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IDD Development-Plus Worksheet

Filling out this worksheet should help you to organize your thinking about the development,
implementation, and evaluation of your individual ID topic.
As you fill in this worksheet, you will be putting together your best ideas (plans) for the
following:
1. Development. Creating materials from your instructional design planning (your 06 IDD
Design Worksheet)
2. Implementation. Figuring out the logistics and any necessary support for your program’s
trainers or administrators.
3. Evaluation. Evaluating how well the program matches your requirements and goals for
it.

Brief Introductory Info

Provide information in this table to give the briefest idea about your topic. This will likely be the
same as in your IDD Design Worksheet. If so, just duplicate that information here.
Your Name Amanda Berry

Your IDD Topic Employee Engagement Strategies and SMART Goal

Organization (Where the learning
solution will be implemented)
Learners (Target Audience—it’s
possible that you’ll have both a
primary audience and a secondary
audience)
creation
Monterey County HR
Primary: Managers and Supervisors of all Departments
within Monterey County who wish to improve
employee relations and performance within their
department. Managers will be provided with resources
(i.e. websites, journals, and interactives) to increase
performance or satisfaction in areas of need as identified
from data. They will then create an action plan through
the use of SMART goals.
IDD DEVELOPMENT-PLUS WORKSHEET 2

Change Notes
Have you made any changes to your original thinking that I should be aware of when reading
this paper? For example, if you’ve changed your audience, topic, or design in significant ways,
please provide a short summary of those changes here.
Instead of the Capstone focusing solely on the Employee Engagement Surveys, I have

expanded the topic to include:

 Employee Engagement Survey analysis.

 Employee Engagement Strategies.

 SMART Goals creation to aid success of Employee Engagement Strategies.

This shift was deemed necessary due to the scope of needs outlined by Monterey County.

Employee Engagement includes many aspects that cannot be confined to just engagement

strategies. Managers and Supervisors need to understand the entire process from survey to goals

in order to be successful in increasing Employee Engagement.

Development Plan
At this point, your plan will be largely hypothetical. Still, it’s useful to think through what you
will create and what the timeline could be for creating your deliverables.
In order to successfully administer the Employee Engagement Capstone Project, a

timeline must be adhered to in order to respect the time of SME and Capstone Creators. Main

correspondence and planning for deliverables and beta testing will begin with the new Employee

Engagement Manager in January 2020. Capstone Creators will meet with Employee Engagement

Manager at least once a month to maintain standards of professionalism and open

communication on project progress. Final Capstone Project submission will be by November

15th, 2020.
IDD DEVELOPMENT-PLUS WORKSHEET 3

Project Deliverables & Schedule

For the remaining tasks to develop, implement, and evaluate your program, list here the
deliverables and a schedule (you can use a list or table with a short introduction of a sentence or
two).

Deliverables for the Capstone Project are as follows. Final deliverables may vary after

meeting with Employee Engagement Manager and beta testing of materials.

Deliverable Complete by date

Consultation with SME and Employee January 31st, 2020

Engagement Manager. Consult will cover

topics such as: content confirmation, goals of

Capstone, timeline constraints, accessibility

options (will logins be required), and data

collection.
Create storyboard and script for a Captivate Submit to SME for review February 15th,

narrated video using survey components and 2020.

data to teach Managers and Supervisors about

the survey process.

Make corrections and complete Captivate Submit to Employee Engagement Manager

instructional video on the Survey Process. for review March 1st, 2020.
Create storyboard and script for Captivate Submit to SME for review by March 31st,

narrated interactive video with embedded 2020.

links to teach about Employee Engagement

Strategies in the workplace. Create quiz for

end of module.
Make corrections and complete Employee Submit to Employee Engagement Manager
IDD DEVELOPMENT-PLUS WORKSHEET 4

Engagement interactive video. for review April 30th, 2020.

Create storyboard and script for SMART Submit to SME for review by May 31st, 2020.

Goal creation. This will be done either in

Captivate or PowerPoint. Create quiz for end

of module in Google Forms.

Make corrections and complete SMART Submit to Employee Engagement Manager

Goals module. for review June 30th, 2020.

Administer three completed Modules to small Complete Beta testing and feedback survey

focus group for Beta testing and feedback. by July 31st, 2020.

Feedback will be completed through Google

Forms.
Create Resources website with links to job Share with SME and Employee Engagement

aids, Employee Engagement Strategies, and Manager for feedback by August 31st, 2020.

SMART Goal creation.

