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WK7AssgnLucas Part 1 Employee Development Plan

Employee Development Plan

Employee Development Plan

Name: Montrice Lucas
Immediate Manager:
Sarah Lee


Strengths: Creating an engaging atmosphere where learning can take place, connecting with learners to ensure they feel loved and important as well as helping them foster a love for learning.
Areas for Improvement: Classroom management/structure; ensuring that all students stay focused on their work while I work with the other grade level.

Development Goals

Long-term:  Accept a position outside of the classroom dealing with the development of educational curriculum for elementary and secondary school systems, as well as college/university level courses.
Short-term: Continue to improve my skills working with many different age groups to ensure that they are achieving academic success.

Next Assignments

  • Graduate with my Masters in IDT with a specialization in Performance Improvement. Timing estimated to be Summer 2014.
  • First client to allow me to showcase my skills and abilities. Timing estimated to be Fall 2014.

Training and Development Needs

  • Professional Learning outside of the workplace
    • Rationale: I think it would be great to see a pro teacher that has a classroom with combined grade levels in action. It would help me to gain a better grasp on how to transition between subjects and assignments with students. It will also show me examples of the classroom management that teacher provides.
  • Adventure Learning
    • Rationale: I currently feel like an outsider because this is my first year working here. My classroom is separate from everyone else (upstairs), so I only see everyone when I clock in and clock out. Adventure learning will help me feel like I belong with the organization. It will help me to build a positive working relationship with all employees, and will also help me develop skills such as leadership and teamwork.
  • Performance Appraisal:
    • Rationale: This will help measure my performance and allow me to know where improvements need to be made and what things I do well. It will also allow me to get feedback on ways to improve and what I should continue to do. “The appraisal system must tell employees specifically about their performance problems and how they can improve their performance” (Noe, 2013 p.383). This will help me to achieve the expected performance you desire me to have.
  • Mentoring:
    • Rationale: Having a mentor will help me develop into an even better teacher. I will get to learn from the more experienced teacher; share experience; get guidance; exposure and skills needed to be more successful.
Employee: Montrice Lucas                          Date: April 20, 2014
Immediate Manager: Sarah Lee               Date: April 20, 2014
Mentor: Brenda Ware                                  Date: April 20, 2014

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The five technologies that I want to discuss impact on how people learn and interact are:
• Mobile Learning
• Wikis
• Blogs
• Chat Rooms and Discussion Boards
• Microblogs or Microsharing (Twitter)
These are all technologies that I have experience using.
“Mobile learning refers to training delivered using a mobile device such as a smartphone, netbook, notebook computer, or iPad” (Noe, 2013 p.344). This allows trainees to learn from anywhere and at any time. I have had to use my iPhone and iPad on numerous occasions in order to access learning content and submit work as a graduate student. Sometimes it was because of unavoidable circumstances, such as being away from home, and not having access to my desktop computer, that caused me to have to use mobile technology in order to meet deadlines. “For mobile learning to be effective, it needs to be short, easy, and meaningful” It is important that the training materials be time conserving and meaningful because attention spans may be short looking at a small screen and learners may not have much time. It is suggested that mobile learning be used cohesively with face-to-face interaction in order to be effective.
Wikis, Blogs, microblogs, or microsharing, are all considered to be social media. They allow people to access them from online and mobile technology. These technologies are all interactive where people can communicate, share information, resources, videos, and many other forms of information. People are able to have discussions, and trainers are also able to coach trainees as they are engaging in different topics online. Many people use these types of technology every day to communicate with people whether good or bad.
Technology can be very effective is used properly. In an article I found using Google Scholar, it discusses factors influencing the effective use of technology in the classroom. It discusses how it can be a slow, time-consuming process, which is very true. It can also require the trainer to change teaching strategies in order to be effective. http://files.eric.ed.gov/fulltext/ED471140.pdf

Planning for a Needs Assessment

Southwest airlines is a company I almost always use when flying to any destination. Their principles are basically serving people in a friendly, reliable manner. “We are committed to a common Purpose: to connect you to the important moments in your life through friendly, reliable, and low-cost travel. That Purpose fuels our passion in serving more than 100 million Customers a year” (Gary Kelly, 2014).

