1. RPPS Education Development Process Debbie Bender

2. Why use a development process? Independent Sales Force More Robust Pipeline Increase in Marketshare Increase in Revenue Sell more solutions and products Sell effectively against our competition More qualified opportunities Less reliance on headquarters To facilitate a behavior change that helps achieve business results!

3. Relevant content Good experience Reaction Business Results Depend on Behavior Change, Learning and Reaction Markets Customers Needs Products Solutions Learning New Opportunities Uncover customer needs Sell solution value Deliver quality proposals Behavior Change Increase in revenue Increase in marketshare More robust pipeline Independent sales force Business Results

4. The InfoPrint Education Team utilizes a systematic education development design process to facilitate a change in behavior for learners that are desirable for them and the organization Implementing a Plan and Process for Delivering Education

5. Information versus Instruction? 5 Confidential Information informs. Instruction changes behavior. What is the difference?

6. Why is instruction important? For adults to learn, several factors must be present in design: 6 Confidential Adults need to be in charge of their own learning. Once an adult learner understands WHY they need the information or be able to DO something, they can begin to integrate the information into what they already know. Self Directed Adults gain more from experiencing the concepts being taught them from lecture or presentation. Adults require active involvement and relevancy to their job. Experiential Adults need to know what the knowledge, skill or attitude that is being expected. Facilitation focuses on reaching the goals set, and measuring through reviews or exercises. Feedback and evaluation Adults learn more effectively when information and fact build on experiences rather than arbitrary fact. Instruction must connect information to how it should be applied on the job. Reflection and Application Adults learn differently. Instruction must use various methods and types of activities. Variety also reinforces the training and creates interest. Varied Instructional Methods

7. Our Process Supports Best Practices in Adult Learning 1 1 Needs/ Objectives Desired Behaviors Gap Analysis Learning Needed 3 Dimensional Analysis 2 2 Evaluation Plan Business Results Reaction Measurement Level 3 3 Instructional Strategies Variety Interactivity Retention Application Experiential 4 4 Content Creation Presentations Scenarios Activities Learner Aids 5 5 Logistics Delivery Registration Advertising Technology Facilitation 6 6 Evaluation Surveys Tests Performance Results

8. Process Tasks Education Request Initiated Request Prioritized (typically Els and Craig) 1 1 2 2 Request for education program is initiated by stakeholder or identified during yearly planning Request is reviewed with education management team and prioritized 8 Confidential

9. Development Process Needs & Objectives Indentified and Validated (Craig was Specialist for objectives/David C. assessment plan) 3 3 Determine desired behavior changes to achieve business impacts with stakeholders Validate desired behavior change with additional key stakeholders Validate learning needed by learners/key stakeholders to achieve the desired behavior Design evaluation and assessment plan 9 Confidential Content Identified and Instructional Strategies Determined (Debbie Specialist for ID) 4 4 Outline desired learning to achieve objectives Determined how desired learning will be demonstrated Collaborate with instructional designer to design learning activities to achieve learning objectives

10. Development Process Create Content (Program Manager w/ assistance from Debbie) Program Is Delivered Program is Evaluated 5 5 6 6 7 7 Based on how learning will be demonstrated, content is gathered and formatted into desired activities as designed by instructional designer Program is delivered (F2F, Online, Webinar…) based on input from the stakeholder and recommended best delivery based on desired outcomes Evaluate to ensure objective are achieved Monitor for continuous improvement Make necessary adjustments for improvement 10 Confidential

11. Challenges to implementing process 11 Confidential Challenge Lack of sufficient time to plan and incorporate best practices Resistance by subject matter experts and key stakeholders to use effective instructional strategies An attitude that the way it has been done in the past is good enough Lack of team collaboration Low expectations. Body of learners and key stakeholders with little experience in well designed and delivered education/training.

12. Overcoming challenges 12 Confidential ChallengePossible Action to Overcome Lack of sufficient time to plan and incorporate best practices. Depending on goals of class, support postponing to allow time for excellence in development. Resistance by subject matter experts and key stakeholders to use effective instructional strategies. Support and advocate with SME’s and key stakeholders for the use of best practices in ID. Accept nothing be the best. An attitude that the way it has been done in the past is good enough. Establish a level of high expectation for course design and delivery. Smile sheets are not enough to validate Excellence. Accept nothing but the best. Lack of team collaboration.Require involvement by learning specialists. Accept no excuses. Low expectations. Body of learners and key stakeholders with little experience participating in well designed and delivered corporate education/training. Herald the evaluation results of a well- designed course. Encourage key stakeholder observation and participation.