Analyze feedback from Beta testing, discuss Complete discussion and corrections to all

Beta testing success or drawbacks with SME, components by October 15th, 2020.

and make corrections to modules as needed.

Create Introductory video for Modules using Submit by October 31st, 2020.

YouTube or Captivate. Include Rationale,

Objectives, and County Goals.

Create survey that will take place after

completion of all Modules. Survey will

include reflection of course, usability of

information, and relevance to job.

IDD DEVELOPMENT-PLUS WORKSHEET 5

All Modules and Deliverables will be posted November 15th, 2020.

for access by Monterey County Managers and

Supervisors.

Potential Challenges & Contingency Planning

List issues you think may be likely that might make it difficult to meet your project schedule.
Suggest a contingency plan to overcome those issues.
A potential challenge the Instructional Designers may face that will make it difficult to

meet deadlines is availability of SME and Employee Engagement Manager. The goal is to

collaborate with one or the other once a month to maintain focus and integrity of the Capstone

Project. Scheduling a time for the Instructional Designers, SME, and Manager to meet, video

conference, or conference call will be difficult. A possibility to overcome scheduling conflicts

would be to create an open forum for communication that all parties can access when they are

available.

Beta testing window may be difficult to keep to a timeline as well. Participants will be

volunteer Managers and Supervisors. As their responsibilities are already vast, finding time to

complete Beta testing may pose a challenge. Possibilities of increasing participation would be to

offer incentives for completion and feedback of Capstone Deliverables.

Implementation Plan
For the purposes of this assignment, consider especially the role of the teacher/trainer/
instructor/facilitator and/or the role of an administrator (for self-study modules, where
applicable).
The facilitator of the Capstone Project will be the Employee Engagement Manager.

Their job will be to communicate with Department Managers and Supervisors about the

availability of resources that have been created for their use. The Capstone is meant to be
IDD DEVELOPMENT-PLUS WORKSHEET 6

accessible independently or presented to small groups of learners. Flexibility in delivery allows

for time and location constraints of Managers and Supervisors.

Instructors and/or Administrators

Provide information here about the people you’ll need to teach, supervise, or support the delivery
of your learning solution.
The SME and Employee Engagement Manager will be instructed about all aspects of the

Capstone Project so they may implement it as needed throughout the year.

Other Implementation Requirements

You may need to, for example, reserve a classroom, procure equipment, or market your learning
solution so that people will attend. You may also want to coordinate and/or garner the support of
managers, administrators, teachers, or parents to make implementation possible. Provide a short
summary here of the implementation requirements for your program.
Capstone components will need to be accessed through computers. Internet access is

required for implementation. IT will need to be contacted to determine if any site restrictions are

in place that may block access to Capstone deliverables. If promotion of Capstone will be done,

HR will need to be contacted to determine if promotion can be done through an e-mail or paper

brochure to department Managers and Supervisors.

Evaluation Plan
Describe how you will do both formative and summative evaluation for your learning solution.
Monthly meetings with SME, Employee Engagement Manager, and Instructional Design

Partner will be conducted to evaluate Capstone progress.

Formative Evaluation
Include here how you will do, for example, subject-matter expert reviews, developmental testing,
and, if applicable, user testing. (This is about testing your learning solution to make sure that it,
for example, has all the right components, is not confusing, doesn’t lose the learners partway
through. This section is not about doing a formative evaluation of your students. That’s a whole
different thing.)
IDD DEVELOPMENT-PLUS WORKSHEET 7

A Level 1 questionnaire will be created that will be completed by the Employee

Engagement Manager for each deliverable that is submitted for review. This will evaluate

deliverable relevance to the County’s needs as well as inform Instructional Designers of any

deficits in the deliverable. During Beta testing of Capstone, Level 1 and Level 2 questions will

be asked at completion of testing to determine relevance and understanding. These will identify

deficits, focus issues, or gaps in instruction.

Summative Evaluation
Describe your plan for capturing Level 1 information (how your learners react to the learning
solution). and a short statement about how you will determine Level 2 (whether the learners have
mastered the objectives). (You do not need to repeat any test items here.) Let us know if you plan
to conduct Levels 3 through 5 and be sure to say why or why not.
Summative evaluation of the learning solution will be gathered through a variety of

surveys. Follow-up questionnaire of Level 3 questions will be sent after a designated time to

determine if Capstone content has continued to be relevant and applicable for Managers and

Supervisors. A ROI questionnaire will also be created and administered.