Kirkpatrick’s Model: a Framework for Evaluating the Effectiveness of Short-term and In-service Training Programs

Introduction: One of the common models for evaluation in the organization and in-service training model is four-level Kirkpatrick’s model. Users must be aware of strengths and areas of application of this model. The aim of this paper is to clarify the characteristics of this model according to Kirkpatrick and to summarize the critics of scholars to this model. At the end, the reforms that have been carried out on this model are described. Methods: At first, we manually searched library sources for the publications on Kirkpatrick’s model. Then using Google Scholar and databases such as Eric, Ebsco, Elsevier, and Proquest, articles having terms such as Kirkpatrick, model, and evaluation in title or keywords were retrieved. Finally, all the articles that were available were downloaded and reviewed. Results: Five books were found in searching library resources. Eighteen articles and 3 dissertations were also retrieved which were downloadable. This model emphasizes collecting evidence at 4 levels to judge the effectiveness of educational programs. This model comprises several assumptions that are determined by the predominant users of the model. However, some of the critics to this model related to the assumptions established on it. Some experts have proposed additional levels to extend the model to other surfaces. However, Kirkpatrick refused these proposals. Conclusion: This model provides a general insight on key indicators of the effectiveness of the program to users. Yet, it neglected some variables that affect the evaluation of training program’s effectiveness. This model is suitable for the evaluation of short-term and in-service trainings in organizations. It is not recommended for evaluating all educational programs.