- Owner
- Learning and Development Manager
- Effective date
- September 15, 2026
- Review cycle
- Every 12 months
1.Purpose
To measure whether training changed participant knowledge, behavior and, where relevant, business results, and to use those findings to improve future training.
2.Scope
Applies to formal training programs delivered internally or by external providers. Day-to-day informal coaching is not evaluated under this SOP.
Definitions
- Reaction feedback
- Participant feedback collected right after a session about the content, delivery and relevance of the training.
- Knowledge retention
- How much of the training content a participant can recall or apply after some time has passed, not just immediately after the session.
- Business impact
- A measurable change in a business metric, such as error rate or output, linked to the training.
3.Responsibilities
- Training Coordinator
- Collects reaction feedback, administers knowledge checks, and compiles the evaluation report.
- Learning and Development Manager
- Sets evaluation criteria before training is delivered and uses findings to update the curriculum.
- Manager
- Observes on-the-job application after training and provides feedback on behavior change.
- Employee
- Provides honest reaction feedback and takes part in follow-up knowledge checks.
RACI matrix
| Activity | Training Coordinator | Learning and Development Manager | Manager | Employee |
|---|---|---|---|---|
| Define evaluation criteria before training | C | R/A | C | - |
| Collect post-session reaction feedback | R/A | I | I | R |
| Test knowledge retention | R/A | C | I | R |
| Observe on-the-job application | I | C | R/A | R |
| Compile and share the evaluation report | R | R/A | C | I |
R = Responsible, A = Accountable, C = Consulted, I = Informed
4.Materials and PPE
Materials, tools and systems
- →Post-session reaction survey
- →Knowledge retention test
- →On-the-job observation checklist
- →Business metric or KPI data relevant to the training
- →Evaluation report template
5.Procedure
- 5.1
Define evaluation criteria before training
Learning and Development ManagerBefore the training is delivered, the learning and development manager defines what success looks like, such as a target knowledge score, behavior change or business metric.
Checkpoint: Success criteria are agreed and documented before the training is delivered, not decided afterward.
- 5.2
Collect reaction feedback
Training CoordinatorImmediately after the session, the training coordinator sends participants a short survey about content relevance, delivery quality and their confidence applying what they learned.
- 5.3
Review reaction results
Training CoordinatorThe training coordinator reviews the reaction survey results for any low scores or comments that indicate a problem with the content or delivery that needs quick attention.
- 5.4
Test knowledge retention
Training CoordinatorA set period after the session, the training coordinator administers a short knowledge check to see how much participants retained, not just what they recalled immediately after training.
- 5.5
Observe on-the-job application
ManagerThe manager observes the employee performing the trained task or behavior on the job and completes the observation checklist noting whether it matches what was taught.
Checkpoint: Observation happens on real work, not a simulated demonstration, to confirm the skill transferred.
- 5.6
Gather manager feedback
Learning and Development ManagerThe learning and development manager collects feedback from managers on whether they have seen a change in performance or behavior since the training.
- 5.7
Measure business impact where relevant
Learning and Development ManagerFor training tied to a specific business metric, the learning and development manager compares the relevant KPI data before and after training to look for a measurable change.
- 5.8
Compile the evaluation report
Training CoordinatorThe training coordinator compiles reaction, knowledge, application and, where available, business impact results into a single evaluation report against the original success criteria.
- 5.9
Share results with stakeholders
Learning and Development ManagerThe learning and development manager shares the evaluation report with department managers and training sponsors, highlighting what worked and what did not.
- 5.10
Update the curriculum
Learning and Development ManagerThe learning and development manager uses the evaluation findings to revise course content, delivery method or timing for the next run of the training.
6.Quality checks
- →Success criteria are documented before training is delivered, not written after the fact.
- →Reaction feedback response rate meets the target set by the training coordinator.
- →Knowledge retention is tested after a delay, not only immediately after the session.
- →Evaluation findings are visibly reflected in the next version of the course.
7.Records
- →Documented evaluation criteria
- →Reaction survey and knowledge check results
- →Manager observation checklists
- →Evaluation report and curriculum update notes
8.KPIs
- →Average reaction survey score
- →Knowledge retention score after the delay period
- →Percentage of participants showing observed behavior change
- →Business metric change linked to the training, where measured
9.Common mistakes
- →Only measuring reaction feedback and treating a good mood in the room as proof training worked.
- →Testing knowledge immediately after the session instead of after a delay.
- →Skipping on-the-job observation entirely.
- →Collecting evaluation data but never using it to change the course.
10.Revision history
| Revision | Date | Description | Reviewed by |
|---|---|---|---|
| 1.0 | September 15, 2026 | Initial release | Alexa Uskova |
This is a template. Adapt it to your organization, equipment and local regulations before use.
