Running head: Group Design Report

Positive Progressive Discipline

Quartet of Twos

Nathaniel Caeton
Project Manager/Graphic Designer
Bobbie Kirkpatrick
Designer
Younga Macharro
Client Liaison/Designer
Ilknur Oded
Facilitator/Writer

California State University, Monterey Bay

August 8, 2017

IST626 Advanced Instructional Design

Dr. Jeanne Farrington

GROUP DESIGN REPORT 2

Table of Contents
Introduction ......................................................................................................................... 3

Project Description.............................................................................................................. 3

Main components of the project ..................................................................................... 3

How does it meet the clients needs? .............................................................................. 5

Design Decisions ................................................................................................................ 6

Changes in Content ......................................................................................................... 6

Changes in Format .......................................................................................................... 7

Evaluation ........................................................................................................................... 7

Teamwork ........................................................................................................................... 9

Challenges ......................................................................................................................... 10

Advice for Future Students ............................................................................................... 12

References ......................................................................................................................... 13

APPENDICES .................................................................................................................. 13
GROUP DESIGN REPORT 3

Introduction

Our client, Dr. Yvonne Walker, wanted us to develop a stand-alone module that will help

supervisors develop and enhance their skills in managing employees requiring discipline. Hence,

we developed a one-hour, interactive training module that will serve as a supplement to

Monterey County Human Resources Departments one-day, face-to-face course titled, Key

Practices for Successful Supervisors (KPSS). The main objective of the module is to help

supervisors in selecting and executing the most appropriate disciplinary actions. The learners

completing the module will be able to:

Identify the legalities in the progressive disciplinary process

Distinguish pre-disciplinary options from disciplinary options

Recognize the levels of disciplinary options

Recognize the key elements of a disciplinary document

Select the most appropriate disciplinary action for a scenario

Project Description

Main components of the project

We were tasked to create a module highlighting the main topic areas within the Countys

Progressive Discipline Matrix including the following:

A. Performance Program Wheel Review

B. Pre-disciplinary Options

1. Performance Evaluation/PIP

2. Counseling
GROUP DESIGN REPORT 4

3. Verbal Warning

4. Written Warning

5. Without Step Increase

C. Disciplinary Options

1. Written warning

2. Written reprimand

3. Suspension without pay

4. Reduction in salary

5. Disciplinary demotion

6. Termination

The Performance Management Wheel section is meant to provide a general overview of

the content covered during the KPSS (Key Practices for Successful Supervisors) mandatory

training, which is Monterey County Human Resources Departments one-day, face-to-face

course. We created this section in html format, with an overview of the 9 portions of the Wheel

and document samples for each portion. The Performance Management Wheel is available in the

following link:

Performance Management Wheel

The Positive Progressive Discipline Course portion was created in Captivate and provides

the learners with opportunities to enhance their critical thinking skills through in-depth learning
GROUP DESIGN REPORT 5

interactions and case scenarios provided by HR Program Manager and Employee Relations

Coordinator Carol Cuellar. This training is available in the following links1:

Course Link

Course Pretest

Note that at the beginning of the training, there is a short video by Jan Holmes, Deputy

County Council explaining why this training is important and what it covers in general terms.

This video was recorded by the client and edited by our team.

How does it meet the clients needs?

As mentioned above, KPSS is currently provided as a mandatory training and represents

an initiative to help managers and supervisors to have the skills and tools about progressive

discipline. Through our discussions with the client, we have reasonable degree of certainty that

at least some supervisors do not possess the necessary skills and knowledge about progressive

discipline. Therefore, we believe that providing support for developing knowledge and skills in

this area through a Captivate module and supporting html digital reference section on the

Performance Management Wheel will help achieve the clients goals of making sure that: a)

Country supervisors are familiar with the tools and options about progressive discipline, and b)

they obtain a basic understanding of the progressive disciplinary process.

1
Pretest was made in a separate Captivate project according to Dr. Lara and Professor Challengers advice because
one Captivate module grades only one test.
GROUP DESIGN REPORT 6

Design Decisions

Changes in Content

The client, Dr. Yvonne Walker, provided us with the Key Practices for Successful

Supervision (KPSS) Workbook and during our initial meeting, she told us to concentrate on

Performance Management Matrix within the KPSS workbook. However, after Carol Cuella

(HR Program Manager and Employee Relations Coordinator) returned back from her vacation

and they had an internal discussion about the content to be covered, the decision was made to

change the focus of the training to Progressive Discipline without covering the matrix itself.

