Competency 7

Artifact 7.1 – EDCI 528 – Potential Performance Improvement Interventions

Artifact 7.2.A – EDCI 566 – Story Board – Human Trafficking Digital Identification Guide

Artifact 7.2.B – EDCI 566 – Digital Job Aid – Human Trafficking Digital Identification Guide

Artifact 7.3 – EDCI 577 – DJJS Motivational Interviewing Training Evaluation Report

Artifact 7.1 – EDCI 528 – Potential Performance Improvement Interventions – This is a full performance analysis and intervention plan put together for a restaurant who was having performance problems with their hosting staff. It runs through the analysis process, what interventions were suggested, and the evaluation process that would be followed to determine the effectiveness of the intervention plan.

Artifact 7.2.A & B – EDCI 528 – Story Board & Digital Job Aid – This job aid was created for the Utah Division of Juvenile Justice Services as a way to assist staff in identifying potential victims of human trafficking. Both the storyboard and fully finished Digital Job Aid are provided.

Artifact 7.3 – EDCI 577 – DJJS Motivational Interviewing Training Evaluation Report – This is a fully developed evaluation report for the Utah Division of Juvenile Justice Services Motivational Interviewing Training. It includes evaluation and assessment instruments for 7 online courses and 8 live classroom courses.

For this sub-competency, I believe Artifact 7.1 – Potential Performance Improvement Interventions, is a perfect example of identifying and analyzing learning and performance problems. In this paper, I analyzed the performance of the hosting staff for a local restaurant I am very familiar. During my analysis, I identified a number of performance problems and used Gilbert’s Behavior Engineering Model (2007) to identify potential causes of these performance problems. Once I was able to identify the performance problems I designed an intervention plan, that I thought would be of most value to the restaurant, and created an evaluation plan to measure the success of the intervention plan. This artifact shows how articulate I can be about conducting a thorough and detailed performance analysis to get at the true root causes of the performance problem. It shows my process for identifying performance problems, causes of performance problems, and effective solutions. I am passionate about performance improvement and performance analysis, and I think the detail of this paper goes to show my dedication to ensure it is done properly.

For this sub-competency, I wanted to point out artifacts 7.2.A & 7.2.B, because of the work that I put into creating the storyboard and developing the actual digital job aid. For this, I created a detailed storyboard that laid out exactly how I wanted the final digital job aid to look. I planned it out ahead of time with my SME, designed the storyboard, and gained approval from him before moving on into the development stage, to avoid any potential issues ahead of time. The reason I used a digital job aid format with this project, was because through a needs assessment and performance analysis I was able to determine that it would be more useful than a simple poster or training program. It could contain a lot more information than a poster, yet would still be simpler than a full-blown training program. The final product was loaded onto the Division’s website where it was accessible instantly to anyone within the Division. For this project, I used a number of instructional design principles to help me create an effective and efficient digital job aid.

Artifact 7.3 I believe is an excellent example of my ability to develop an evaluation plan according to recognized standards and goals. In this paper, I created a full evaluation plan and a number of evaluation tools for 8 online module courses, and 7 classroom courses. The purpose of this was to create a detailed evaluation plan for a course that the Division of Juvenile Justice Services had already created, yet had not created an evaluation plan for. In this I used the Kirkpatrick 4-Levels Evaluation Model (2007) to design and develop a thorough evaluation plan. I developed evaluation objectives, designed evaluation tools, and designed automated evaluation analysis tools. Within this artifact, you can see the level of detail I put into creating a truly all-inclusive evaluation plan that started from the analysis phase and followed through to the development phase. I picked this specific artifact because I believe it is truly one of the best works I have completed in this program, and I think it really does show my ability to develop thorough and effective evaluation plans.

This is personally the most important competency to me because of the importance of being able to use all the instructional design principles we have learned throughout this program. Specifically, I hope to continue using these principles and researching new instructional design models, evaluation tools, and analysis tools. Currently, I am designing a course on Human Performance Technology for my practicum project, and for the Division of Juvenile Justice Services. During the research process, I have learned a tremendous amount about new techniques for analyzing performance programs, things we did not learn in EDCI – 528. It just goes to show that learning never has to stop and that after this program I can continue to learn and grow on my own. You cannot continue to grow without hard work, complacency is a detriment to growth and a killer to progress.

– Gilbert, T. F. (2007). Human competence: Engineering worthy performance (Tribute Edition). San Francisco, CA: Pfeiffer.
– Kirkpatrick, J. D., & Kirkpatrick, W. K. (2006). Evaluating Training Programs: The Four Levels (3rd Edition). San Francisco, CA: Berret-Koehler Publishers, Inc.