Training survey templates

Ask about role context, the top tasks they need to improve, baseline confidence, and constraints like time and tool access. Include a prioritization item (select top 3 topics) so you can choose what to build first. Start with the Training Needs Assessment Survey when you need to rank topics.

Ask Level 1 reaction items: relevance to the job, clarity, pacing, and one overall satisfaction rating. Add one Level 2 item (confidence or a short quiz) if you need to separate "liked it" from "learned it." Use the Post-Training Feedback Survey or the faster Employee Training Feedback Survey.

Send pre-training surveys before you finalize content (or 1-2 weeks before the session) so you can still adjust targeting and logistics. Send post-training surveys the same day to maximize recall. Send follow-ups at 30/60/90 days based on how quickly learners can apply, using the Training Follow-Up Survey.

Use Level 3 to ask how often people applied the skill and what blocked them (time, tools/access, process fit, manager expectations). Use Level 4 proxies to ask about changes in a KPI-linked outcome like time, errors, or customer results, then validate with business data when possible. Start with the follow-up template and add one or two KPI proxy items from What to Include.

Default to anonymous for Level 1 reaction feedback so you get candid comments. Switch to identifiable or confidential when you must follow up (coaching, tool-access troubleshooting) or when you need attestation for required training. Document handling and controls in your survey privacy and security approach.

Start with outcomes (relevance, learning, application), then segment by role, modality, cohort, and instructor. Look for low-scoring drivers that show up repeatedly in open-text themes, assign an owner, and re-measure with the same core items. If you cannot survey everyone, watch for response bias before you act on small subgroups.