Did the training work? Prove it, don't guess.
Most L&D programmes are measured by attendance and a satisfaction survey. The Training Effectiveness Tracker measures what actually matters — whether behaviour changed on the job — through pre/post assessment aligned to the Kirkpatrick model.
What we track
Four levels, Kirkpatrick-aligned.
Most programmes stop at Level 1. The levels that actually justify the L&D budget are 3 and 4 — and they're the ones almost nobody measures.
Reaction
Did participants find the training relevant and engaging? The baseline everyone already measures.
Learning
Did knowledge or skill actually increase? Measured through pre/post assessment on the training content.
Behaviour
Did on-the-job behaviour change? Measured via manager-observed transfer scoring 30–90 days after training.
Results
Did the behaviour change move a business metric? Tied to the outcome the programme was commissioned to move.
Inside the report
Pre/post, side by side, with the delta that matters.
Where it earns its keep
Four decisions it sharpens.
L&D budget justification
Defensible, Level 3/4 evidence for renewing, scaling, or cutting a training programme — beyond a satisfaction score.
Programme design iteration
Behaviour-level data shows which modules actually transferred to the job and which didn't, ahead of the next cohort.
Manager accountability
Structured manager-observed scoring makes reinforcement part of the manager's job, not an afterthought.
Vendor & facilitator evaluation
Compares outcomes across facilitators or vendors on the same standardised instrument.
Frequently asked
Training Effectiveness Tracker, answered.
What is the Training Effectiveness Tracker?
A pre/post measurement tool that tracks training impact across four levels — Reaction, Learning, Behaviour and Results — aligned to the Kirkpatrick model.
How is behaviour change measured?
Through manager-observed transfer scoring 30–90 days after training, comparing observed on-the-job behaviour against the training's target competencies.
Can this work for any training programme, or only ours?
Any programme — internal, vendor-delivered, or a mix. The tracker is programme-agnostic; you define the target competencies and we instrument the measurement around them.
Do we need a baseline before training starts?
Yes — the pre-assessment is what makes the delta meaningful. We can help design a lightweight baseline even for programmes already underway.
Related
Pair this with —
Competency-Based
Target competencies for the training come from the same framework you assess against.
Competency →Learning & Development
The consulting practice that designs and runs the programmes this tracks.
L&D Services →Programmes & Workshops
See the Good 2 Great and Influencing Skills programmes this tool is built to evaluate.
Programmes →Get started
Stop measuring whether people liked it. Start measuring whether it worked.
Book a 30-minute consultation. We'll scope the levels, the baseline and the transfer window for your programme.