Therefore, we were provided with an outline that was organized by the client, which presented a

challenge as we needed to figure out the right content matching this new outline about

Progressive Discipline.

Additionally, as per the clients request, we were asked to provide a brief overview of the

Performance Wheel Review at the beginning of the training. In order to overcome the

challenge of covering both the Performance Wheel Review and the numerous subtopics under

the Progressive Discipline section, we needed to make some changes in the format which is

discussed in the next section.

GROUP DESIGN REPORT 7

Changes in Format

We decided to create the Performance Wheel Review section in html format and then

placed links for it within the Captivate module. Keeping this section within the Captivate module

would overwhelm the learners as the information presented within Progressive Discipline is quite

heavy on its own. Additionally, the Performance Management Wheel in html serves as an easy to

access job-aid for supervisors instead of being buried in a Captivate module of a disciplinary

course. When we communicated this to the client, she agreed to having the Performance Wheel

Review section in html format, which will be placed in the Countys server.

Evaluation

As noted by Brenneman (1989), testing with single subject has been successfully

undertaken for self-instructional and computer-based materials (p. 22). This is the method we

chose to evaluate the effectiveness of our training taking into consideration the time constraints.

In order to conduct single-subject testing, we asked our client, Dr. Walker, to recruit a member

of the target audience. Our client liaison met her at the County Office and conducted the

usability testing. Our usability survey was created by using Google Forms and is available in the

link below:

Usability Survey Link

While conducting the usability testing, we followed the guidelines for single-subject

testing provided in Brenneman (1989). The feedback that we received following the single-

subject testing is summarized in the following table:

GROUP DESIGN REPORT 8

The subject agreed or strongly agreed with She made the following suggestions

the following:

The learning module was easy to Learning objectives should be stated

navigate. clearly in each module.
The layout of the module was Instructions for each activity should be
appealing. provided as she was not sure what she
The design of the module was was supposed to be doing in some
appealing. activities.
The module moved at an acceptable
pace.
The on-screen agent enhanced the
learning experience.
The overall lesson was enjoyable.
The lesson increased my
understanding of progressive
discipline.
The lesson provided me with
knowledge that can be applied to my
job as a supervisor/manager.

Based on the above feedback, we added learning objectives to the title page of each

module and provided instructions for each activity in a clearer way. Some of our observations

and additional findings after conducting the usability testing were as follows:

All the buttons worked correctly.

It took 50 minutes to complete the course, which is closer to our expectation.

The subject did not pass the post assessment.

There was no learning gain between pre-assessment and post-assessment although the

subject strongly agreed with both of these statements in the usability survey: a) The lesson
GROUP DESIGN REPORT 9

increased my understanding of progressive discipline. b) The lesson provided me with

knowledge that can be applied to my job as a supervisor/manager.

In an interview after the testing, she suggested some test items be reworded to a clearer

way and some key points be highlighted in the course. Additionally, we found that although

using tab interaction is effective to hold a lot of content on the same slide, some important points

get buried. In future revisions of the module, we are planning to create multiple slides instead of

using tab interaction so that more effective learning activities can be used.

Teamwork

We had a strong team that worked harmoniously and efficiently. We collaborated at each

phase of the project and provided continuous feedback to each other by using Google Docs. The

main division of labor that we had in our team is as follows (although when needed everyone

was willing to take on additional tasks):

Nathaniel Caeton: Project Manager/Graphic Designer

Bobbie Kirkpatrick: Designer

Younga Macharro: Client Liaison/Developer

Ilknur Oded: Facilitator/Writer

These were the top three things that worked particularly well in our team:
GROUP DESIGN REPORT 10

1. We get started working on the project as soon as our project is assigned and provided

each other feedback during all phases of the project

2. We set up a clear schedule with major milestones at the very beginning of our project and

made sure that we stick to our schedule through regular zoom team meetings, and

constant email and text communication

3. We set up a group text message room to ensure quicker communication among the

members of the team

Challenges

As noted above, we started working on our project as soon as the project is assigned.

However, we ran into some challenges along the way. Here are the top three challenges and how

we tried to overcome them:

1. Ms. Carol Cuellar, Employee Relation Coordinator, was on vacation until July 17, 2017.

Although we contacted the client, Dr. Yvonne Walker, as soon as possible and had our

first Zoom meeting with her on June 24, 2017, exact content and depth of coverage that

we needed for the project (e.g. finalized content topics and case scenarios) were not

available until Ms. Cuellar returned from her vacation. We have overcome this challenge

by maintaining constant communication among team members and doing our best to

meet the milestone deadlines with all the information we have received from the client.

