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ADDIE Evaluate Phase

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ADDIE is term that describes a commonly accepted sequence of procedural steps or phases used to design training. The five steps are Analyze, Design, Develop, Implement and Evaluate. This article is the fifth and final in a series of articles that breaks down each step of the ADDIE method. In this article, we’ll look at the ADDIE Evaluate phase.

Evaluating the Training Project

Evaluation is making sure that the training was valuable to your end-users. But unlike the other steps, the ADDIE Evaluation phase isn’t something that happens only one time. Evaluation is a continuous process that happens in many ways and many times along each step of the ADDIE model.

Formulative Evaluation and Summative Evaluation

Evaluation can be divided into two groups, Formulative Evaluation and Summative Evaluation.

Formulative Evaluation is ongoing. It occurs during each phase of course design and formation. Here, you use feedback to sharpen the course materials so you can have a more effective launch.

Summative Evaluation occurs after the release of the final version of instruction. You use it to determine the effectiveness of the instruction. This measures if your training meets your initial objectives.

Utilizing the ADDIE Evaluation Phase to Ensure Effectiveness

You evaluate your course for a couple of reasons. The first is to ensure its effectiveness. To determine the effectiveness of your course, ask questions like:

Did we meet the goals as set out in the analysis phase?

What feedback do we need to take back to the analysis phase?

Did we miss any training requirements?

Is this the right media for our learners?

An excellent tool for evaluating training performance is the Kirkpatrick method. You can find more information about the Kirkpatrick method by clicking here.

Utilizing the ADDIE Evaluation Phase to Demonstrate Value

The second reason to evaluate training projects is to demonstrate the value it brings to the enterprise. The best way to do this is to follow Steven Covey’s advice and begin with the end in mind. By determining your desired training accomplishment in advance, you can develop successful training. You also create courses that add value to your organization.

There are many ways you can measure this value, but the measure needs to line up with overall company strategy. This is often done using leading indicators.

For example, if you are measuring employee satisfaction this can include quarterly improved employee retention rate. If you are measuring sales, this can be month over month sales volume. Of course, the list is endless.

Here’s what’s key. By beginning with the end in mind, your training is much more likely to create the right impact.

That’s the ADDIE Model

This is the last article of this ADDIE model series. Please feel free to reach out to me if you have any questions. You can find me on LinkedIn at

Learn More about the ADDIE Model: