Training Plan Template
A structured training plan template with learning objectives, skill assessments, a module schedule, evaluation criteria, and feedback loops — designed to develop your team systematically and measurably.
TRAINING PLAN — [Trainee Name / Role]
Manager: [Name] | Duration: [Start] – [End] | Mentor: [Name]
1. Learning Objectives
By the end of this training, the trainee will be able to:
• [Objective 1, e.g., "Run a full discovery call independently with a close rate above 30%"]
• [Objective 2, e.g., "Navigate the CRM and create accurate pipeline reports"]
• [Objective 3, e.g., "Handle common objections using the company playbook"]
2. Current Skill Assessment
• [Skill area]: Current level [1-5] | Target: [1-5]
• [Skill area]: Current level [1-5] | Target: [1-5]
Key gaps: [Specific areas needing development]
3. Training Schedule
Week 1-2: [Module name + activities + expected outcome]
Week 3-4: [Module name + activities + expected outcome]
Week 5-6: [Module name + activities + expected outcome]
4. Resources & Support
Materials: [Courses, documentation, shadowing sessions]
Mentor check-ins: [Frequency and format]
Tools access: [Systems and accounts the trainee needs]
5. Evaluation Criteria
• Milestone review: [Bi-weekly skill demonstration]
• Practical assessment: [Real-world task or simulation]
• Final evaluation: [Criteria for training completion sign-off]
How to Use This Template
Start with outcomes
Define what the trainee will be able to do, not what they will learn. "Run a discovery call independently" beats "understand the sales process." Outcomes drive focus.
Assess current skills first
Before assigning training, map where the person is today. This prevents wasting time on skills they already have and focuses effort on real gaps.
Build in checkpoints
Every 1-2 weeks, include a practical checkpoint where the trainee demonstrates the skill. Without checkpoints, you discover gaps too late to course-correct.
Assign a mentor
Pair the trainee with someone who can answer questions, model the skill, and provide real-time feedback. Self-study alone is rarely sufficient for on-the-job skills.
Customize in Dewx
Inside Dewx, tell Dew: "Create a 6-week training plan for a new SDR." Dew pulls role requirements from the OPS Hub, builds a module schedule with objectives and checkpoints, and assigns mentor check-ins automatically. Track progress with milestone tracking and get alerts when trainees fall behind.
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Frequently Asked Questions
What should a training plan include?
A training plan should include clear learning objectives (what the trainee will be able to do), a current skills assessment to identify gaps, specific training activities with timelines, resources and materials needed, milestones and checkpoints, evaluation criteria to measure progress, and a feedback mechanism. The best plans are outcome-focused, not activity-focused.
How long should a training plan last?
It depends on the scope. Role-specific onboarding training typically runs 30-90 days. Skill development programs are 4-12 weeks. Leadership development may span 6-12 months. The key is breaking long programs into short modules (1-2 weeks each) with clear milestones, so progress is visible and the trainee stays motivated.
How do I measure training effectiveness?
Use the Kirkpatrick model: Level 1 (Reaction) — did they find it useful? Level 2 (Learning) — can they demonstrate the skill? Level 3 (Behavior) — are they applying it on the job? Level 4 (Results) — did business metrics improve? Most organizations only measure Level 1. Measuring Levels 3-4 is where real ROI is proven.
How does Dewx help create training plans?
Inside Dewx, tell Dew: "Create a training plan for a new account manager." Dew pulls the role requirements from the OPS Hub, identifies skill gaps, and generates a structured plan with modules, timelines, and evaluation criteria. Track progress with built-in milestone tracking and feedback loops.
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