2. The unfamiliarity of the client with ADDIE process and training procedures presented

some challenges. For instance, we had some trouble in setting up an appointment for

single-subject usability testing. When we communicated to our client that we needed to

conduct a single-subject usability testing, she was not familiar with the concept. We have
GROUP DESIGN REPORT 11

overcome this challenge by immediately communicating with the client and clarifying

what we needed. Our client liaison, Younga Machorro, communicated with the client in a

timely manner and clarified misunderstandings like these swiftly.

However, the fact that the client misunderstood the purpose of a prototype presented a

greater challenge. We sent a prototype of our product to the client on August 1 as

scheduled. The client did not get back to us until August 7, one day before our deadline

to submit our final product. Additionally, the last-minute feedback that we received on

August 7 consisted of a long list of comments and suggestions for revisions which are

impossible to complete within one day. We have overcome this challenge by completing

the revisions that can be done within one day and then separating out the revisions that

cannot be achieved in such a short period of time. We informed the client that these

revisions will be completed later on and she agreed to having the finalized version of the

project after August 8 deadline for the course.

3. We had heavy content that would exceed the one-hour completion time for learners as

well as the time frame that we needed to design a Captivate module. As noted earlier, we

have overcome this challenge by putting some of the content (i.e. Performance

Management Wheel) in html format and placing essential content topics in Captivate

module.
GROUP DESIGN REPORT 12

Advice for Future Students

We appreciated the opportunity to work on a real-world project with a real-world client.

Although this was a challenging task (especially due to the time constraints), it was an excellent

learning experience. As advice to future students, we would like to offer the following:

Start as soon as you are assigned the project and ask the client to clearly define the

content topics at the very beginning of the project

When you set up your schedule, leave some extra time for development and evaluation

phases so that you can have some more time to revise the project if needed

At the very beginning of the project, you need to educate your client a little bit about

ADDIE Process and familiarize him/her with some instructional training concepts. For

instance, communicate to your client that you will need to conduct usability testing with a

member of the target audience and clarify what it means so that the client can make the

arrangements for usability testing ahead of time.

If you intend to develop your training by using Captivate, make it clear to the client that

making revisions in Captivate takes time. It is crucial that the client provides timely

feedback to allow changes and revisions in the Captivate module.

Hold regular team meetings and if this is not possible, make sure to maintain

communication among team members via email/text. It is very helpful to set up a text

messaging group to maintain constant communication and to keep everyone in the loop.

Be flexible. If you see that the content is heavier than you have expected (like we did)

consider using different formats and different ways of creating the final project
GROUP DESIGN REPORT 13

Finally, clearly communicate what you have in mind to your team members and support

your team members as needed. Collaboration and clear communication are the key to a

successful project.

References

Brenneman, J. (1989). Why You cant Use a Crowd: Single-Subject Testing. Performance

Improvement, Volume 28 (3), 22-25.

Participant Workbook for KPSS (n.d)

Walker, Y., & Cuellar, C. (2015) Key Practices for Successful Supervision [PowerPoint

slides].

APPENDICES

Appendix 1

Feedback from the Client and Our Response

Yellow highlight represents need SMEs verification.

Blue highlight represents need more time.

Blue font represents what was done before receiving this feedback.

Red font represents what was done after receiving this feedback.

Slides # Recommendations Actions taken

GROUP DESIGN REPORT 14

Slide 2 (Pre- Why do users need to give names? Made another

Assessment) Captivate

If names are needed for record keeping purposes, you may want to say module so

First and Last Names or ask for county email addresses in addition to that LMS can

names to verify identity. record the

information

#3 No pre-assessment questions; unable to review Adde

Slide 4 Perhaps add an arrow highlighting where on the wheel we're at Adde

(Performanc d

Managemen

t Wheel)

#5 No video; unable to review Adde

#6 Slide unfinished; unable to review Adde

Slide 7 Reviewer 1: We can write Course Objectives instead of Objectives. wrote

(Objectives) Course

Objectives

instead of

Objectives.

