As the technology of the workplace changes, U.S. workers are called upon to have increasingly high workplace literacy skills in order to remain competitive. These skills encompass more than academic skills of reading and arithmetic; they involve complex applications of reasoning and problem-solving skills. In order to meet the need for workers with such skills, businesses often provide workplace literacy training programs. Such programs must be evaluated to see how well they are carrying out their mission and how they can be changed to meet the needs of employers and employees. Evaluation methods vary as the outcome sought varies. Companies generally evaluate training on four levels that measure: (1) to what extent the training meets organizational needs; (2) how well the employees master the content of the program; (3) how mastery of training transfers to, and has a positive impact on, job performance; and (4) to what extent changed job performance results in cost benefit to the organization. Evaluation criteria can be formulated based on these four levels of employer needs. Whatever type of program evaluation is used, it is critical that the data provide evidence that the program is or is not effective, based on the values of the organization. A true measure of program success is the willingness of the organization to expand it. (Contains 21 references.) (KC)