2. Learning & Development
Four levels of training evaluation (Kirkpatrick; Phillips)
Proving learning worked
The Kirkpatrick Four Levels are trademarked by Kirkpatrick Partners, LLC. Named here to identify the model. No affiliation or endorsement.
Use when
Setting measurement at design time; answering the CFO's ROI question
ROI (Phillips)
Benefit vs fully-loaded cost, isolated for other factors
Results
Business metric moved: sales, retention, errors, engagement
Behaviour
People do the thing differently on the job, observed at 30-90 days
Learning
They can do it in the room: tests, demonstrations
Reaction
They liked it and found it relevant; weakest signal
Base ↑ read upward
How to use it
Commit flagship programs to L3-L4 at design time by naming the behaviours and the baseline metric before building anything; retrofitted measurement is theatre. L1-L2 for everything else. Phillips' L5 only when Finance demands it: isolating training effects credibly needs comparison groups, so promise it rarely.
Card details
- Model type
- Ladder
- Origin status
- Established
- Content last reviewed
- 28 July 2026
Origin
EstablishedDonald Kirkpatrick, 1959; Level 5 ROI added by Jack Phillips.