The purpose of this document is to share various approaches used by federal agencies to assess needs and measure training effectiveness. The emphasis in the descriptions is on the evaluation process rather than on the results. One program was evaluated by employing return-on-investment (ROI) data and using volunteer line personnel who conducted the course to gather and diagnose the results with participants. Various control groups were used to assess success of another program. Data, which were manipulated by a computer program, revealed the relationship between training and job performance for another study. One course was evaluated by means of an employee in-course evaluation and a supervisory on-job performance evaluation 4 to 6 months after the course. Tracking monthly reports and interviewing managers at quarterly intervals to ascertain the extent of the implementation of features taught during a particular course were additional evaluation techniques used. A semi-structured group interview evaluation process produced specific examples of changes resulting from specific training. A generic follow-up evaluation method, the Participant Action Plan Approach (PAPA), determines the extent of behavioral change after a training course. It was used in conjunction with questionnaires and personal interviews to assess if specific changes were actually implemented as a result of training. (HFG)