Impact assessment

Examples

To know whether a learning resource / training has been impactful (has made a difference to staff work practices and outcomes for children and young people) it is helpful to collect impact data at four levels as described by Kirkpatrick (1994):  

1. Reaction:  

What the learners thought and felt about the training. Satisfaction with training feedback sheets can help with this

Tools to measure reaction: Examples

2. Learning 

Did attendees gain the intended knowledge? Tests of knowledge and exams can measure this and pre and post training ratings of knowledge and confidence can capture these data

Tools to measure learning: Examples

3. Behaviour: 

Has the training resulted in changed work practices? This level is key. We know that without some form of on-the-job support, e.g., coaching from an expert in the approach, even very high-quality training, that includes practice and feedback, is unlikely to result in changed work practices 

Tools to measure behaviour: Examples

4. Results:  

The crucial factor – has this learning resource made a difference to children and young people’s mental health and wellbeing? To capture these level 4 data, we must ask the children and young people themselves, e.g., using routine outcome measures / or survey data

Tools to measure results: Examples