From personal experience, I can say that this is something that Southwest Airlines achieves to do. I especially love the fact that I can fly with two bags and one carryon bag for free. “This year we were ranked No. 1 in Customer Service by the Airline Quality Ratings, and we consistently receive the lowest number of Customer complaints to the Department of Transportation” (Gary Kelly, 2014). According to the greeting from the CEO of Southwest Airlines, Gary Kelly, they have very minimal customer complaints and I believe the company is built on sound principles, so I would approach the company with an Organizational Analysis first, then I would conduct a person and task analysis together. By doing the organizational analysis it, “may suggest that a company does not want to spend financial resources on training. However, if a person analysis reveals that a large number of employees lack a skill in an important area that is related to the company’s business objectives (such as customer service), upper-level managers may decide to reallocate financial resources for training” (Noe, 2013 p. 121).

The stakeholders I would address to make sure they buy-in to the training is upper management, CEO Gary Kelly, and the employees. During the organizational analysis I would ask the managers “Which persons or groups (e.g., employees, managers, vendors, suppliers, and program developers) have an interest in seeing training succeed? Whose support do we need? Will employees perceive the training program as an opportunity? Reward? Punishment? Waste of time? (Noe, 2013 pp. 122).  In the person analysis I would want to interview each person that may have a complaint against them, a few managers and employees to measure personal characteristics to identify the characteristics where most people are lacking. “To determine whether training is needed to solve a performance problem, managers need to analyze characteristics of the performer, input, output, consequences, and feedback“(Noe, 2013 pp. 133). The task analysis may or may not be done it just depends on previous results. “Task analysis should only be undertaken only after the organizational analysis has determined that the company wants to devote time and money for training” (Noe, 2013 pp. 135). I would definitely want to see documents about the complaints that have been given to Southwest Airlines and information about the customer service given to each passenger.


Noe, R. A. (2013). Employee training and development (6th ed.). New York, NY: McGraw Hill.


The Truth About Training
Training is very detrimental to the future of your company. It can be a matter of longevity or demise. Which one would you prefer? Of course everyone prefers longevity. “If companies do not adhere to quality standards, their ability to sell their product or service to vendors, suppliers, or customers will be restricted” (Noe, R 2013 pp.29). Taking precautions to make sure that your company will be thriving for many years to come can be ensured through the proper training for each employee. “One way that a company can increase its intangible assets, specifically human capital, is by focusing on attracting, developing, and retaining knowledge workers” (Noe, R. 2013 pp. 18). The customers, resources, and employees are the most important factors to the longevity of your company and investing in them through providing the proper training for employees and ensuring they know all information concerning your products will help guarantee that your company will be successful for many years to come. “Customer-driven excellence includes understanding what the customer wants, anticipating future needs, reducing defects and errors, meeting specifications, and reducing complaints” (Noe, R. 2013 pp. 29). It will also furnish happy customers who will share their experiences with other prospective customers which will help your business to continue to thrive.
Noe, R. A. (2013). Employee training and development (6th ed.). New York, NY: McGraw Hill.

Scope Creep



As an undergrad Education student, I was asked to design my ideal classroom along with a team of three members, and teach a lesson along with it. This project encompassed many different steps. We were asked to write out a project plan, create a drawn blueprint of it, create a shoebox model of it, and then actually create the live classroom. The classroom, resources, and/or supplies for the lesson were supposed to only be enough for the professor, and the other classmates.

Well, before I knew it all of the professors that were a part of the Education Department and students from all over the campus decided they were going to come because they had been hearing so much about the project and the many things we had planned for our lesson. The lesson was only supposed to be thirty minutes long, but because so many people were talking about it, we were asked to stretch the lesson out over the course of a week and to make sure that there was going to be enough resources for the faculty and students that would be coming to observe and participate in the learning experience. Well, as we were going purchasing resources more and more people were being added to the guest list and anybody could walk in to enjoy the festivities.

