Process: My process begins with a Needs Analysis to determine if training is a part of the solution to the performance problem. Story-telling combined with scenario-based learning is relatable and memorable. Adding a gamified concept where every continue button equates to points earned in the game for this sample adds some extra motivation to an already engaging learning experience. A few years back, I played pickleball for the first time and fell in love with the game! I was inspired to create this sample as onboarding training for new Sales Associates at a fictitious Pickleball Retail Store. When I first played pickleball, I did not wear the proper gear on outdoor and indoor courts. I learned the importance of the proper gear, and what the proper gear entailed, from fellow pickleball players, coaches, and other conversations with Subject Matter Experts (SMEs). This led me to design a course where the learner would be able to explain why basic safety gear is recommended as well as selecting basic gear needed for outdoor and indoor courts. There were a variety of interactive, multimedia, and assessment blocks to confirm what is being taught is also being caught. Then, I created a Design Document to provide more details on what content would be covered including interactions and scenarios, and received feedback from Instructional Design Mentors to revise and refine this deliverable. I developed each interaction and scenario with effective learning components such as learning objectives, sequence and scope, engagement, visual communication, visual design, demonstration and practice, usability, and assessment. After the training is implemented, I would evaluate the results of the training using: 

• Kirkpatrick's level 2 of evaluation: There will be 2 matching interactive Knowledge Checks and 2 workplace scenarios all with immediate feedback, which will assess and review the content related to the Terminal Learning Objectives. Each Knowledge Check will provide additional attempts for review. Additionally, the learner will be presented with 5 questions based on what they've been learning and practicing. The learner will score at least 80% with 4 out of 5 questions correct with unlimited attempts. There will be feedback provided after each question is answered.

• Kirkpatrick's level 3 of evaluation: 1 month after the training, the learners will be observed by the Store Manager. Feedback will be gathered from the Store Manager and provided to the new Sales Associate, followed by an interview with the learner. 3 months after the training, a Performance Evaluation will be conducted by the Store Manager on the learner. The 3-month Performance Evaluation will be compared to the prior 1-month observations. Evaluations and data analysis will occur again at the 5-month anniversary and then annually thereafter.

Tools: Articulate Rise, Canva

Process: My process begins with a Needs Analysis to determine if training is a part of the solution to the performance problem. Story-telling combined with scenario-based learning is relatable and memorable. My real-life experience with a family member's illness led me to design mini-scenarios that were most commonly mentioned at the rehab facility my family member was at and were based on feedback from guests and conversations with Subject Matter Experts (SMEs). One portion of the scenario titled "Concierge Tour Time" guides the learner on a tour of 3 examples of guest interactions. These scenarios lead to Knowledge Checks to confirm what is being taught is also being caught. Then, I created a Design Document to provide more details on what content would be covered including interactions and scenarios, and received feedback from Instructional Design Mentors to help me revise and refine this deliverable. I developed each scenario using animations, transitions, and various poses and expressions which ended with interactive scenario-based Knowledge Checks. After the training is implemented, I would evaluate the results of the training using: 

• Kirkpatrick's level 2 of evaluation: There will be 3 ungraded scenario-based Knowledge Checks of moderate interactivity with immediate feedback after each question, which will assess and review the content related to the Terminal Learning Objectives. Each Knowledge Check will provide 2 attempts, unless it’s a True/False, which will only provide 1 attempt. Additionally, there will be a 5 question scenario-based summative assessment where learners will be required to earn at least 80% to pass with unlimited attempts. Instead of immediate feedback after each quiz question, there will be feedback provided after all questions are answered. 

• Kirkpatrick's level 3 of evaluation: 2 months after the training, the learners will be observed by the Concierge Supervisor and Head Concierge Trainer. Feedback will be gathered from the Concierge Supervisor and Head Concierge Trainer and provided to the new Concierge Team Member, followed by an interview of the learner. 4 months after the training, a Performance Evaluation will be conducted by the Concierge Supervisor and Head Concierge Trainer on the learner. The 4-month Performance Evaluation will be compared to the prior 2-month observations. Evaluations and data analysis will occur again at the 6 month anniversary and then annually thereafter. 

Tools: Storyline 360, Canva