Training impact assessment: prove the training changed something
Run it once before the course and again 8 to 12 weeks after. Because the same 12 statements are rated by the learner, their manager and colleagues, the difference between the two runs is your evidence.
- Questions
- 15
- Reviewer time
- About 5 mins
- Typical cadence
- Once before the training, once 8-12 weeks after
What this assessment is for
Happy sheets measure whether people enjoyed the day. They do not tell a finance director whether anything changed. This assessment measures knowledge, application at work, visible behaviour change and results - Kirkpatrick levels 2 to 4 - in one short questionnaire.
Run it before a course and again 8-12 weeks after. The same 12 statements are rated by the learner, their manager and colleagues, so you get a measurable before-and-after on knowledge, application, visible behaviour change and results.
Who does what
The learner - the person who went on the training - not the trainer.
The learner rates how they now apply what they learned; their manager and colleagues say whether they have seen a change.
8 to 12 weeks after a course, to prove the training changed how someone works.
Reviewers: The learner, their manager and 2-4 colleagues who see the work.
What it measures
15 statements across 5 themes, each rated on a 1 to 5 scale.
Knowledge & confidence
Understands the subject and feels able to use it.
Application at work
Is actually using it in day-to-day work.
Visible behaviour change
Other people can see the difference.
Results & spread
It shows up in outcomes and in how the wider team works.
Transfer conditions
The role, manager and working environment make application possible.
- Understands this subject well enough to explain it to someone else.
- Is confident applying this in real situations, not just in theory.
- Recognises when this approach is the right one to use.
- Uses this in their day-to-day work at least weekly.
- Still applies it when the work gets busy or difficult.
- Adapts the approach sensibly to fit our organisation rather than applying it rigidly.
A sample of the 15 statements included.
Inside your report
What you get when the responses are in
- Scores across knowledge and confidence, application at work, visible behaviour change and results
- Directly comparable pre and post scores - the delta is your return on investment
- Learner versus manager and colleague views on whether the change is visible
- Board-ready summary of what shifted and what did not
When to run it
- After a qualification, apprenticeship or development programme
- Justifying next year's L&D budget with a measurable delta
- Comparing two training providers on outcomes, not feedback forms
- Proving to a board or funder that development spend is working
The business case, in three numbers
Everything you need to justify the spend to a finance lead.
- Assessment cost
- £10
- Typical cost avoided
- £1,200
- Break-even
- Proving one course worked pays for 160 impact assessments.
Including VAT, per assessment.
Training spend protected per employee
- Most training budgets are signed off with no measurement of whether behaviour actually changed.
- This is Kirkpatrick Level 3 evidence: the learner, their manager and colleagues rate the same observable behaviours 8 to 12 weeks later.
- Gives you the case to renew the training that works and stop paying for the training that does not.
Figures are published UK benchmarks (CIPD, HSE and recruitment cost surveys) and are indicative, not a guarantee of savings in your organisation.
How it works
1. Set it up and pay
Create the cycle, pay £10 including VAT, or use 2 credits if your organisation holds a credit wallet.
2. People tap a link
Everyone you invite gets a unique magic link. No account, no password, works on a phone.
3. Read the report
Scores, gaps and comments are assembled as responses come in, ready to take into the conversation.
Frequently asked questions
Who is assessed - the trainer or the learner?
The learner: the person who took the training. It measures whether their behaviour at work changed, not how good the trainer was.
When do we run it?
Once before the training to set a baseline, then again 8 to 12 weeks afterwards when new behaviour has had time to appear.
Who answers?
The learner rates how they now apply what they learned, and their manager plus two to four colleagues say whether they have seen the change.
Can we run it only after the training?
Yes, though a single post-course run tells you where things stand rather than how much moved. The before-and-after pair is what makes it ROI evidence.
Will we be reminded to run the follow-up?
Yes. Choose the baseline and follow-up journey, and the organisation owner is reminded 8 to 12 weeks later. The follow-up is launched and funded separately, so there is no automatic charge.
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Ready to run it?
Set up the cycle, invite the people you want to hear from and get your report.£10 including VAT, or through your organisation's credit wallet.
Buying for yourself? Pay directly at checkout with VAT included. Running this for your team? Organisation credits let you edit the questions, assign colleagues and view team analytics - credits are £5 each plus VAT, with no second tax when you spend them.