What are the best practices for designing level 3 surveys for Kirkpatrick's model?

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If you want to measure the impact of your training programs on behavior change, you need to use level 3 surveys in Kirkpatrick's model. Level 3 surveys assess how well the learners apply the new skills and knowledge in their work environment. But how do you design effective level 3 surveys that capture the relevant data and feedback? Here are some best practices to follow.

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1 Align with objectives

The first step is to align your level 3 surveys with the learning objectives of your training program. You need to identify the specific behaviors and outcomes that you want to observe and evaluate. Then, you need to write clear and measurable questions that match those objectives. For example, if your objective is to improve customer service skills, you can ask questions like "How often do you use active listening techniques with customers?" or "How do you handle difficult situations with customers?"

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Rajdeep D.
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Designing L-3 surveys for Kirkpatrick's model involves several best practices. First, ensure clear alignment with learning objectives & outcomes to measure the application & impact of training. Use a mix of quantitative & qualitative questions to gather comprehensive feedback, including Likert scale ratings for quantifiable data & open-ended questions for deeper insights. Keep the survey concise & focused on specific behaviors or competencies targeted by the training. Utilize benchmarking data or industry standards for comparison. Lastly, ensure anonymity & confidentiality to encourage honest responses. Following these practices enhances the effectiveness of L-3 evaluations in assessing the transfer of learning into real-world application.

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2 Use multiple sources

The second step is to use multiple sources of data to validate your level 3 surveys. You can't rely on self-reported data alone, as it may be biased or inaccurate. You need to triangulate your data with other sources, such as observations, interviews, performance reviews, or business metrics. For example, if you want to measure the impact of your training program on sales performance, you can compare the sales data before and after the training, as well as ask the sales managers and customers for their feedback.

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3 Time it right

The third step is to time your level 3 surveys right. You need to give enough time for the learners to practice and transfer the new skills and knowledge to their work environment. But you also need to avoid too much delay, as the learners may forget or lose interest in the training. A good rule of thumb is to conduct your level 3 surveys between 3 to 6 months after the training. This way, you can capture the long-term effects of your training program on behavior change.

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Teresa Allen

Engagement Leader focused on driving change that accelerates growth and performance.
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If you are going to survey the user for an L3 evaluation, it should come after you have evaluated the results through other means. If you look at metrics and observations you can target user surveys more appropriately, using sifferent surveys for those with a high observed adoption from those not achieving the result.

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4 Keep it simple

The fourth step is to keep your level 3 surveys simple and concise. You need to avoid asking too many or too complex questions, as they may confuse or overwhelm the learners. You also need to use clear and consistent language, avoid jargon and acronyms, and provide examples or explanations when needed. A good practice is to use a Likert scale or a rating scale to measure the frequency, quality, or satisfaction of the behaviors and outcomes. For example, you can ask the learners to rate how often they use a certain skill on a scale from 1 (never) to 5 (always).

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5 Follow up and act

The fifth step is to follow up and act on your level 3 surveys. You need to analyze and report the data and feedback that you collect from your level 3 surveys. You need to identify the strengths and weaknesses of your training program, as well as the gaps and opportunities for improvement. You also need to communicate the results and recommendations to the stakeholders, such as the learners, managers, sponsors, or clients. Most importantly, you need to take action to address the issues and enhance the performance of your learners and organization.

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6 Learn and improve

The sixth step is to learn and improve from your level 3 surveys. You need to use your level 3 surveys as a tool for continuous improvement and learning. You need to review and revise your level 3 surveys based on the feedback and results that you receive. You also need to monitor and evaluate the impact of your actions and interventions on the behavior change and performance improvement of your learners and organization. By doing so, you can ensure that your level 3 surveys are aligned with your training goals and business needs.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are the best practices for designing level 3 surveys for Kirkpatrick's model?

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1 Align with objectives

2 Use multiple sources

3 Time it right

4 Keep it simple

5 Follow up and act

6 Learn and improve

7 Here’s what else to consider

Performance Improvement

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