLP Evaluating Learning Effectiveness (Kirkpatrick Model) 2 — Questions and Answers
Question 1: A 360-degree feedback assessment collected 90 days post-training is an example of which Kirkpatrick level?
- Level 1
- Level 2
- Level 3 (Correct answer)
- Level 4
Correct answer: Level 3
360-degree feedback measuring behavioral changes on the job after training is a Level 3 evaluation method.
Level 3 (Behavior) data is collected on the job after training. 360-degree feedback gathers performance observations from multiple raters — managers, peers, direct reports — to assess whether trained behaviors are being applied. The 90-day window allows time for behavior change to manifest in observable workplace performance.
Question 2: Which metric is a DIRECT measure of Kirkpatrick Level 4 Results for a sales training program?
- Learner satisfaction scores
- Post-training knowledge test scores
- Revenue per salesperson before and after training (Correct answer)
- Number of training hours completed
Correct answer: Revenue per salesperson before and after training
Revenue per salesperson is a business outcome metric that directly reflects organizational impact — the essence of Level 4 evaluation.
Level 4 Results measures organizational outcomes tied to the training program's business purpose. For sales training, revenue per rep, deal close rate, or average contract value are Level 4 metrics. These are measured against baseline data and attributed (with appropriate controls) to the training intervention.
Question 3: What does 'required drivers' refer to in the New World Kirkpatrick Model?
- IT systems required to run the LMS
- Processes and systems that reinforce and reward trained behaviors on the job (Correct answer)
- Mandatory pre-work before training
- Legal requirements for training compliance
Correct answer: Processes and systems that reinforce and reward trained behaviors on the job
Required drivers are organizational systems — coaching, accountability measures, reinforcement tools — that support learners in applying their training back on the job.
The New World Kirkpatrick Model introduces the concept of required drivers: the reinforcement, encouragement, and reward systems that sustain Level 3 behavior change. These include manager coaching, performance reviews that assess trained behaviors, job aids, and accountability structures. Without required drivers, even excellent training rarely produces sustained behavior change.
Question 4: An organization evaluates a leadership program by comparing turnover rates before and after for participating managers' teams. This represents:
- Level 1
- Level 2
- Level 3
- Level 4 (Correct answer)
Correct answer: Level 4
Turnover rate is a business outcome metric, placing this evaluation at Level 4 Results.
Employee retention rates are organizational results indicators — they measure the downstream business impact of improved management behavior. Comparing pre/post turnover for teams led by trained managers is a Level 4 evaluation design, attempting to link the leadership program to a business outcome of strategic importance.
Question 5: Which evaluation design BEST allows a training manager to isolate the effect of training from other variables?
- Post-only evaluation with no control group
- A randomized controlled design with a trained group and an untrained comparison group (Correct answer)
- Evaluation based solely on learner feedback surveys
- Comparison of trained employees' performance against industry benchmarks
Correct answer: A randomized controlled design with a trained group and an untrained comparison group
A randomized controlled design with a trained and untrained comparison group is the most rigorous method for attributing performance changes to training.
The randomized controlled design — assigning equivalent groups to trained and untrained conditions — is the gold standard for isolating training's effect. By comparing outcomes between groups that differ only in receiving training, other variables are controlled. This design is rarely feasible in organizations but produces the most defensible evidence of training impact.
Question 6: Kirkpatrick Level 1 'relevance' indicators are MOST useful for:
- Proving ROI to the CFO
- Improving future training design and delivery (Correct answer)
- Measuring on-the-job behavior change
- Certifying learning professionals
Correct answer: Improving future training design and delivery
Level 1 data about relevance, satisfaction, and perceived value is primarily useful for improving future training design and instructional quality.
While Level 1 data cannot predict job performance or business impact, it provides actionable feedback for designers and facilitators. Learner feedback about relevance, pacing, materials quality, and facilitator effectiveness directly informs iterative improvement of the learning experience.
CPLP Evaluating Learning Effectiveness (Kirkpatrick Model) 2
A 360-degree feedback assessment collected 90 days post-training is an example of which Kirkpatrick level?