Ready-to-use survey templates for evaluating training, courses, programs, and onboarding

What you’ll find in this article

Below you’ll find a set of ready-made survey templates you can use as inspiration or a starting point for creating your own versions.
Each template includes:

• example closed and open-ended questions,
• recommendations for the best time to send the survey,
• a short description of its purpose and context.

Why use them?

Surveys are a practical tool that helps HR and L&D teams evaluate the effectiveness of development initiatives and the employee experience.

With ready-made templates, you can:

• easily collect reliable data on the impact of trainings and programs on everyday work,
• design surveys faster — without starting from scratch,
• gather consistent, comparable data based on the Kirkpatrick model,
• better understand the onboarding experience of new employees and identify areas for improvement.
  
   

List of templates

1. Post-training survey template – Kirkpatrick Level 1 + 2 (Reaction + Learning) – Instructor-led training (online or classroom)
2. Post-training survey template – Kirkpatrick Level 1 + 2 (Reaction + Learning) – E-learning course
3. Post-training survey template – Kirkpatrick Level 3 (Behavior) – Instructor-led training (online or classroom)
4. Post-training survey template – Kirkpatrick Level 3 (Behavior) – E-learning
5. Post-program survey template – Kirkpatrick Level 3 (Behavior) – Development programs
6. Onboarding survey template – First weeks of the program
7. Onboarding survey template – Onboarding summary
   
    

How to use them

• Review the example templates below.
• Create your own version based on the chosen template and add it to your platform. You can freely adjust the questions to fit your organization’s context.
• Send the survey at the right stage of the development cycle (e.g. right after a training or 3–6 weeks later) to gather the most valuable data.

Explore the full content and application details of each template below.
 

1. Post-training survey template – Kirkpatrick Level 3 (Behavior) - for instructor-led trainings (online or classroom)

This is a ready-to-use survey template designed to measure training effectiveness at Level 3 of the Kirkpatrick Model (Behavior) - that is, whether participants have applied new skills and knowledge in practice.

The template was created with instructor-led training in mind, both online and in person.

You can use it as-is or select only the questions that best fit your context.  Treat this material as inspiration for building your own customized survey.

The closed and open-ended questions included in this survey focus on:

• actual application of new knowledge and skills,
• impact on work quality,
• factors that support or hinder the transfer of learning to daily practice.

🕒 Recommendation: Send the survey at least 3–6 weeks after the training, to ensure participants have had enough time to apply what they learned in their work.

Description for participants:

This short survey helps us understand whether you’ve been able to apply what you learned during the training in your everyday work.
Your answers will help us identify what supports or hinders the transfer of new skills into practice so we can plan more effective development initiatives in the future.

Closed questions

Please rate your experience on a scale from 1 to 5, where:
1 – strongly disagree / 5 – strongly agree

1. In recent weeks, I have applied the knowledge or skills I gained during the training.
2. Applying what I learned in the training has had a positive impact on the quality of my work.
3. I have felt supported by my manager and/or team in applying the new skills.
4. The knowledge gained during the training continues to be useful in my daily work.

(Optional) Questions about implementation conditions

5. Organizational conditions (time, tools, access to support) make it easier to apply new skills.
6. I’ve had enough opportunity to test and practice new approaches in my work.

Open-ended questions

7. In what situations have you applied the knowledge or skills gained during the training?
8. What helped you transfer the learning from the training into your daily work?
9. What obstacles made it harder for you to apply new knowledge or skills?
10. (Optional) What would make it easier for you to effectively apply what you learned in practice?
    
     

2. Post-training survey template – Kirkpatrick Level 3 (Behavior) - e-learning courses

This is a ready-to-use survey template designed to measure the effectiveness of e-learning courses at Level 3 of the Kirkpatrick Model (Behavior) — that is, whether participants have applied new knowledge and skills in their everyday work.

The survey was created for asynchronous learning formats. You can use it in full or select only the questions that best fit your context. Treat this set as inspiration for creating your own customized survey.

The closed and open-ended questions focus on:

• the actual application of knowledge or skills after completing the course,
• the impact on work quality,
• factors that support or hinder the transfer of learning into practice.
   

🕒 Recommendation: Send the survey at least 3–6 weeks after course completion, to give participants time to apply what they’ve learned in practice.

Description for participants:
This short survey will help us understand whether you’ve been able to apply the knowledge and skills gained from the e-learning course in your daily work.
Your responses will help us see what supports and what hinders the transfer of learning into everyday practice, allowing us to design more effective development activities in the future.

Closed questions

Please rate your experience on a scale from 1 to 5, where:
1 – strongly disagree / 5 – strongly agree

1. In recent weeks, I have applied the knowledge or skills gained during the course.
2. Applying what I learned in the course has had a positive impact on the quality of my work.
3. I felt sufficiently prepared to independently apply the new knowledge or way of working.
4. The knowledge gained from the course continues to be useful in my daily work.

