Corporate training provider or L&D consultancy
Free Training Proposal Template
A free corporate training proposal template with a needs assessment, curriculum design, cohort-based delivery plan, and a four-level evaluation framework.
Direct answer
A free corporate training proposal template with a needs assessment, curriculum design, cohort-based delivery plan, and a four-level evaluation framework.
Best for
- Corporate training provider or L&D consultancy creating a client-ready proposal
- Service teams that need training scope, pricing, timeline, and terms in one document
- Visitors who want to fill a proposal template before creating an account
Leadership Development Program Proposal
A tailored leadership program to build management capability across Beacon Health Systems' emerging and mid-level leaders.
- Prepared for
- Casey RoweCHRO, Beacon Health Systems
- Valid until
- Aug 29, 2026
Twelve weeks of leadership training for twenty new managers
Beacon Health Systems is promoting clinical and operational staff into management roles faster than the organization can develop them, and the gap shows up in engagement scores, turnover in the first year of management, and inconsistent team performance across sites. Catalyst Learning Group will design and deliver a twelve-week leadership development program for the first cohort of twenty participants, then evaluate outcomes and refine the curriculum for future cohorts.
Bring new manager turnover from 23 to under 15 percent
New managers are promoted based on clinical or technical expertise but receive little structured development in people management, resulting in inconsistent leadership practices, above-average first-year manager turnover, and declining engagement scores on teams led by recently promoted leaders.
Catalyst Learning Group will assess the specific capability gaps in the current management population, design a cohort-based program that blends workshops with on-the-job application, deliver the first cohort, and measure outcomes against baseline data to refine the curriculum for scale.
Success Metrics
- Team engagement scores
- Current
- Below organizational average for teams with managers promoted in the last 18 months
- Target
- Cohort participants' teams reach or exceed the organizational average within two quarters
- First-year manager retention
- Current
- 23 percent voluntary turnover within 12 months of promotion
- Target
- Below 15 percent for program participants
- Leadership capability self and manager assessment
- Current
- No structured baseline exists
- Target
- Measurable improvement on the post-program multi-rater assessment versus pre-program baseline
Managers practice new skills in real work between workshops
A cohort-based learning model that pairs facilitated instruction with applied practice, so participants build habits rather than just absorb content.
Client Dependencies
- Access to engagement survey data and manager turnover records for the baseline assessment
- Participant nominations finalized at least two weeks before cohort launch
- Participants' managers commit to supporting on-the-job application assignments
- A dedicated HR program coordinator for logistics and communication
Six half day workshops plus assessments and an evaluation report
In Scope
- Needs assessment including stakeholder interviews and data analysis
- Custom curriculum design for the target population
- Facilitation of six half-day workshops over twelve weeks
- Peer learning circle design and facilitation guides
- Pre and post program multi-rater assessment administration
- Post-cohort evaluation report with recommendations for future cohorts
Out of Scope
- Executive coaching or one-on-one development for individual participants
- HR policy redesign or performance management system changes
- Delivery of subsequent cohorts beyond the first
- Technology platform selection or LMS implementation
Success Prerequisites
- Baseline engagement and turnover data is available for the needs assessment
- Participants are released from operational duties for workshop days
- Participants' direct managers attend a one-hour orientation session on their role in supporting the program
First cohort runs from assessment to evaluation in 16 weeks
- ·Needs assessment report
- ·Curriculum and facilitator guides
- ·Cohort 1 delivery
- ·Evaluation report and iteration plan
We halved new manager turnover at a healthcare provider
Team Members
Leads the needs assessment, curriculum architecture, and overall program design and evaluation.
Delivers workshops, facilitates peer learning circles, and provides ongoing participant support.
Case Studies
Designed and delivered a management foundations program for 45 newly promoted clinical managers across four sites.
Built a peer learning model for mid-level managers that paired structured workshops with cross-functional learning circles.
Differentiators
- Programs are built on the client's actual data, not a generic leadership model applied to every organization
- Every workshop includes structured on-the-job application so participants practice in their real work context
- Evaluation is built into the design from the start, not bolted on at the end to justify the spend
One fixed price for the first cohort, end to end
Net 15
Pre-approved travel and venue expenses are billed at cost.
Fees
Stakeholder interviews, data analysis, capability gap mapping, and program design recommendation.
Six-workshop curriculum, facilitator guides, on-the-job assignments, and assessment instruments.
Facilitation of six half-day workshops, peer learning circle support, and ongoing participant guidance.
Post-program assessment, feedback synthesis, outcome analysis, and curriculum refinement recommendations.
Payment schedule
Needs assessment begins with your engagement and turnover data
- 1Accept the proposal and name an HR program coordinatorBeacon Health Systems
- 2Share engagement survey data and manager turnover recordsBeacon Health Systems
- 3Schedule stakeholder interviews for the needs assessmentCatalyst Learning Group
Source ledger
What's inside this free training proposal template
This training proposal template is a complete, editable example for corporate training providers and L&D consultancies scoping a leadership development or skills training program. It covers a needs assessment, curriculum design, cohort-based delivery, and an evaluation framework.
- Needs assessment with stakeholder interviews
- Curriculum design with learning objectives
- Cohort-based delivery schedule and facilitator plan
- Evaluation framework: satisfaction, learning, behavior, results
- Milestone payments across design and delivery phases
How to use this training proposal template
Preview the full example above, then open it in InkDraft to make it yours. Replace the sample program with your actual curriculum, adjust the delivery format and cohort schedule, and set the evaluation criteria. When the proposal reads the way you want it, send it for review and signature or export a PDF.
Template questions
What should a training proposal include?
A strong training proposal covers the needs assessment, learning objectives, curriculum design, delivery format and schedule, facilitator qualifications, evaluation methods (reaction, learning, behavior, results), and pricing with milestones tied to design and delivery phases.
How do you price corporate training?
Price by program phase: needs assessment, curriculum design, delivery (per cohort or per session), and evaluation. Per-participant pricing is an alternative for standard programs. This template uses fixed pricing with milestone payments.
Should a training proposal include evaluation metrics?
Yes. Define how you will measure impact at each level: participant satisfaction, knowledge transfer, behavior change, and business results. Without evaluation, neither side can tell whether the training worked.
What should be out of scope in a training proposal?
Typically participant travel and accommodation, LMS licensing, ongoing coaching beyond the agreed program, and content localization for additional languages.