[en] Training programmes for nuclear facility personnel as a result of the developing phase of SAT have to be approved in the subsequent implementation and evaluation phases with the consequence of several feedback activities in the whole training process. The effectiveness of this procedure has to be evaluated especially with respect to an improvement of safety culture, shorter outage times or better plant performance, resulting in a smaller number of incidents due to human failures. The first two arguments are directly connected with all types of maintenance work in a nuclear power plant and the related preparatory training measures. The reduction of incidents due to human failures is the result of different influences, i.e. training of the operational as well as of the maintenance personnel together with changes of the operating procedures or system design. Though an evaluation of the training process should always be based on a clear definition of criteria by which the fulfilment of the learning objectives can be measured directly, the real effectiveness of training is proven by the behaviour and attitude of the personnel which can only be taken from indirect indicators. This is discussed in more detail for some examples being partly related to the above mentioned arguments. An excellent plant performance, representing a general objective of all activities, can be analysed by the changed number and reasons of incidents in a plant during its operation time. Two further examples are taken from the reactor service field where there is a tendency to reduce the individual dose rates by changed devices and/or procedures as an output from training experience with mockups. Finally the rationalisation of refresher training for operational personnel by the use of interactive teaching programs (Computer Based Training - CBT) is presented which integrate learning objectives together with a test module. (author)