Evaluation · Tiers 1-6 can be built into the session; tiers 7-8 require follow-up weeks or months later.

LTEM (Learning-Transfer Evaluation)

An eight-tier learning-evaluation model that ranks evaluation methods from inadequate (attendance, activity) to strong (task competence, transfer and its effects). It was designed as an alternative to the Kirkpatrick model and is aligned with learning science, with particular emphasis on realistic decision-making and task performance.

When to use LTEM (Learning-Transfer Evaluation)

When designing evaluation for training that should change on-the-job performance, or when an existing evaluation relies only on smile sheets and knowledge quizzes.

How LTEM (Learning-Transfer Evaluation) works

Activities build from knowledge to decision-making competence.

Phases of LTEM (Learning-Transfer Evaluation)

  1. Attendance: Records who enrolled, started or completed. Useful admin data, but it says nothing about learning.
  2. Activity: Tracks participation: attention, interest, contributions. It shows engagement, not whether anything was learned.
  3. Learner Perceptions: Asks learners about their experience, ideally with questions about usefulness and likely application rather than satisfaction scores.
  4. Knowledge: Tests whether learners can recall facts and terminology. Include it only when that knowledge is needed for the task.
  5. Decision Competence: Checks whether learners can make the right decisions in realistic scenarios. In a session, use case-based questions or scenario choices.
  6. Task Competence: Checks whether learners can actually perform the task, combining decisions and actions, for example in a simulation or practical demonstration.
  7. Transfer: Assesses whether people use what they learned successfully in their real work, measured after the session.
  8. Effects: Looks at the effects of that transfer on the learner, colleagues, the organisation and wider stakeholders.

Key principles

  • Attendance and satisfaction do not validate learning
  • Test decisions and tasks, not just recall
  • Transfer is the real target
  • Match evaluation to realistic performance situations

Best for

  • Workplace and corporate learning
  • Scenario-based training design
  • Evaluation planning with stakeholders
  • Programmes that replace Kirkpatrick-only reporting

Considerations

  • Higher tiers take design time and access to learners after the session.
  • Scenario questions for Tier 5 must be well written or they become disguised knowledge tests.
  • Less widely known than Kirkpatrick, so stakeholders may need a short explanation.

Attribution & sources

Developed by Will Thalheimer, 2018

Primary source

Design a session with LTEM (Learning-Transfer Evaluation)

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