e-Learning

Tools Used: Articulate Storyline, Canva

Sample Highlights: 

• Interactions: This course includes a continuous scenario with avatars, an accordion interaction, branching slides, click to reveal interactions, tab interactions, hover and visited states, Self-assessment using variables, entrance and exit animations, motion path animations, audio narration, a knowledge check, and scenario-based final assessment questions.

• Knowledge Checks and Assessment: Multiple choice knowledge check and final assessment, all scenario-based.

Additional Deliverables: Design Document, Storyboard, Job Aid

Audience: Registered Nurses (RNs) and Licensed Practical Nurses (LPNs) employed at Mountain Crest Regional Hospital (MCRH). These are nurses, of varied ages and socioeconomic backgrounds.  The majority of the nurses are caucasian and female.  They all have a nursing education and clinical background.  They have had classes in healthcare ethics and communication skills.

Problem:  Patient surveys at Mountain Crest Regional Hospital are indicating dissatisfaction in their level of care. We believe that nurses are treating patients differently, based on how they perceive the patients. The nurses are allowing their implicit biases to affect their behavior at work. This is making patients feel that they are not being listened to, respected, or treated equitably.

Solution: There has been no prior training in Implicit Bias. Filling this gap should help shift the care toward a more equitable status. The goal at MCRH is to increase patient satisfaction by 10% within 6 months.  Also, there is an overall goal for continuous improvement.  

Process:  I followed the ADDIE/SAM model with a backward design. I performed a needs analysis, in which I learned that the main problem is that patients are feeling discriminated against.  Working with Subject Matter Experts (SMEs), I designed with the learning objectives in mind, working backward to ensure that every piece of the training connected to an objective. I formed a design document and storyboard of the training. Once each was approved, I began the development phase, being sure to check in with the SME and other stakeholders throughout the process.  There were multiple iterations of development, feedback, and revisions throughout the process.  Assessments at the end of the module were designed to be Kirkpatrick's level 2, scenario based questions. The intention for Kirkpatrick's level 3 assessment will be workplace observation and 10% increase in patient survey satisfaction within 6 months.

Audience:  All employees at “Lattes in Paradise”, for now.  Moving forward, this will just be for new hires.  Most people are in their early to late 20s.  Most are new hires, within the past 3-4 months.

Problem: Customers are complaining of inconsistencies in espresso drinks between baristas. They need a streamlined training for employees to learn how to make each coffee drink, according to Lattes in Paradise standards.  

Solution:  The goal of this training is that employees will consistently craft and serve high quality espresso beverages, resulting in a 25% increase in customer satisfaction within 3 months.  

Process:  I followed the ADDIE/SAM model with a backward design. I performed a needs analysis, in which I learned that the main problem is that customer drinks are not being served consistently.  Working with SMEs, I designed with the learning objectives in mind, working backward to ensure that every piece of the training connected to an objective. I formed a design document of the training. Once it was approved, I began the development phase, being sure to check in with the SME and other stakeholders throughout the process.  There were multiple iterations of development, feedback, and revisions throughout the process.  Assessments at the end of the module were designed to be Kirkpatrick's level 2, scenario based questions. The intention for Kirkpatrick's level 3 assessment will be workplace observation and 25% increase in customer satisfaction within 3 months.