Documente Academic
Documente Profesional
Documente Cultură
Presented to
Michael Rosales
Monterey County Learning and Organizational Development
By
Cassandra Humphrey, Deanne Dominguez, Maren Sibai, Terry Mincey
CSU Monterey Bay
July 10, 2018
Project Summary
This instructional design team will be creating a 35- to 45-minute training session aimed
at introducing managers and supervisors to new evaluation criteria and procedures. The
first training will be delivered in person on the employees’ lunch hour, but the eventual
goal is to transfer the training to a fully online, synchronous webinar. The proposed
training solution is a PowerPoint guided presentation. Participants will be able to
practice applying the information by responding to workplace scenarios and real-world
examples, and they will receive job aids to reference the new information after the
training session is over. To have a training be successful across platforms, materials
including facilitator guides, presentations, and employee handouts will be made
available both on and offline.
Long-term transfer will be displayed when and if a higher number of employees are
promoted into open positions than outside hires. However, due to time constraints,
learner comprehension of best practices for performance evaluations will be determined
by their ability to apply the new concepts in the practice scenarios and activities.
Audience Analysis
The Target Audience
The target audience for this training include managers and supervisors of civil services
departments of Monterey County. The organization is seeking to equip managers and
supervisors with the skills needed to properly conduct evaluation with their direct
reports. Due to shift scheduling, about 30-50 staff members are expected to attend the
face-to-face training, and around 100 are expected to participate in future webinars. All
the participants will have managerial or supervisory positions, and many will be at or
near retirement age.
Context Notes
For this training, there are two modes of delivery. First, the training will be conducted in-
person in a new training room, with about 35 participants anticipated to attend. In the
future, the client hopes to also offer this session as a webinar, which will be available to
up to 100 participants at a time.
Content Analysis
It is anticipated that with this training, participants will be able to determine what
evaluations should and should not look like, and how to properly conduct evaluation
while meeting Monterey County’s standards of performance. The training will cover five
topics through various teaching methods to assist learners in meeting these goals. The
topics include:
According to our point of contact, the participants have little to no previous knowledge
on how to conduct proper evaluation. Therefore, the topics stated are the ideal talking
points. Because the topics covered may be new for most, and because the training will
be conducted during lunch hours, our teaching approaches will include minimal active
participation and brief evaluation. Throughout the presentation and brief evaluation
phase, the appropriate teaching methods will be applied: attitudes, concepts, cognitive
strategies, procedural, problem-solving, and declarative knowledge.
To ensure the covered content agrees with the objectives, the module will be developed
using materials and resources provided by the client. This includes items such as an
article by Alison Green titled, “The Ways Managers Mess Up Performance Evaluations”
(See Appendix A) and other handouts used by Monterey County to conduct evaluations.
By use of a slideshow presentation the above items one to five will be covered. There
will also be accompanied job aids for two of the five topics, which include a printout of
the common pitfalls of doing evaluations and a print checklist to accompany how to
schedule and execute an evaluation. Lastly, there will be two two-minute practice
activities by the end of the training which will include identifying appropriate and
inappropriate ways to address poor performance and identifying appropriate and
inappropriate evaluation notes.
Although the module is designed to be simple yet effective, because of the type of
evaluations that will be conducted, it is appropriate for the learners to use a job aid to
assist them in conducting future evaluations.
Learning Objectives
For this training, we have two sets of learning objectives; Declarative Objectives and
Procedural Objectives.
Declarative Objectives:
● With a job aid, managers and supervisors will be able to:
○ List the steps of conducting an employee evaluation with 100% accuracy.
○ Identify procedures related to the new evaluation form with 100%
accuracy.
○ Explain the importance of providing consistent feedback throughout the
evaluation period in accordance with the new employee handbook.
● From memory, managers and supervisors will be able to tell where to find
resources on conducting evaluations with 100% accuracy.
● With a list of common evaluation pitfalls, managers and supervisors will explain
how to avoid each one of them with 100% accuracy.
Procedural Objectives:
● Given a set of statements, managers and supervisors will be able to identify
objective statements and isolate subjective ones with 100% accuracy.
● Given a scenario where an employee has performed poorly, managers and
supervisors will formulate and provide constructive feedback, professionally
addressing these issues as per the new employee performance procedure.
Evaluation Strategies
Level I—Participant Reaction
Participants will provide feedback on the session by completing a short reactionnaire,
where they will rate topics such as facilitator knowledge and delivery, presentation
materials, the usefulness of content, and overall satisfaction.
Level II—Performance
The facilitator will gauge participants’ comprehension by observing their responses to
practice activities and sample scenarios.
Introductions (3 minutes)
● Facilitator introduction
● Rationale
○ How this training and revised materials will streamline the evaluation
process
○ How tips/best practices will streamline the evaluation process
● Review agenda and outcomes
Development
To ensure our client receives a polished product by the time of the training, our team
has developed a basic plan for a successful delivery. We will be utilizing a project
schedule to ensure we complete the project on time, staying in active communication
with our client to ensure we are in agreement for his vision for the module, and keeping
our project as we’ve decided for a cost-effective approach to training.
Currently, several aspects of the training are still in development. The training room that
will be used for the first session is still under construction and therefore, internet access
is not for certain. However, there will be a projector, computer, notepads, and markers
available for learners regardless of internet connection. The employee handbook, which
outlines organization-specific protocol for completing evaluations is still in a draft stage,
and changes to the draft may affect the information included in the session or future
sessions. When it becomes available, the new handbook will be added to the appendix.
Furthermore, the evaluation materials are also in a draft stage, although it is close to
completion, with no major changes anticipated.
Implementation Notes
Materials
● Facilitator Guide (for in-person session)
● Facilitator Guide (for webinar)
● Presentation Slides File
● Supplemental Materials for Trainees
○ New evaluation (Appendix A)
○ Employee self-evaluation (Appendix B)
○ Evaluation checklist (Appendix C)
○ Common evaluation mistakes (Appendix D)
○ Reaction sheet (in-person) (Appendix E)
○ Online reaction survey (webinar)
Project Schedule
● Week 2 (By 6/26): Project Definition
● Week 3 (By 7/3): Clarification/Follow-Up Questions (if any)
● Week 4 (By 7/10): Design Document
● Week 5 (By 7/17): Storyboards*
● Week 6 (By 7/24): Project Development
● Week 7 (By 7/31): Share Project Draft/Tweaks*
● Week 8 (By 8/7): Final Deliverables*
* Emails will be sent regularly to keep the client up to date on development of the
product. Zoom check-ins with the client will occur at critical points (*) during
development. Additional Zoom meetings may be scheduled if needed, and the project
will culminate with a live demo of the materials.
Appendices
Appendix A
New Evaluation
Appendix B
Employee Self-Evaluation
Appendix C
Evaluation Checklist
Preparation
Execution
Conclusion