Which framework is used to evaluate training effectiveness across four levels?

The Kirkpatrick Model is widely recognized for its structured approach to evaluating training effectiveness across four distinct levels: reaction, learning, behavior, and results. Each level focuses on a different aspect of the training process, providing a comprehensive assessment of how well training has met its objectives.

At the first level, reaction, the model assesses how participants felt about the training, including their engagement and satisfaction. The second level, learning, evaluates the knowledge and skills that participants have acquired as a result of the training. The third level, behavior, examines the extent to which participants are able to apply what they learned in their work environment. Finally, the fourth level, results, measures the overall impact of the training on organizational performance and outcomes.

The Kirkpatrick Model is favored for its clarity and effectiveness in providing a holistic view of training impact, making it an essential tool for instructional designers and evaluators in the Navy and beyond. In contrast, the other options focus on different aspects of instructional design and delivery rather than a structured evaluation framework.