(Optional) Questions about implementation conditions

5. Organizational conditions (time, tools, availability of support) make it easier to apply new skills.
6. I’ve had enough space and opportunity to test the new approach in practice.

Open-ended questions

7. In what situations have you applied the knowledge or skills gained from the course?
8. What helped you transfer the knowledge from the course into your daily work?
9. What obstacles made it harder for you to apply the new knowledge or skills?
10. (Optional) What would make it easier for you to apply what you learned from the course into practice more effectively?

3. Post-training survey template – Kirkpatrick Level 1 + 2 (Reaction + Learning) - instructor-led trainings (online or classroom)

This is a ready-to-use survey template that combines questions measuring Level 1 and Level 2 of the Kirkpatrick Model: Reaction (participants’ evaluation of the learning experience) and Learning (self-assessed increase in knowledge, skills, and readiness to apply them).

It was designed for instructor-led trainings, both online and in-person.

You can use it in full or select only the questions that best fit your context. Treat this material as a starting point for creating your own customized survey — ready to use in HCM Deck.

The questions in the survey refer to two Kirkpatrick levels:

• Level 1 – Reaction: questions 1, 2, 6, 9
• Level 2 – Learning: questions 3, 4, 5, 7, 8

🕒 Recommendation: Send the survey right after the training, while participants still have fresh impressions and can best evaluate the usefulness of what they’ve learned.

Description for participants:
This short survey will help us understand how you evaluate the training experience and to what extent it has contributed to your development — gaining new knowledge, skills, and readiness to apply them in practice.
Your answers will help us improve our current initiatives and design future development activities to make them even more valuable for you and the organization.

Closed questions

Please rate your experience on a scale from 1 to 5, where:
1 – strongly disagree / 5 – strongly agree

1. The training content was clear and easy to understand.
2. The trainer delivered the session in an engaging and accessible way.
3. The scope of knowledge and skills was relevant to my role and responsibilities.
4. Thanks to the training, I have a better understanding of the topics covered.
5. I feel better prepared to apply the knowledge and skills in my daily work.

Open-ended questions

6. Which parts of the training content did you find most useful for your role or everyday work?
7. In which areas of your work do you plan to apply the knowledge or skills you gained?
8. What could be improved in the future — in terms of content, format, or organization of the training?
9. (Optional) Was there anything in the content or delivery style that made it harder for you to absorb the material?
   
    

4. Post-training survey template – Kirkpatrick Level 1 + 2 (Reaction + Learning) - e-learning courses

This is a ready-to-use survey template that combines questions measuring Level 1 and Level 2 of the Kirkpatrick Model: Reaction (participants’ evaluation of their learning experience) and Learning (self-assessed increase in knowledge, skills, and readiness to apply them).

It was designed for asynchronous e-learning courses.
You can use it in full or select only the questions that best fit your context. Treat this material as a starting point for creating your own customized survey — ready to use in HCM Deck.

The questions in this survey refer to two Kirkpatrick levels:

• Level 1 – Reaction: questions 1, 3, 6, 9, 10
• Level 2 – Learning: questions 2, 4, 5, 7, 8

🕒 Recommendation: Send the survey immediately after course completion, while participants’ impressions and assessments of its usefulness are still fresh.

Description for participants:
This short survey will help us understand how you evaluate the e-learning course and how much it contributed to your development — gaining new knowledge, skills, and readiness to apply them in your daily work.
Your feedback will help us improve our current initiatives and design future development programs to make them even more valuable for you and for the entire organization.

Closed questions

Please rate your experience on a scale from 1 to 5, where:
1 – strongly disagree / 5 – strongly agree

1. The course content was clear and logically structured.
2. The scope of knowledge and skills was relevant to my role and responsibilities.
3. The e-learning format was accessible and engaging.
4. The course helped me better understand my tasks, role, or professional challenges.
5. I feel prepared to apply the knowledge and skills in my daily work.
6. The course met my expectations in terms of the scope of the knowledge provided.

Open-ended questions

7. Which parts of the course content did you find most useful for your role or everyday work?
8. In which areas of your work do you plan to apply the knowledge or skills you gained?
9. What could be improved in the future — in terms of content, format, or course organization?

10. (Optional) Was there anything in the course content or e-learning format that made it harder for you to absorb the material?

     

5. Post-program survey template – Kirkpatrick Level 3 (Behavior) - development programs

This is a ready-to-use survey template for evaluating the effectiveness of an entire development program.
The survey focuses on Level 3 of the Kirkpatrick Model (Behavior) — assessing whether participants have actually applied the knowledge and skills gained during the program in practice.

Programs delivered on the platform may vary in structure and typically include multiple 70-20-10 learning components (e-learning courses, instructor-led sessions, assignments, articles, meetings, etc.).
This survey helps gather a comprehensive final reflection after completing the full program.

