How to Design Training Evaluation Forms

by Tara Duggan; Updated September 26, 2017
survey form

Designing a comprehensive training evaluation form lets you collect relevant feedback that enables you to improve your delivery operations. Training evaluation forms typically capture input on the learner's reaction to the training, what he learned, how his behavior has changed and the training's results for your business. To create your own training evaluation, download a sample or start from scratch to meet your organization’s unique needs.

Identify Purpose

When designing training evaluation forms, training professionals typically focus on assessing how effective the presenter or facilitator was in designing, developing and delivering the material. Link your questions to business objectives or results to make it most relevant for your organization. Once you're clear on your purpose, you can start writing the required questions to ascertain the learner's reaction to your training. For example, your purpose may be to find out if participants prefer self-contained computer learning modules to lectures.

Keep It Short

Keep your questionnaire brief, usually no more than one page, 15 questions or no more than 10 minutes to complete. By making your questions clear, simple and concise, you can ensure that everyone, regardless of their primary language or reading level, can complete the survey. Ask questions only about things you have the authority and ability to change. These questions may include course topics, sequence of material or length of course. For example, you may want to include questions that find out if the learner has retained knowledge of the information taught in the training. Ask questions about course logistics, such as timing and location, only if you could change them in the future.

Use Closed-ended Questions

By including primarily closed-ended questions -- ones that require a simple yes or no response -- you can most easily score your training evaluation form to determine if your training results in behavior changes and business results. You can add one or two open-ended questions as well to gather comments and other feedback. You can also ask participants to rate training on a scale of one to five, a simple scale. For example, you may want to ask if the learner felt the training course motivated him to try out his new skills back on the job.

Get Constructive Feedback

To get the most constructive and objective feedback, allow participants to contribute anonymously, either in physical or electronic survey form. This strategy allows them to answer honestly without fear of hurting your feelings or suffering retribution. Distribute the form right after your training so the experience remains fresh in the minds of the participants. Ask questions about the instructor’s effectiveness, quality of materials and relevance of examples. For example, you may also want to ask if the participants feel ready to apply what they have learned, would recommend the course to others or take additional courses of a similar nature.

About the Author

Tara Duggan is a Project Management Professional (PMP) specializing in knowledge management and instructional design. For over 25 years she has developed quality training materials for a variety of products and services supporting such companies as Digital Equipment Corporation, Compaq and HP. Her freelance work is published on various websites.

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