Karen Abrams, Ashley McGilvray, Suzie Rose, Collin Sutherland
Final Business Plan
in response to
Health Care Cooperative’s
Request for Proposal for Business Ethics Training
Global Connections Biography
Global Connections specializes in connecting employees with one another and with learning. As today’s
organizations face unique challenges, Global Connections offers a personal commitment to creating
premium ethics training that is relevant to your business needs and initiatives. Our training is fully
customizable, fast, effective, and affordable. Our courses provide a team oriented experience even if your
employees are miles from one another. We develop educational strategies to reinforce your culture and
business objectives. Training is a vital component to customer satisfaction, loyalty, employee retention, and
Global Connections is a Fortune 500 company that has won the J.D. Power and Associates award for the
past five consecutive years. We’ve achieved these honors through our dedication to quality, value,
excellence, and you. Our training courses have proven successful for hundreds of companies such as Coca‐
Cola Enterprises, Target, ASPCA, Valero Energy, and Whole Foods Market. These companies educate their
employees with our ethics training on Sarbanes‐Oxley, HIPAA, security awareness, policy and procedure
compliance, among others.
We offer all‐inclusive solutions such as instructor‐led training, eLearning, web‐based exams and
assessments, customizable reporting, and more. Our experienced staff is skilled at working in a
collaborative manner with you to match your specific needs. Our courses are highly interactive and
engaging to capture your audience and envelop them in your message and culture while adhering to legal
Key Personnel of Global Connections
Global Connections’ personnel provide extensive experience in the field and is available to support your
business initiatives as leaders, subject matter experts, developers, and project managers.
Karen Abrams ‐ Site Trainer
Karen’s strengths are teaching, organization, professionalism, and leadership. She has seven years of
teaching experience in both elementary and middle schools. This gives her a different and more unique
background than a "typical" instructional designer and site trainer. She will work to ensure that the
trainings for your employees are appealing, engaging, and interactive. Karen has also had experience in
many types of learning/training environments such as online, instructor‐led, adobe connect, Moodle, etc.
Therefore she is prepared to provide your company with the learning experiences that are most
appropriate and effective for the employees.
Ashley McGilvray‐ Instructional Developer
Ashley's strengths are based on her experiences stemming from employment as a trainer and instructional
designer for her company for the past six years. This position has exposed her to the many facets that are
required to develop and implement design projects. These experiences range in spectrum from project
manager, designer, developer, and trainer in instructional design. Ashley focuses on bringing her talents to
your organization in which her accountability, integrity, honesty, and ability to effectively demonstrate her
ideas can be fully utilized in a position where she can make a lasting and productive contribution.
Suzie Rose ‐ Project Manager
Suzie enjoys working collaboratively with clients to create new and unique learning experiences for your
employees. She has two years experience as a corporate trainer followed by five years as a corporate
instructional designer. Her strengths include instructional design analysis, design, development, and project
management. Her professional experiences have prepared her to provide the quality and individualized
attention your company and project warrants. She utilizes her experience to see projects from multiple
perspectives and has proven herself to be a valuable project manager.
Collin Sutherland ‐ Instructional Developer
Collin's strengths have been developed through seven years of teaching at the middle school level. The
team‐centered environment at this educational level has honed Collin's collaborative skills, while the age
group has increased his flexibility, adaptability, and motivated him to learn how to develop engaging and
relevant instruction. He is passionate and enthusiastic about designing instruction; firmly believing that
intentional instructional design is foundational to high quality instruction and meaningful experiences.
Analysis of Training Problem
Global Connections (GC) understands that Health Care Cooperative (HCC) seeks development and
implementation of two courses; one about employee personal conduct, and the other about appropriate
use of company assets. GC also understands that HCC’s five foundational principles must be underscored
throughout the training.