🛠️ You can:

• use this template in full or select only the questions that fit your context best,
• add program-specific questions (e.g., for onboarding or leadership programs),
• include additional demographic fields (e.g., position, location, program name) if you need deeper analysis.

🕒 Recommendation: Send the survey 3–6 weeks after program completion to ensure participants have had sufficient time to apply what they’ve learned in practice.

Description for participants:
This short survey will help us understand to what extent the entire development program has led to real change — applying new skills, adopting new approaches, and improving effectiveness in your everyday work.
Your responses will help us enhance current initiatives and design future development programs that are even more valuable for you and the organization.

Closed questions

Please rate your experience on a scale from 1 to 5, where:
1 – strongly disagree / 5 – strongly agree

1. The different elements of the program complemented each other well and formed a coherent whole.
2. I felt sufficiently prepared to independently apply new knowledge or approaches.
3. The program was well-aligned with my development needs.
4. In recent weeks, I have applied the knowledge or skills gained from the program.
5. Applying the knowledge or skills from the program has positively influenced the quality of my work.
6. The program helped me better understand my tasks, role, or professional challenges.

(Optional) Questions about implementation conditions

7. Organizational conditions (time, tools, access to support) made it easier to apply what I learned in practice.
8. I had enough space and opportunity to test and consolidate new approaches in practice.

Open-ended questions

9. In what situations have you applied the knowledge or skills gained during the program?
10. What helped you transfer the knowledge from the program into your daily work?
11. What obstacles made it more difficult for you to apply new knowledge or skills?
12. (Optional) What would make it easier for you to implement what you learned more effectively?
13. (Optional) Which elements of the program did you find particularly valuable?
     

6. Onboarding survey template – First weeks of the program

This is a short survey designed to check how new employees evaluate key elements of their onboarding — both the program quality (materials, buddy support, readiness for the role) and the user experience on the platform.
With clearly divided sections, you can analyze responses related to program evaluation and platform experience separately.

🕒 Recommendation: Send the survey during the onboarding process (e.g., after 2–3 weeks from the program start).

Description for participants:
This short survey will help us understand how you evaluate your onboarding so far (Section 1) and your experience using the platform (Section 2).
Your answers will help us ensure that everything works as intended — and quickly implement improvements if needed.

Section 1: Onboarding experience

Please rate your experience on a scale from 1 to 5, where:
1 – strongly disagree / 5 – strongly agree

1. The onboarding materials are clear and helpful in getting to know the company and my role.
2. I receive regular and valuable support from my buddy or mentor.
3. My leader regularly supports me during onboarding and ensures the program is going as planned.
4. I feel prepared to perform the basic tasks of my role at this stage of onboarding.

Open-ended questions:

5. What helped you the most during your first weeks at work?
6. What, in your opinion, could improve the first weeks of the onboarding process?

Section 2: Platform experience

Please rate your experience on a scale from 1 to 5, where:
1 – strongly disagree / 5 – strongly agree

7. The platform is intuitive and easy to use during the onboarding process.

Open-ended question:

8. How could the platform experience be improved during onboarding, in your opinion?

    

7. Onboarding survey template – Onboarding summary

This is a ready-to-use survey template for evaluating the entire onboarding program after its completion.
It allows you to assess both the program quality (materials, buddy support, readiness for the role) and the user experience on the platform.
With clearly divided sections, you can analyze responses related to program evaluation and platform experience separately.

🕒 Recommendation: Send the survey immediately after the onboarding ends (e.g., during the first week following program completion).

Description for participants:
This survey will help us understand how you evaluate the overall onboarding process — both its content and support (Section 1), and your experience using the platform (Section 2).
Your feedback will help us improve future onboarding programs, making them even more valuable and supportive for a smooth transition into a new role.

Section 1: Onboarding experience

Please rate your experience on a scale from 1 to 5, where:
1 – strongly disagree / 5 – strongly agree

1. The onboarding materials were clear, consistent, and helpful.
2. The support from my buddy or mentor was regular and useful.
3. My leader regularly supported me throughout the onboarding process and ensured the program went according to plan.
4. The onboarding program was well-suited to my needs and role.
5. After completing the onboarding, I feel prepared to perform my tasks independently.
6. The onboarding experience increased my confidence and effectiveness at work.

Open-ended questions:

7. Which elements of the onboarding program did you find particularly valuable?
8. What aspects of the program (content, format, organization) could be improved?

Section 2: Platform experience

Please rate your experience on a scale from 1 to 5, where:
1 – strongly disagree / 5 – strongly agree

9. The platform was intuitive and easy to use throughout the onboarding process.
10. Tasks and materials were logically structured and easy to access.

Open-ended questions:

11. What aspects of the platform were most helpful in completing your onboarding process?
12.  How could the platform experience during onboarding be improved, in your opinion?