The purpose of this publication on agency training evaluation practices is to share approaches used by federal agencies to assess needs and measure training effectiveness. Emphasis is placed on the process of evaluation. Names of the agencies and highlights of the examples used by each follow: (1) Plant Protection and Quarantine (Department of Agriculutre, Animal and Plant Health Inspection Service) adapted a method known as Training Impact Auditing, in which supervisors learned to assess the changed behavior of newly trained officers; (2) the Forest Service's Region 5 (Department of Agriculture) used a questionnaire to measure perceived level of behavior of trainees; (3) the National Aeronautics and Space Administration evaluated career seminars for employees using employee self-assessments, end-of-course action planning, post-course group discussions, and individual follow-up; (4) the Department of the Navy's Finance Center developed a method to evaluate a course on employee/supervisory interactions; (5) the Office of Personnel Management developed a generic method of assessing behavioral change; and (6) the Bureau of Government Financial Operations (Department of the Treasury) carried out a year-long assessment of new courses, collecting data on reaction, learning, and transfer of skills to the job. (LC)