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Background: I was hired along with 6 other people to help clean up internal webpages. A couple of months later, the manger and the people above him decided that when we're done with the internal cleanup, they will pay and train us to learn Python. In one meeting, the manager tried to introduce us to Python to give us an idea of what it's like. I have a background of working with Python (I'm self-taught, and build and maintain Python projects on my Github). Rather than announce that I already know Python, I stayed humble and kept my month shut, because I might learn something I didn't know.

During the managers tutorial, he ran into some trouble with the IDE and code he was demonstrating. He told everyone to come back in a few minutes, while he worked on fixing the code. I offered to help him and in less than 5 minutes he was up and running. When the meeting resumed, he gave me a thanks in front of everyone, and moved forward.

During the training, we're given exercises to complete with a review process afterward.

Problem:

I don't know if it was the "thanks" I received or if the manager told the team without letting me know, but they keep coming to me to help them debug their code. At first I didn't mind, I showed them what was wrong, how to fix it, and how to use the IDE to help them debug. The problem is, they don't care to do it themselves.
The issues aren't all that difficult to understand (wrong variable names, calling functions that don't exist, or with the wrong number of arguments).

I'm getting work from the manager, plus the training we have to go through (I asked, and the manager stated I have to go through the training, regardless of what I know), it's too much.

How do I politely explain that I'm not the team's debugger/problem fixer? There is a review process afterward, and to learn from that?

Make sure in every instance it takes them longer to ask you than to do it themselves. Don't just fix their code, inflict a long-winded lecture on them in the process, demonstrate how to use the tools, inflict long philosophical discussions on development etc. Painstakingly find and show them the relevant documentation for every statement they get wrong, and then read it aloud to them, in a droning monotone. Aim to waste at least half an hour of their time per (simple) question.

Not answering would just get you labeled as a nasty, unhelpful person. But making it painful will have the opposite effect, while ensuring that they start thinking twice about whether it's worth the pain.

I don't know if it was the "thanks" I received or if the manager told the team without letting me know, but they keep coming to me to help them debug their code.

It's important that your manager is aware of what's going on where your team members coming to you for help. Propose to your manager a plan that both satisfies the business need and your career ambitions.

For instance, Tech leads and senior engineers will need to mentor more junior team members. The fact that your team member respect you enough to ask your question is already a step in the right direction. You could tell your manager that you would like to carve out some of your time to bring your team members up to speed and productive on their own projects.

But if you'd prefer to focus more on the project your manager has given you stated that and make sure your manager communicate that the team members should reduce their dependence on you.

To me, I would do a combination of both. I would help my team members help themselves (i.e. teach them the tools to debug on their own and create a team slack channel, email list or similar where people can answer each's questions) and make sure I make a splash with your new project.

You should have a discussion with your manager about your role. They may understand that debugging other employees' code is part of your job description. Let the manager know the trade-offs you face while working in the company. For example, you might say "when helping someone to debug their code, I don't have time to work on X, delaying outcome Z."

If debugging other's code doesn't affect your outcomes for the company directly, but you simply just don't enjoy debugging other people's code and don't think it is part of your job, that is also something to discuss. Find your formal job description and have a discussion with your manager about it. Discuss what needs to change in the job description and if raises/promotions may be warranted if the job description has been changed.

If the manager agrees its not your responsibility to debug code for others, then polite pointing to documentation, e.g. "what did the documentation say about this?" is a good way to respond that forces others to do a lot of research before they ask you to help them debug.