Well, how do you plan for something like that? How do you know that the people that say they are coming will actually show up? It’s definitely not guaranteed. I wanted to create a guest list or a RSVP event. Of course the professor was against it because she wanted everyone to be welcomed to join in on the festivities. I wasn’t trying to keep anyone from coming; I only wanted to ensure that we would have enough food for our “A Taste of Food from Around the World” lesson for Social Studies, activities for our Language Arts Module, and games for our Arithmetic games.

The outcome was that we over purchased items and everyone was able to take plates of food home for later, and we were out of money because we couldn’t return the other items we had purchased. The great part about it was that everyone enjoyed themselves and our project turned out great.

Picture retrieved from: http://www.illumine.co.uk/blog/wp-content/uploads/2010/05/project-management-planning-basic.jpg

WK5Assgn: Estimating Costs and Allocating Resources

Develop realistic, data-driven cost and schedule estimates.


One of the resources I found that is supposed to be useful when estimating cost, effort, and activity duration is called SLIM Estimate. “SLIM-Estimate is a resource that is used to estimate the cost, time, and effort required to satisfy a given set of system requirements and determine the best strategy for designing and implementing your software or systems project” (Quantitative Software Management, Inc., 2013). This resource in conjunction with QSM database ensures that the estimations are accurately estimated.

This program seems to be a good resource that will be easy to use, and basically does everything an instructional designer would need it to do. This site has a demo that shows you the different uses of this program, they have the option of doing the SLIM product tour, and it also has the option of doing a conference meeting that will show you how to check estimates to make sure they are valid. I think the demo, tour, and the option of having someone that is willing and able to help show you how to use the product is definitely helpful. I think it helps to ensure proper and successful use of the product.

Total Metrics Logo


The other resource I found is Total Metrics Scope Project Sizing 4.1 Software. This product seems to have many uses and capabilities for every aspect of designing no matter what phase your project is in. It can be used to get project estimates, monitor scope creep, negotiate price variations between the supplier and client, and monitor the completion of each step, estimate effort hours, and many more functions. These are all projected benefits for this software given by the website.

After watching the demo of this product and seeing that it has some tutorials to show you how to maneuver through the site just like SLIM estimate, makes me feel like it is also another pretty good resource. It has many uses such as “graphically model software functionality from planning through to production and support, quantitatively tracks multiple change requests within a release to give early warning of potential project blow-outs, allows for very accurate detailed counting, linking each process to each data element and file for quantifying scope variations in a contract” (Total Metrics), and many more uses.


Quantitative Software Management, Inc., (2013). Retrieved from: http://www.qsm.com/tools/slim-estimate?gclid=CJrbqr_R8LkCFYxaMgod1yUAxw

Total Metrics. Retrieved from: http://www.totalmetrics.com/function-point-software/scope-project-sizing-software

Communicating Effectively


Through the e-mail communication I believe Jane was very clear in expressing what she needed from Mark. I think that she should have possibly asked him could he get the information to her no later than a specific date and time in order to give him an idea of how soon she really needs the information. This would ensure that he gives the information to her in a timely manner.

The voicemail communication made me feel like there was a sense of urgency in the materials that Jane needed. The pitch and tone kind of made me think that she is in desperate need of the materials from him or there is a sense of urgency. I think I would be more prone to attempt to get the materials to her if I were Mark.

The face-to-face communication is a great idea because if Mark has the materials already handy, then he can give them to her right then. She will not have to worry about missing her deadline. The only thing with the face-to-face communication shown in the resources is that her body language made her seem timid as well as her not seeming confident in what she was saying or asking for. I believe that she could have used a different tone that would have expressed to him how important it is for him to do his part to help her be successful at meeting her deadline.

I think that communication is essential to being successful when working on any project that requires other people to be involved. Communication helps to ensure that schedules are followed, deadlines are met, and projects are accomplishing the intended goals and outcomes. Without proper communication, the project could definitely fail.

Learning from a Project “Post-mortem”

I cannot think of a project that I have failed at, but I can think of a project that I had a planned schedule for that I did not follow. I was doing a literature search on “The Education, Discipline, and Laws of the Exceptional Child” for one of my undergraduate courses. This project required me to have a minimum of fifteen resources and different portions completed within two weeks. I created a schedule, where I would research and critique three resources per day within the first school week. The second week would be used to compile all the documents and have someone proofread them before getting it bound and submitting it.

