Evaluating the effectiveness of a learning and development intervention is an extremely important part of implementing a successful course of learning journey. Without evaluation, there is very little way to tell if a course has made an impact to learners and the organization at large.

While the most familiar evaluation model might be the Kirkpatrick Model, Kaufman’s Five Levels of Evaluation takes this further by splitting Kirkpatrick’s initial levels and adding an additional level. In this way, the model is positioned as more practical for effective learning and development evaluation.

Kaufman’s Model is largely a response, or reaction, to Kirkpatrick’s model and aims to improve upon it in various ways. Kaufman’s Five Levels of Evaluation are as follows –

Level 1: Input 

This covers the training materials used to support the learning and development intervention. Kauffman says that it is important to assess the quality of resources, whether they are sourced from outside an organization or within the workplace. An otherwise well-run course could fall down due to low quality or insufficient resources. For example, the course material could be the wrong level for the learners.  

Level 2: Process 

The second part measures process acceptability and efficiency. In other words, the actual delivery of the learning experience. A training course with perfectly robust materials could be poorly delivered. By separating resources from delivery, Kaufman’s model makes it easier to see which factor was responsible for the success or failure of a course.   
 
Level 3: Acquisition and Application

Kaufman’s third level studies the payoffs for individuals and small groups, which he calls the “micro-level client”. At this stage, the evaluator determines if the learners acquired the knowledge they were taught and if they applied it in their work, as well as how well the learners used the knowledge they were taught.

Level 4: Organisational Payoffs 

Kaufman’s fourth level measures payoffs for the organization as a whole, which he calls the “macro-level client”. At this stage, the evaluator determines how the learning impacted the organization. This level includes performance improvement evaluations and a cost-benefit and/or cost-consequence analysis.  

Level 5: Societal Outcomes 

Kaufman’s fifth level focused on what he termed “mega-level clients”. This looks at the benefits to society as a whole and the benefits to a business’ clients. This is in contrast to Kirkpatrick's levels of evaluation, which only look at benefits to the business itself. At this stage, the evaluator determines how the learning impacted the company’s clients or the larger society.

Kaufman’s Five Levels of Evaluation is useful for a number of reasons. First is the separate focus on input and process, as this helps evaluators examine each aspect of a training in detail. Second is the division of levels into micro, macro, and mega, as it focuses on the potential and widening ripple effect of any learning and development intervention, offering learning and development professionals a broader view of their work’s impact.

While Kaufman’s Five Levels of Evaluation may not be your go-to option for training evaluation, it does offer some useful ideas and concepts that you can apply to your training evaluation practices.