Training satisfaction survey template (free questionnaire)

Most training reports count attendance and satisfaction on the day. Neither tells you whether the training changed how people work. This survey asks about the whole year of training — whether it was relevant, whether people could apply it, and whether it is helping them grow — so you can decide what to keep, change or stop.

What questions are in the training survey?

Fourteen questions, each answered on the same five-point scale: 1 strongly disagree, 2 disagree, 3 neither agree nor disagree, 4 agree, 5 strongly agree, with "not applicable" where it fits. Two questions, marked (reverse-scored), are worded so that agreeing signals a problem; the spreadsheet flips their scores for you.

No.	Question	What it tells you
1	The training I received in the past year was relevant to my job.	Relevance, the first condition for any effect
2	I was able to apply what I learned within a month of the training.	Transfer to the job
3	The training was delivered in a language I could follow easily.	Accessibility, including language
4	Most of the trainers I had in the past year knew their subject well.	Quality of delivery
5	Training was often scheduled at times that clashed with my work.	Practical access (reverse-scored)
6	My manager discussed the training with me before or after it.	Whether the manager connects training to the job
7	I find it hard to know what training is available to me.	Awareness of the offer (reverse-scored)
8	Access to training is fair across teams and levels.	Perceived fairness
9	Most of the training I attended was the right length for its content.	Fit of the format
10	The training materials are useful to refer back to.	Value after the session
11	I receive the training I need to do my job safely.	The safety baseline
12	The training I receive is helping me progress in my career.	Career value, a reason to stay
13	I can ask for training that I think I need.	Voice in development
14	Overall, training here helps me do my job better.	A summary item to track over time

Open questions

Which training in the past year helped you most, and why?
What training would make the biggest difference to your work next year?

How should you run this survey?

Run it once a year, after the main training season, rather than after each course: the question is whether training as a whole is working. Keep the short end-of-course form for course-level feedback. Offer Arabic and English, and do not report any group with fewer than five answers.

How do you act on the results?

Compare relevance and application (questions 1 and 2) by team: training that people rate relevant but cannot apply usually means the job, the manager or the tools are in the way — not the training. Ask managers to discuss training before and after each course, because the manager's conversation is often the difference between a course and a change. Use the open answers to plan next year's calendar.

Frequently asked questions

Is this survey the same as an end-of-course evaluation?

No. An end-of-course form asks about one session on the day. This survey asks whether a year of training made a difference to people's work.

Can we use this survey to measure training effectiveness?

It measures how employees experience the transfer of training. For effectiveness, add evidence from the job itself, such as quality, safety or sales figures linked to what the training targeted.

Should we ask which courses people attended?

Only if you will act on the answers by course and each course has enough respondents. Otherwise, keep the survey about training in general.

Training satisfaction survey template: 14 questions on whether training works