I actually ended up doing everything the night before it was due.  I was up all night long and because it was so late before I finished it, there was no one I could have proofread my documents. It was an overwhelming experience, and I was afraid that I would not be successful in completing my project in time. I was also worried about the quality of the information that I would be providing.

The outcome was that I was tired, overwhelmed, and stressed, but I received a great review from my professor as well as a great grade. I think the thing that saved me from having a failing grade is that the subject I chose was something that I had previous knowledge about, and I had a little experience working with exceptional students. Having a set schedule of how to complete the project was a great idea, but because I did not follow the schedule I caused unnecessary stress. I think that the schedule I created was kind of like a simple version of a work breakdown structure. A work breakdown structure is “an organized, detailed, and hierarchical representation of all work to be performed in a project” (Portny, Mantel, Meredith, Shafer, Sutton, & Kramer, 2008, pp. 86).  I was given the assignment, knew what was expected, and then I created a plan or schedule of how I was going to complete the task, who I was going to have to review it, edit, make changes, have it reread, and then have it bound and submitted. The problem is that I did not follow it. Although I received a great grade on my project, I did not receive the maximum amount of points that could have been received.  Had I followed the plan, the possibility of me receiving maximum value would have been greater.


Portny, S. E., Mantel, S. J., Meredith, J. R., Shafer, S. M., Sutton, M. M., & Kramer, B. E. (2008). Project management: Planning, scheduling, and controlling projects. Hoboken, NJ: John Wiley & Sons, Inc.


Wk8 Reflection

In my personal opinion I believe the perception of distance learning in 5-10 years will be on the right track to becoming a form of education that will be sought after more than it is now. “Distance delivery is, and will continue to have an impact on education in the years to come” (Schmidt & Gallegos, 2001). Many people at this present time are worried about teacher and learner interaction, and whether or not they will receive what they need to be successful in an online learning environment. In 5-10 years learners will begin to know that it is possible to get nearly the same and sometimes more interaction than in a traditional face-to-face course depending on the course and assignments designed to encourage interaction among learners. “Providing the student with the best possible scenario where learning outcomes will be maximized is the goal of course development. This applies not only to traditional classroom courses, but also to distance delivery” (Schmidt & Gallegos, 2001).

As designers continue to make technological advances and gain insight from experts around the world to make the way instruction is delivered better, I believe that the perception of distance learning will become the norm for learning period in 10-20 years. This is because there will be so many more advancements in the way it is delivered and I am sure that issues that people worry about will be addressed by then. I also believe that someone will be able to find a way of encouraging or helping to motivate learners to stay on task and complete assignments.

As an instructional designer that has experience in online learning I can be a proponent for improving societal perceptions of distance learning by creating and implementing distance learning programs that will let people gain experience and feel better about any doubts they may have had. Giving people an opportunity to try something that they’ve never experienced helps to make people feel better or become more comfortable with online learning. George Siemens stated that, “Growing acceptance of distance learning is fueled by the increase in online communication, practical experience with new tools, growing comfort with online discourse, and the ability to communicate with diverse and global groups.” I think experience is the best teacher, and until people have some type of experience with online learning they will continue to have doubts. I can also be a proponent for improving perceptions of distance learning by informing others of my personal experiences and how distance learning has benefited me.

I will be a positive force for continuous improvement in the field of distance education by staying informed with all the advances that are being made and being able to intelligently provide feedback and help to try to invent or give ideas on ways of improving distance education experiences for learners. Everything Instructional Designers do are aimed  to benefit the learners, so as I continue to learn throughout the remainder of my program, I will gain more and more knowledge on how to create distance learning programs that will be engaging and beneficial to learners.


Laureate Education, Inc. (Producer). The Future of Distance Education. (Media Resource) Boston, MA: George Siemens.

Schmidt, E., & Gallegos, A. (2001). Distance learning: Issues and concerns of distance learners. Journal of Industrial Technology, 17(3). Retrieved from http://atmae.org/jit/Articles/schmidt041801.pdf

The picture was retrieved from: http://remotelearningproject.com/wp-content/uploads/2011/12/Learning-with-Distance-Education.jpg