Level of behavioral changes
This level evaluates how people employ new knowledge in practice. If this does not happen, the knowledge is useless even if it was successfully assimilated.
Here we use one tool.
Change in competence
We ask learners to take a behavioral questionnaire before and after the course and then compare the results. If competence in some areas has improved, and did not change in those who did not participate in the training — our course had an effect.
For example, in a sales training it is important to evaluate how empathy changes. Without empathy it is impossible to establish trustful communication, to win a client's favor so that they would openly discuss their problem, and therefore it is impossible to sell.
Knowledge application environment
Learning is not completed until the worker applies new skills in practice: closes a cold sale, makes a presentation at a conference, notifies an employee of dismissal. These are real-life stressful situations, which turn abstract units of content into concrete competence in sales, public speaking or communication.

Practical tasks, interface and dialogue simulators help take this step, but not substitute it, because the learning environment is safe. There you cannot fail a real project, lose a client or look ridiculous, but only by taking risk is it possible to really learn.