In the content- Be aware of the resources available to you to assist you Change

through the process. We can specify which process process to

GROUP DESIGN REPORT 15

progressive

Reviewer 2: Delete slide title disciplinary

Two columns: Learning Objectives and Post-Test process

Gain an awareness of /familiarize yourself with the

resources available to assist you through the process

You will be tested on your ability to:

Distinguish pre-disciplinary options from disciplinary

options (underline/bold/italicize key terms)

Memorandums (or Memoranda) of Understanding (MOUs)

(write out acronyms)

Reviewer 3: Larger print for bullet points. More color? I think you're

working on this

highlighted

Reviewer 4: Slide unfinished; unable to review the terms

Memorandu

ms of

Understandin

Larger print
GROUP DESIGN REPORT 16

finished

Slide 8 Reviewer 1: I think the upward sloping diagonal arrow is a bit Used a

(Contents) deceptive because at first, my eye did not know where to begin reading different

because the final step is closer to the top of the page. My eye did not layout

register that it was an arrow until after I had begun to read.

I would make the arrow horizontal or slope it pointing downward so the

eye will know where to go.

Colors and/or numbers can also be added to highlight each step.

Reviewer 2: This slide is very important. When I first reviewed the

course, I missed that you would go from legal parameters, to pre-

discipline to discipline and got a little confused. My bad. I think it Numbers

will be clearer when you have voice over. were added

Reviewer 3: Suggestion to change the order of the arrows from top The words

to bottom instead of bottom to top Pre-

disciplinary

Disciplinary

were

highlighted
GROUP DESIGN REPORT 17

Slide 10 Reviewer 1: An employer must have just cause to discipline an

(Just Cause) employee.

Perhaps define just cause as you do due process on the next slide.

Added

at-will in quotation marks.

Reviewer 2: Define at will employee

Added

Reviewer 3: Words are cut off in slide; unable to review full content; quotation

marks to at-

will

suggest adding confidentiality;

Word

s are not cut

off. Gave

more padding

Carol question about adding property rights of position discussion; any to the bottom

additional language that refers to the 7 tests of just cause that need to not to be

be added? misguiding
GROUP DESIGN REPORT 18

Slide 11 Reviewer 1: What to do to follow it- we can make the Skelly Process used a bigger

(Due font size little bigger than the rest of the content in this area font size

Process) Reviewer 2: Rather than public sector employees, consider using

For employees of Monterey County and creating a county-specific

definition. changed to

Reviewer 3: Instead of "What to do to follow It" . "Acting in Acting in

Compliance with Due Process" Compliance

with Due

Reviewer 3: Skelly process unfinished; unable to review Process"

Adde

Slide 12 No knowledge check; unable to review This is a title

page for the

knowledge

check. It
GROUP DESIGN REPORT 19

starts from

the next slide.

Slide 13 Click anywhere or press Y to continue Where is Y? Changed to

(True/False) press y on

Press Y to continue is unclear as there is no y on the keyboard.

screen, was able to press y on keyboard and that worked, but unclear

in instructions (this comment would be the same for any of the

subsequent knowledge checks as well)

Slide 15 Reword Question. Awkward. Shouldn't end with "With". But I dont This is from

(Multiple know how to fix Carols

choice) pretest.

Slide 11 and Skelly rights are mentioned in Slide 11 and the employee is told that the moved this

17 term will be defined later in the course. But then the term comes up question after

again as the correct answer for the Knowledge Check question on slide introducing

17. Skelly

Perhaps the term should be defined earlier in the course or the question process in

should be changed so that it does not refer to an as-yet-undefined term. Module 3.

Slide 19 Reviewer 1: This is an

(Pre- Under the tab How to Do- Do not understand the last point exact quote
(There is no requirement to )
Disciplinary from KPSS

Options) Workbook p.

13. We are

not sure how

GROUP DESIGN REPORT 20

to fix it.

Should we

delete it?

Under the tab Tips- We can make supervisory file font size a
little bigger than the rest of the content.
As documentation is very important. We can increase the font size
for Dont forget to document
used a bigger

Reviewer 2: font size

Have directions to click each tab to learn more written above the tabs

rather than in the narrative for the When to Use tab.

Because there

is insufficient

space above

the tabs, the

In What to consider directions

The supervisor/managers own workstyle I was a bit were

confused by this bullet point. Are you asking the manager/supervisor to highlighted in

consider examining their own work style? Perhaps that bullet should a different

read Your own work style as a manager/supervisor. color.

