Kirkpatricks model is often used for education evaluation, but some argue that it is better suited to evaluating training because, while Levels 3 and 4 are easily assessed in competency-based training, they are not easy to assess in higher level education. For instance, an executive educational institution has no control over level 3/4 outcomes when a professional student returns to their organization. Thus, setting behavioral change as a goal results in program failure in most cases. Some have proposed that CIPP and OBE are more suitable for education evaluation. What do you think?
I suggest using Most Significant Change (MSC) approach that is popular within development NGOs circles.
But IIE uses Kirkpatrick model when evaluating impact of Ford Foundation Fellowship in Asia (see: Social Justice Leaders in Action: IFP Impacts in AsiaJudith Kallick, Mirka Martel and Rajika Bhandari http://scholarshipsforchange.issuelab.org/resources/33923/33923.pdf)
Certainly, I used Kirkpatrick model when evaluating impact of DFAT Australia's training for Indonesian government officials during 2017/2018.
It depends on the person behind the framework and who would tweak questions that serve the objective of the evaluation. The key focus is 'change of self', i reckoned.
Thanks Jonatan - based on your recommendation I found this great assessment M&E site https://www.betterevaluation.org/en/start_here
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