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However, here I am really trying to assess their knowledge and skills (Kirkpatrick Level 2).

Hi fam -- At its core, level 2 is simply "did the learner get it?" In other words, this is something one can assess throughout the learning experience. For example, if teaching something like "Intro to MS Word," one might stop and have everyone print out what he/she has done so far. Or, perhaps if one is teaching a process, one would have the learners work together to create a job aid that illustrates the process. In a class I taught recently, we had participants present "commercials" about the products they had to know. There are many ways learners can demonstrate that they registered what they needed to register.

And to answer your more recent question -- usually, immediately following the "classroom" practice, we have had learners participate in on-the-job application with experienced salespeople close at hand as coaches to offer immedate feedback and assistance. This was the ultimate "test." Some people call this the "buddy system" or "peer partners." We used open-form feedback sheets that followed the sales process, and allowed the peers to provide specific feedback in writing. They would also review it verbally with the learner.

The ultimate question, of course, is --- how long is your company willing to wait for someone to be proficient at the job, and what does it mean to be proficient? It takes time and practice for something to become like second nature, particularly the more unique the job/process/product/tools are. Get that information in writing, up front, from the person with the authority to make that type of decision.

This message has been edited. Last edited by: Always Learning,

Thanks so much for all of the information! You have certainly given me food for thought!

Hi fam -- Please don't forget to come back and post about your experience once you've implemented whatever it is you decide to implement. Thanks!