Since HCC is accustomed to face‐to‐face training that brings all eight locations together for training,
presentations, and collaboration with peers, it’s evident that interpersonal involvement and collaboration
are key factors to this training initiative. GC recognizes that the content and learning has varied in the past
annual meetings and would like to create a focused, standardized plan for business ethics. Furthermore, GC
would like to instill an adequate way to measure and track employees’ knowledge and performance as it
specifically relates to business ethics. This will ensure that this solution is providing a positive Return on
Initial Proposed Solution
Global Connections plans to begin with a company‐wide survey to analyze the learning needs, the
constraints of the environment, and the company’s culture. GC would visit a sample of HCC locations to
provide an opportunity for interviews with all levels of personnel. These varying viewpoints will increase
GC’s awareness and knowledge of HCC’s needs, the learners’ needs, and company‐specific legal
ramifications. To meet these needs, GC ensures its solution will be:
Representative of HCC’s core values
o HCC’s basic company motto
o HCC’s foundational principles
For the most effective training solution, GC recommends a hybrid learning experience that would combine
individual online ethics training with an annual collaborative business ethics round‐table.
For the individual online portion, leaders would complete trainings at their own pace. The
individual trainings will incorporate the following:
○ Scenario/problem‐based learning
○ Online videos
○ Assessment‐based learning (pre and post assessments to verify learning)
○ A collaborative support forum (an online leadership forum, in which individuals can ask and
respond to questions in a text based or live‐chat format)
Annually, leaders would participate in a collaborative business ethics round‐table, supported by the
on‐site certified HCC facilitator (see next section). During the annual round‐table, the leaders would
evaluate the effectiveness of the previous trainings, discuss site‐specific problems and resolutions,
and then be introduced to the topics for the upcoming online trainings. This can be conducted in
person or online.
Facilitator Certificate Program
Global Connections would train one or more facilitators from each HCC location or regional facilitators. The
selected HCC facilitators would travel to GC’s headquarters to be trained in content and facilitation. The
HCC facilitators would then establish a facilitator support network to maintain the quality of trainings at
each HCC location. The role of the facilitator would be to oversee annual round‐tables, oversee new
employee ethics training, and provide feedback to GC for enhancing the content.
Project Management Plan
Upon acquisition of the bid, GC will provide checkpoints for vital milestones within the development and
progress of the project. These checkpoints will serve as junctures in which HCC can assess the progress of
GC and offer valuable feedback to increase the interaction between both groups. This method of
collaboration promises to create and maintain open paths of communication to help ensure the success of
the project. These checkpoints will take place at the following project milestones and will each include an
adequate review period for HCC:
Project Milestones Approximate Dates for Option A Approximate Dates for Option B
Kickoff Meeting August 2, 2010 August 2, 2010
Training Plan August 26, 2010 August 26, 2010
Storyboard September 21, 2010 September 21, 2010
Final Review before
December 14, 2010 December 14, 2010
Implementation January 26, 2011 January 26, 2011
Evaluation February 24, 2011 February 22, 2011
Upon each checkpoint, HCC and GC will meet either in person or via web conferencing software. GC will
present the project and its progress in relation to the project plan and applicable milestone. HCC will then
have the opportunity to review each deliverable offline as defined by the deadlines set within the project
plan agreement. GC will encourage feedback and participation from HCC to ensure they are developing a
training program that meets 100% of HCC’s needs. HCC will provide written feedback to GC as an approval
with requested changes. GC will implement the requested changes and present them as part of the next
milestone checkpoint. Please see the attached Project Plan for further details.
Cost Estimate Proposal
To provide HCC with the best possible learning experience for their employees, GC will need to utilize the
o Instructional Developers
o Project Manager
o Site Facilitators
o Graphic Artist
o Audio Producer
o Video Producer
o Data Analyst
o Audio and Video Talent
*Please see Project Plan for further details.
For the most effective training solution, GC has built two options. Both are hybrid learning experiences that
combine individual online ethics training with an annual collaborative business ethics round‐table. Both
An assessment driven evaluation plan
A collaborative support forum
Annual collaborative business ethics round‐table meetings for leaders
In addition to the above, GC is offering two facilitator options for HCC’s consideration. These are:
This option would involve Facilitator Certification training for select HCC employees. HCC personnel would
travel to GC’s headquarters to be trained in content and facilitation. These trainings would be conducted by
GC’s trainer and provide HCC leaders with on‐site facilitators to assist in the annual round‐tables and
communication with GC about the online trainings. Certification includes:
One day seminar
Individualized attention in a face‐to‐face environment
The opportunity to meet and collaborate with professional peers from both HCC and GC
Option A would have a higher initial cost, but would allow HCC to conduct trainings and annual round‐table
meetings independently. This project is scheduled to be completed by March 2011 for a total cost of
$112,983.34. Please see the attached Project Plan and Budget Report for details.
