Glossary of terms used on this site

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Term Definition
Evaluation Hierarchy

Donald Kirkpatrick identified the evaluation model most widely recognized today in corporate training organizations. The Kirkpatrick Model addresses the four fundamental behavior changes that occur as a result of training.

  • Level one is how participants feel about training (reaction). This level is often measured with attitude questionnaires.
  • Level two determines if people memorized the material (learning). This is often accomplished with pre-testing and post-testing.
  • Level three answers the question, "Do people use the information on the job?" This level addresses transference of new skills to the jobs (behavior change). This is often accomplished by observation.

Evaluation Instrument

A test or other measuring device used to determine achievement (go and no-go) or the relative standing of an individual or group or a test objective (i.e., attitude, behavior, performance objective, and other attributes). Evaluation instruments include tests, rating forms, inventories, and standard interviews.
Evaluation Phase

The fifth of Instructional System Design phases (ADDIE). The purpose of this phase is determine the value or worth of the instructional program. This phase is actually conducted during and between all the other phases.
Evolutionary Approach

A method for developing training programs. It includes both deterministic and incremental systems, in contrast to the systems approach, which is entirely deterministic. This means that in an evolutionary approach, tentative or short term goals may be specified. This approach is particularly appropriate for situations where there is limited past experience from which to draw guidance.
Experiential Learning

A learning activity having a behavioral based hierarchy that allows the student to experience and practice job related tasks and functions during a training session.
Extrapolation

A sub-level of the comprehension level of learning in which students develop sufficient understanding to estimate trends or predict outcomes based upon the subject matter under study.
Facilitator

A person who makes it easier for learners to learn by attempting to discover what a learner is interested in knowing, and then determines the best way to make that information available to the learner by providing the knowledge, systems, or materials which enable the learner to perform a task more effectively. This is done by listening, asking questions, providing ideas, suggesting alternatives, and identifying possible resources.
Fading

The technique of gradually removing the teaching information in programmed sequence to the point that the learner is required to perform the desired behavior without assistance.
Feedback

Providing learners with information about the nature of an action and its result in relation to some criterion of acceptability. It provides the flow of information back to the learner so that actual performance can be compared with planned performance. Feedback can be positive, negative, or neutral. Feedback is almost always considered external while reinforcement can be external or intrinsic (i.e., generated by the individual).
Frame

Learning objects given to learners in order to achieve an answer. Their answer will determine the next frame to proceed to. Learners proceed through these "bits of data" until they have completed the required instruction.
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