e-Learning

Audience:  This training is designed for new volunteers and new staff members of Summit Community Lutheran Church. A majority of the volunteers are 55+ years old while new staff can range in age from 20-65 years of age. The majority will have some technology experience while having no experience in using CCB (Church Community Builder). 

Problem: Current staff are required to spend numerous hours training new volunteers and new staff members on how to use CCB. The current method of training requires existing staff to do the training, which takes away precious hours from their own responsibilities. The goal is not currently being met because CCB is not intuitive and requires exploration time or guidance from current staff members. The “Help” sections in CCB are not helpful and it is often very time consuming to search their library of articles and videos to find what is needed.  Additionally, new volunteers often need refresher training for the next couple of weeks since they only volunteer once per week; some volunteers are snowbirds (part-time AZ resident) and need refresher training when they return in the fall. This all takes time away from the current staff member’s other responsibilities.

Solution: New volunteers and new staff will be able to learn from the e-learning course. Snowbirds can re-watch the e-learning course to refresh their learning. All of this will free up time for current staff. The new volunteers and new staff should be able to navigate and work in CCB without help from current staff. 

Process: I followed the ADDIE/SAM model with a backward design.  As a former employee of Summit, I observed many of the struggles experienced by new staff and new volunteers. As I became more experienced in CCB, I was tasked with providing training for the new staff and volunteers. I discovered that many of the learners didn't have the time to watch the videos, hunt for the necessary articles or teach themselves how to use the system. 

• I worked with the Subject Matter Experts (SMEs) to determine the most needed learning objectives for new learners. 

• I worked backwards to make sure each part of the training was aligned to an objective. 

• I formed a design document and storyboard to guide the training details. 

• I began developing the training. 

• I developed assessments for each learning objective following Kirkpatrick's level 2 for scenario based questions. 

Throughout the process, there were numerous check-ins with the SMEs and other stakeholders. After many rounds of checking in, receiving feedback and making revisions, we determined that a job aid to support the learner after the training would be helpful.

Kirkpatrick's level 3 assessment will be workplace observations of new staff and volunteer performance in CCB around 6 weeks after training. Conversations with new staff, new volunteers, current staff and current volunteers to see if new staff and new volunteers are successful in completing their tasks with no/little support from current staff and current volunteers. 

Highlights: This course includes a work place scenario with avatars to introduce the reasons for the learning that is needed. The avatars are also used to introduce the learning objectives and to summarize the learning at the end. This course incorporates:

• an accordion interaction

• branching slides

• click to reveal interactions

• tab interactions

• hover and visited states

• entrance and exit animations

• pop-up interactions

• hotspots

• markers

• audio narration

• multiple scenario-based knowledge checks

• scenario-based final assessment questions. 

Tools Used: Articulate Storyline, Canva

Audience:  This training is designed for employees who are already trained in the Oversize department and have low packing rates. Ages range between 18-65 yrs of age, male or female, and most have at least a high school education. The learners have had the basic training in the Oversize department and have a basic idea of how to operate at the station. 

Problem: Employee rates for preparing and packing items in the Oversize station are too low. This prevents packages from being shipped out at the first shipping time of the day. Customers are complaining that 4 or more days is too long to receive their orders. 

Solution: Employees will learn ways to improve their packing rates in the Oversize station through the e-learning course. Afterward, they will receive support from the floor supervisor or an assigned mentor. Employee packing rates will increase by 25% and customers will receive their packages in 3 days or less. 

Process: I followed the ADDIE/SAM model with a backward design.  I worked with the Subject Matter Experts (SMEs) to determine the most needed learning objectives based on packing rates and supervisor observations. 

• I worked backwards to make sure each part of the training was aligned to an objective. 

• I formed a design document to guide the training details. 

• Once approved, I began developing the training. 

• Throughout the process, there were numerous check-ins with the SMEs and other stakeholders.

• After many rounds of checking in, receiving feedback and making revisions, I developed assessments for each learning objective following Kirkpatrick's level 2 for scenario based questions.

• Kirkpatrick's level 3 assessment will be workplace observations of employees. Supervisors will also track packing rates and shipping times. If needed, a mentor will be assigned to work with the learner.

Highlights: This course includes:

• interactive blocks

• visuals

• tab interactions

• labeled graphic interaction

• scenario-based knowledge checks

• scenario-based assessment

Tools Used: Articulate Rise 360, Canva.