This option would provide facilitation by GC employees. Facilitators from GC would travel simultaneously to
HCC locations to facilitate the on‐site round tables and oversee the online collaboration between the
Option B would have a lower upfront cost, but would require GC’s participation in trainings and annual
round table meetings. This project is scheduled to be completed by March 2011 for a total cost of
$99,919.67. Please see the attached Project Plan and Budget Report for details.
ID Task Name Fixed Cost Fixed Cost Accrual Total Cost Baseline Variance Actual Remaining
80 Adjust / Enhance Content $0.00 Prorated $0.00 $0.00 $0.00 $0.00 $0.00
$0.00 $99,919.67 $0.00 $99,919.67 $0.00 $99,919.67
Budget Report as of Tue 7/27/10
GC Project Plan_Option B_Final_ID57 - Resource change
Preliminary Program Evaluation Plan
GC will use Donald L Kirkpatrick's training evaluation model ‐ the four levels of learning evaluation to
determine the success of this program. This grid illustrates the basic Kirkpatrick structure.
Examples of Evaluation Tools and Methods
1 Reaction Reaction evaluation is
how the delegates felt
about the training or
GC will provide online training surveys or questionnaires for
participants to complete. The questions on these surveys will be
multiple choice, short answer, and essay. The questions will be
geared to evaluate how participants feel about the program and
learning experience. The surveys and questionnaires are included
in the price of the program. GC will ask HCC to enforce
participation. GC will collect the data and provide results to HCC
in a comprehensive evaluation report for each class.
2 Learning Learning evaluation is
the measurement of
the increase in
knowledge ‐ before and
GC will develop pre and post assessments for all aspects of
learning. GC will collect the data electronically for the online
portions of the program. HCC will be responsible for distributing,
collecting and delivering paper pre and post assessments to GC.
The questions on the pre and post assessments will be content
driven. Pre‐assessment will include questions that are more fact‐
based. Post assessments will include questions that are more
scenario based. GC will analyze the data and provide results to
HCC in a comprehensive evaluation report for each class. This
service is included in the price of the program.
3 Behavior Behavior evaluation is
the extent of applied
learning back on the
job ‐ implementation.
GC will perform one site visit for each class facilitated by its
instructors. GC personnel will make observations and conduct
interviews to assess change, relevance of change, and
sustainability of change. GC will provide HCC with the documents
required to perform ongoing observations and interviews
independently of GC.
4 Results Results evaluation is
the effect on the
environment by the
GC will provide HCC with the documents required to perform
ongoing observations and interviews independently of GC. The
results measure of the success of this program over time will
remain in the ownership and responsibility of HCC.
Information in columns 1‐3 cited from:
HCC’s Return on Investment (ROI)
Global Connections believes that Return on Investment (ROI) is about more than dollars and cents. In
addition to the prices listed, GC is prepared to compile and organize data regarding the following:
Number of incidents related to employee personal conduct and use of company assets before and
after training is delivered
Severity of incidents related to employee personal conduct and use of company assets before and
after training is delivered
Employee retention numbers before and after the training is delivered
Qualitative data through surveys or focus groups to evaluate job satisfaction, the effects of
personal conduct violations, etc.
In order to help HCC forecast their financial ROI, GC would need to know the following:
What was spent on previous trainings?
What did these expenses include?
What were the benefits and rewards (both financial and other) that were received from the
Ultimately, the value that GC offers is sustainability. Online training is easily sustainable and available for
recurring use. If HCC finds that GC’s solution is higher than current practice, please note that long term
savings are a significant part of ROI.
Ultimately, Global Connections offers the total package. As the leaders in providing training solutions such
as instructor‐led training and eLearning, GC is here to meet all training needs. GC values collaboration and
invites HCC to view progress at all times during the development process. GC builds in convenient
milestone markers to help HCC plan accordingly. GC’s plans are low cost and high quality. GC uses
Kirkpatrick’s Learning Evaluation Theory to evaluate data to the highest industry standards. With all these
things considered, GC will increase ROI and employee satisfaction.