This model focuses on evaluating the effectiveness of training and support by measuring four levels of impact. It can be used to implement and assess an on-the-job support plan.
Level 1 – Reaction: measure how the apprentice reacts to the support plan. Are they satisfied with the resources, mentoring, and training provided?
Practical application: conduct surveys and feedback sessions to gather apprentices’ reactions and satisfaction levels.
Level 2 – Learning: assess the apprentice’s increase in knowledge or skills as a result of the support plan.
Practical application: use assessments, observations, and feedback to measure learning outcomes.
Level 3 – Behaviour: evaluate how the apprentice applies what they have learned on the job.
Practical application: observe changes in work performance and behaviors, and gather feedback from supervisors and peers.
Level 4 – Results: measure the overall impact of the support plan on the apprentice’s performance and the organization.
Practical Application: analyze performance metrics, productivity levels, and job satisfaction rates to gauge the effectiveness of the support plan.
These models offer valuable tools for the successful implementation of your on-the-job support plan. As a mentor, you can strategically apply different models at various stages of the implementation process, adapting them to meet the specific needs and qualifications of your apprentice. By combining elements from multiple models, you can create a tailored approach that supports the apprentice’s development and ensures a comprehensive and effective learning experience.
Resources:
A Bridge to Learning: Mentorship and the 70/20/10 Approach
Mentor Coaching Competencies – International Coaching Federation
Kirkpatrick Model: Four Levels of Learning Evaluation – Educational Technology