How to rather than How to do. However, both seem to be Changed it

misnomers because the bullet points are not steps, they are more akin to

points to consider/ponder or tips. Perhaps the How to do and

Tips tab can be combined. Changed it to

what to do
GROUP DESIGN REPORT 21

Dont forget to document! could be fleshed out a little.

Questions for Carol should the performance evaluation

rating errors be included here?; suggestions add past practice and

departmental expectations under workplace settings?; add training and

development provided; add employee receptivity to coaching?; add

statute of limitations?

Highlighted it

in a different

color

Slide 20 Reviewer 1: Can we use the same heading (Pre-Disciplinary Options & finished

(Pre- Steps) for both in the main heading and content heading instead of

Disciplinary Pre-Disciplinary Option Steps

Options &

Steps) Is there a third bullet point under the tab Written Notice steps? The third

bullet was

Reviewer 2: Can you arrange for the options buttons that you click to removed

be highlighted or grayed out so that you can see where you are in the

list of options? Then you will know which button you need to click next

or which options you have not yet clicked.

Write out PIP on button

Define counseling memo. It was written

out in the
GROUP DESIGN REPORT 22

slide; there is

not enough

If there are four counseling approaches please number them or space on the

highlight them in some way. Else, give them their own slide rather than button.

including them in a larger list.

Numbered

Cite the work rule(s) that are violated. Would it be clearer to use them.

departmental policy/policies or county policy/policies or county

and/or departmental policies in violation?

Withhold Step Increase Include a policy citation or link to

the policy

Reviewer 3: Define the four Counselling Options in a slide

(versus embedded in this slide). Are these written in any particular

order/hierarchy. For example, how does PIP fit with Counselling

Options. Done before/after or not necessarily in any order

Reviewer 4: Lots of questions on this slide Pre Disciplinary Numbered

Options and Steps suggestions - write the how for managers and each

supervisors for each area; step increase is not in MOU it is in PPPR; approach.

suggest putting in order of MOU; dont recommend involving others in

the work group in the problem solving as this could be basis for a

complaint; unclear about what workplace options is thought is

coaching, but unclear

GROUP DESIGN REPORT 23

Slide 22 I think this is a very important point. It's somewhat buried in the TIP Highlighted it

(True/False) section of Slide 19 in a different

color

Slide 24 The correct answer info regarding medical condition is the Corrected

(Multiple correct answer, but when it is selected, the course says to go back to the

choice) module to learn more and try again.

Medical condition is correct choice but assessment says its

wrong

Slide 25 I like how you provided more information in the Correct-Answer Than

(Multiple Response. k you.

choice)

Slide 26 Got this one wrong! Twice. Reread Slide. I like that I'm Than

(Drag and checking my knowledge between sections! k you.

Drop)
GROUP DESIGN REPORT 24

Drag and Drop counseling is in recommended writing

but suggest should be in required

Slide 27 Combine How to with Tips into Points to

(Disciplinar ponder/consider

y Options)

Suggested Add inform employee of consequences; add related to Not

orderly operations or similar language; add fact-finding completed by sure which

supervisor / manager; add with input from HR professional; take out part this

the boldface print portion this is not the practice; add under tips refers to.

for manager/supervisor to not engage in any activity that can be

perceived as retaliatory

Slide 28 Can we use the same heading (Disciplinary Options & Steps) for changed
both in the main heading and content heading instead of
(Disciplinar
Disciplinary Option Steps
y Options &
Under the tab, Suspension/ Involuntary leave without pay. Write in
Steps full PPPR- (Personnel Policies and Practices Resolution) Wrote it out

Disciplinary slide - Written Reprimand add Contact your

HR representative as first bullet point as like the others;

Added
add 5 key elements as on other slides; on cover slide change to

disciplinary (not pre-disciplinary); change notice of intent to

proposed notice of discipline on all slides; add reference to final This content

was given to
GROUP DESIGN REPORT 25

notice of discipline; add legal representative to Skelly meeting as us by SME;

necessary we need her

verification.

Slide 28 and Number the steps or include a graphic that will indicate order of The question

30 magnitude/severity as this idea is revisited on slide 30. regarding this

was replaced

to a different

question.

