Page 34 - Training of the Trainers: Integrating One Health Core Competencies for Teaching Future One Health Workforce

Evaluation
Decision-making

Stakeholder focused Questions
Interest driven Knowledge

Assessment Report Research
Measurement Ongoing New knowledge
Monitoring
External Improvement Researcher focused
Feedback Tracking (inputs & outputs) Hypothesis-driven
Internal
Journal publication
Inform decisions

Figure 6: Some Similarities between Evaluation, Assessment, Monitoring, and
Research

There are numerous reasons to evaluate. Generally, evaluation is used to:
1) Show accountability to stakeholders who are interested in or affected by the

results.

2) Demonstrate value to current and potential stakeholders.
3) Make improvements for the internal staff.

In other words, an evaluation helps people know if and how well the activity works.
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According to Kirkpatrick (2005) , evaluation can be divided into four levels:
reaction/satisfaction, learning/knowledge gains, behavior change, and results/organizational

impact. Generally, as the value of the information increases, so does the difficulty of

collecting that information (e.g. participant satisfaction is generally the easiest information to
collect but it also provides the least amount of information about a training’s long-term

impact).

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Kirkpatrick, D., & Kirkpatrick, J. (2005). Transferring learning to behavior: Using the four levels to

improve performance. Berrett-Koehler Publishers.

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