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Training Evaluation Form
A training evaluation form that captures learner reaction, knowledge gained, and on-the-job application so you can prove and improve training impact.
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What you get
- A post-session reaction survey with rating scales
- A learning / knowledge-check section
- A 30-day behaviour-change follow-up
- Open feedback prompts to improve the next round
Template preview
A preview of the structure. Download the PDF or CSV for the complete, ready-to-use version.
Training details
- Training / session name
- Date attended
- Facilitator
- Your role / team— optional
Level 1 — Reaction
Rate each statement from 1 (strongly disagree) to 5 (strongly agree).
| Statement | Rating (1-5) |
|---|---|
| The objectives were clear and met | |
| The content was relevant to my role | |
| The facilitator was effective | |
| The format and pace worked for me |
Level 2 — Learning
Confirm what was actually learned.
- Confidence before (1-5)
- Confidence after (1-5)
- Knowledge check score— if a quiz was used
- One thing you learned you'll use
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How to use this template
- 1
Send it right after
Capture reaction and learning within a day of the session while it's fresh.
- 2
Follow up at 30 days
Re-send the behaviour section after a month to measure on-the-job application.
- 3
Aggregate the scores
Roll up ratings across learners to compare sessions and spot weak modules.
- 4
Act on the feedback
Feed insights back into the training plan and facilitator notes for the next cohort.
Frequently asked questions
When should I send a training evaluation form?
Send the reaction and learning sections immediately after the session, then re-send the application section about 30 days later. Behaviour change takes time to show up, so a single same-day form misses it.
What's wrong with only using a satisfaction survey?
Satisfaction (Kirkpatrick level 1) tells you if people enjoyed it, not whether they learned or changed. High smile-sheet scores often accompany zero behaviour change. Measure learning and application too.
How do I use the results?
Aggregate scores across learners to compare sessions and find weak modules, then feed open feedback into the training plan and facilitator notes. Evaluation is only valuable if it changes the next round.