Slide 30 I was able to arrange them after some trial and error. Can you use a A

(Sequence) different format where there are also Five blank spaces labeled First, drag and drop

Second, Third, etc? activity can

Please add to the instructions regarding dragging the options be used;

into the correct order was confusing how to rank them when no slots

or boxes when needed to use the cursor to drag them into the correct

order

Slide 34 Add contact HR representative / professional under reprimand Added

Slide 35 Reviewer 1: 5 Key Elements to Redirect Behavior can be the changed the

(Taking Subheading or make the text larger to highlight that the elements are title to

Disciplinary listed below. Include 5

Action (2)) Key

Elements to

Redirect

Behavior in

your
GROUP DESIGN REPORT 26

disciplinary

document.

Removed the

slides 32, 34,

38 since these

slides seem

Reviewer 2: Is MOU what the process/document needs to be called? confusing.

It is a bit confusing given the less punitive/less negative use of the term

in business (i.e. documenting an understanding between two entities MOU was

before there is a problem). changed to

document.

Reviewer 3: Title of slide is not MOU unclear what write MOU

is supposed to mean no sample; unable to review

Slide 37 Knowledge test unfinished; unable to review Finished

Slide 39 Skelly process unfinished; unable to review Finished

Slide 40-53 Slides unfinished Finished

Slide 43 Reviewer 1: Include directions for navigating scenarios. Included

(Scenario Select the most appropriate action

(1))

I prefer the phrase appropriate action to best option

Include additional line spacing in scenario text in order to break changed

it up. Highlight dates in bold.

Make the action options smaller. Need more

time
GROUP DESIGN REPORT 27

Reviewer 2: I love the case scenarios. This is where the learning takes Thank you.

place. And when someone gets one wrong, provided detailed

information regarding why the correct choice is correct.

Slide 48 The head of the person in the stock image is cut off. Removed the

(Conclusion image

General Comments

The slides look Awesome!!! Great job!!! I liked the way contents were organized in the slides.

- This course would benefit from a quick overview of any buttons and the sidebar function (if
either of these are included in the final version). I am not sure if everyone will be able to
navigate the course without at least an infographic pointing out the various buttons on the
screen and their functions.

A slide was added to explain about the buttons.

- There should be a command labeled << Back as well as a command labeled Next >>.

Back button would not be appropriate considering this is a Captivate module.

- I think that directions should be clearly written into the slides throughout the course. Perhaps
in italic type in a light-colored box whenever a new type of question is posed (drag + drop,
order of magnitude, etc.) because not all employees are accustomed to the navigation of
online courses.

Added more directions

- The content of this course seems to have been created under the assumption that little time
has elapsed between the time when the employee completes KPSS and the time that this
GROUP DESIGN REPORT 28

course is taken. Legal terms are not always highlighted or defined and acronyms are written
as acronyms.
Employees who are new to the County or to supervision in general may be unfamiliar

with these terms. It is advisable to continually define County vocabulary and spell out

acronyms when they are first mentioned.

Spelled out acronyms when they were first introduced.

It is not clear if this course will be a post-KPSS assignment or an optional elective, but

perhaps the employee may choose to take this course years after completing KPSS and only

if a particular issue happens to arise. Thus, it may be best to re-define (and possibly

underline/bold/italicize or put in quotation marks) all legal terminology and write out all

acronyms. This occurs periodically throughout the slides but is not consistent.

- Consider the use of department, County or even Monterey County rather than
agency as appropriate.

- The Knowledge Check questions in the early Knowledge check models seem rather easy.
Perhaps they could be made more challenging.
-
- I am guessing that an employee will not be permitted to skip answering the Knowledge
Check Questions. But what happens if they want to go backward to find an answer? Will
they need to answer previously completed Knowledge Check questions again?
Table of Contents can be used. TOC buttons were pointed out more clearly in Slide 2.

- Be mindful of terms like rules, policies and laws and when they are used in this course
material. Not every rule is a policy etc. Use these terms consistently.

- Make efforts to include ethnically and general diversity in the selection of stock photos.

the stock photo used in the background was removed; the image of Tom was replaced.

- I like the drag and drop and order of magnitude questions.

- It would be great if we could add numbers for the multiple-choice questions.

Done
GROUP DESIGN REPORT 29

- In the content area (Slide 11) it says, Skelly Process but in the multiple-choice question the
answer is Skelly rights. Could we use the same wording for both?
Skelly process was used instead of Skelly rights.

- Voice over, more scenarios and lots of sample documents will make this even better! Good
Job!
Sample documents were added in the version that was used for usability testing.
Adding more voice over needs more time and resource.
For more scenarios, we need SMEs help.

Performance Management Wheel

- SMART Goal: R Is different in Descriptions (Realistic) and Tool (Results)

Changed it