Training evaluation form, end-of-course or follow-up
Choose who answers, the learner, the manager or the trainer, and when: the questions come from a bank sorted by Kirkpatrick level. Remove the ones you do not need, add yours, and download the form as a PDF.
The information you received before the course (outline, invitation, access)
The course conditions (room, platform, schedule, pace)
How well the content matched your expectations and your job
The quality of the materials provided
The trainer’s teaching and the clarity of explanations
The room given to exercises and role plays
How well the course’s stated objectives were met
Your overall satisfaction
Would you recommend this course to a colleague? (0: not at all, 10: definitely)
012345678910What you liked most
What could be improved
The four levels of the Kirkpatrick model
Donald Kirkpatrick set out four levels of training evaluation in 1959. A satisfaction form covers the first; the follow-up form and the manager’s questionnaire cover the third and fourth.
Click a level: when to measure it, how, and a question from the generator.
- Level 1, reaction
- Is the participant satisfied?
- When
- At the end of the course, on the last day
- How
- Satisfaction survey
- Sample question
- “The trainer’s teaching and the clarity of explanations”
Five tips for a form people answer
A good form is short, specific, and handed out at the right moment.
- Tip 1
Ask while it is fresh
Hand out the end-of-course form in the last fifteen minutes, before people leave: the response rate drops sharply once they are gone. - Tip 2
One idea per question
“The content and the trainer” cannot be rated on one line. Split it. - Tip 3
An even scale to decide
A four-point scale has no middle answer: the participant has to lean one way. - Tip 4
Turn objectives into questions
Rather than “Were the objectives met?”, ask about each objective: you see which one fell short. - Tip 5
Come back later
Satisfaction says little about what changed at work. A follow-up survey a few weeks later does.
Your satisfaction rate, and how you calculated it
A satisfaction rate means little without its method: which question, how many answers, out of how many learners. Enter the answers to the overall satisfaction question: the rate and its method write themselves, ready to publish.
Rate calculated on 50 answers to the overall satisfaction question, for 60 learners trained (2026): share of “Satisfied” and “Very satisfied” answers.
End-of-course or follow-up?
The end-of-course form measures reaction and, through the objectives, part of learning. The follow-up form, sent weeks later, measures what changed at work. Most courses only do the first; the second is the one that convinces a client.
Paper or online?
Paper gets more answers in the room; online saves the data entry and works for follow-ups. The generator gives you a printable PDF; an online course can include the same questions as a survey.
Evaluations saved with each learner
With Learnybox, you place the evaluation at the end of your course as a survey; each learner’s answers are saved with their progress, quizzes and certificates.
Frequently asked questions
Another question? Write to us.
What should a training evaluation form include?
The organization, the content, the trainer, whether the objectives were met, overall satisfaction, a recommendation score and two open questions: what worked and what to improve. The generator starts from that and lets you remove or add questions.
What are good post-training survey questions?
Questions about one thing at a time, on a scale: “The clarity of the trainer’s explanations”, “How well the content matched your job”. Add one question per learning objective, and an open question on what could be improved.
What is the Kirkpatrick model?
A model with four levels of training evaluation, set out by Donald Kirkpatrick in 1959: reaction (satisfaction), learning (what was acquired), behavior (what is applied at work) and results (the effects on the business).
When should you send a follow-up evaluation?
A few weeks to a few months after the course, once people have had a chance to apply what they learned. It measures levels 3 and 4 of Kirkpatrick: behavior and results.
Should the manager answer too?
For the follow-up, yes: the manager sees changes in the employee’s work that the employee may not notice. The generator has a questionnaire for the manager.
How do you calculate a satisfaction rate?
Divide the number of “satisfied” and “very satisfied” answers to the overall satisfaction question by the number of answers. Always state the method next to the rate.
4 or 5-point scale?
Four points have no neutral answer and force a choice; five points allow a middle answer. Keep the same scale from one session to the next to compare them.
Is the generator free?
Yes. The form shows on screen with no account; the PDF asks for your email once.
Courses, evaluations and tracking in one place
Courses, surveys, quizzes and certificates on one platform. Free to start.