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Innovative Solutions Final Bid Presentation

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    Innovative Solutions Final Bid Presentation Innovative Solutions Final Bid Presentation Presentation Transcript

    • INNOVATIVE  SOLUTIONS   For  Virtual  Worlds   Training  Proposal  for  Health  Care  Coopera3ve  
    •    TABLE  OF  CONTENTS   Corporate  Iden7fica7on   Page  3   Instruc7onal  Solu7on  for  HCC   Page  4   Project  Management   Page    20   Cost/Value  Proposal   Page  25   Resources  and  Staffing   Page  28   Evalua7on  and  Assurances   Page  35   Monitoring,  Inspec7on  and  Acceptance   Page  41   Contract   Page  43  
    •    CORPORATE  IDENTIFICATION   Corporate  Iden3fica3on   Innova7ve  Solu7ons  was  founded  in  2005  and  is  based  out  of  Denver,  Colorado.    As   our  name  suggests,  we  are  commiUed  to  providing  “Innova7ve  Solu7ons  to  Innova7ve   Companies”.    We  pride  ourselves  on  our  integrity  and  go  to  great  lengths  to  do  the   right  thing  for  our  clients.    We  have  outstanding  ra7ngs  with  the  BeUer  Business   Bureau  and  have  never  parted  ways  with  a  dissa7sfied  client.    Addi7onally,  our   company  strongly  supports  our  employees  in  their  philanthropic  endeavors.    We   believe  in  giving  back  to  the  community,  respec7ng  others,  and  serving  as  role  models   in  both  our  personal  and  professional  lives.  
    • INSTRUCTIONAL  SOLUTION  FOR  HCC  
    •    ANALYSIS  OF  TRAINING  PROBLEM   Analysis  of  Training  Problem   Health  Care  Coopera7ve  (HCC)  is  dedicated  to  doing  the  right  thing  in  all  maUers,  both   professional  and  personal.    As  part  of  this  commitment,  the  company  has  regularly   provided  excellent  ethics  training  to  mid  and  senior  level  managers.    This  training  was   conducted  annually  at  a  company  mee7ng.    The  training  allowed  managers  to   collaborate  with  peers  and  discuss  specific  ethical  situa7ons  involving  the  company.           However,  this  training  format  is  costly  since  it  is  conducted  off  site.    HCC  needs  to  find   a  less-­‐costly  alterna7ve  to  this  ethics  training  without  compromising  the  quality  and   standards  that  have  already  been  set.    The  two  areas  of  ethics  training  that  need  to  be   designed  first  are  1)  employee  personal  conduct  and  2)  appropriate  use  of  company   assets.    The  employee  personal  conduct  training  should  include  the  promo7on  of  a   posi7ve  workplace  and  respect  of  fellow  employees.       Upon  acceptance  of  this  bid  proposal,  Innova7ve  Solu7ons  will  conduct  a  detailed   analysis  of  the  training  problem  and  learners.    The  analysis  will  begin  with  a  general   survey  of  upper-­‐level  management  and  employees  who  will  receive  the  training.    The   surveys  will  be  followed  by  focus  groups  and  face-­‐to-­‐face  interviews.  
    •      VIRTUAL  WORLDS   Perspec3ves  on  Virtual  Worlds   Innova7ve  Solu7ons  has  been  successfully  designing  instruc7on  using  virtual  worlds  since  our  incep7on  in   2005.    Over  the  course  of  that  7me,  we  have  met  resistance  to  the  use  of  virtual  world  training  on  numerous   occasions.    Former  clients  have  expressed  fears  ranging  from  their  perceived  lack  of  computer  skills  to  the   educa7onal  validity  of  using  a  virtual  world  for  training.    Despite  these  ini7al  apprehensions,  our  clients  have   become  sold  on  the  idea  of  training  in  virtual  worlds  ader  only  brief  introductory  sessions.    Our  clients  have   found  that  the  virtual  world  is  surprisingly  easy  to  navigate  and  the  learning  outcomes  are  much  higher  than   other  online  training  environments  they  may  have  previously  used.   Several  pieces  of  compelling  research  support  the  use  of  virtual  worlds  in  educa7on.    One  notable  researcher   in  the  field  of  mul7media  learning,  Richard  Mayer,  defines  mul7media  as  an  instruc7onal  message  containing   both  words  (either  wriUen  or  spoken)  in  addi7on  to  visual  images.    Training  in  Second  Life  meets  this  criteria.     Dr.  Mayer’s  research  has  found  that  learning,  as  measured  by  reten7on  and  transfer  (being  able  to  use  the   new  informa7on  to  solve  a  problem),  is  best  when  mul7sensory  input  is  used.    In  other  words,  mul7media   instruc7onal  messages  are  more  likely  to  lead  to  meaningful  learning  (Mayer,  2001).   Furthermore,  another  researcher  in  the  field  of  cogni7ve  science,  Dr.  John  Medina,  has  made  similar  findings   which  support  the  use  of  mul7media  in  the  delivery  of  instruc7on.    Dr.  Medina  found  that  learners  usually   forget  90%  of  what  they  learn  in  class  within  just  90  days!    By  simply  adding  a  graphic  image,  recall  of  the   material  is  drama7cally  increased.    In  fact,  studies  show  that  when  tested  72  hours  ader  a  presenta7on,   people  call  recall  about  10%  of  informa7on  presented  orally.    That  figure  increases  to  approximately  65%   when  graphics  are  added  to  the  oral  presenta7on.    Dr.  Medina  also  emphasizes  the  importance  of  crea7ng  an   environment  that  is  emo7onally  arousing  and  novel  to  increase  learning  outcomes.    He  explains  that  a   presenta7on  using  novel  s7muli  that  is  unusual  and  unexpected  is  a  powerful  method  for  harnessing   aUen7on  from  the  audience.      
    •    PROPOSED  INSTRUCTIONAL  APPROACH   Proposed  Instruc3onal  Approach   In  an  effort  to  standardize  learning  content  and  provide  more  focused  delivery,  virtual  world  training   interven7ons  will  be  conducted  simultaneously  across  all  8  HCC  loca7ons  over  a  period  of  2  days,  in   separate  4-­‐hour  session  blocks.  "Personal  Conduct"  ethics  training  will  comprise  the  first  day's  session,   with  "Appropriate  Use"  asset  management  training  culmina7ng  the  second  day's  session.  Considera7on   for  various  7me  zone  differences  has  been  accounted  for  in  accommoda7ng  mul7ple  learning  sites  and   integra7ng  users.  Innova7ve  Solu7ons  recommends  these  training  components  be  conducted  annually  to   provide  support  for  HCC's  Five  Founda7onal  Principles  culture,  consistency  of  message,  and  updates  to   informa7on  &  learning  content.          
    •    TRAINING  PROGRAM  DESIGN   Training  Program  Design   Innova7ve  Solu7ons  has  determined  mul7ple  benefits  in  using  a  virtual  environment  for  training:       3-­‐D  visual  communica7on     users  can  meet  from  anywhere  in  the  world     avatars  are  customizable     communica7on  formats  include  video  streaming,  text  and  audio  chat       collabora7on  spaces  are  customizable  to  suit  your  company’s  needs     fun  elements  integrated  to  capture  aUen7on  and  promote  content  reten7on   Training  op7ons  in  the  virtual  world  of  Second  Life  can  encompass  many  tradi7onal  training  formats  to  be   both  realis7c  and  recognizable  to  your  company  within  its  own  customized  virtual  space.  We  create   virtual  spaces  with  aesthe7c  usability  that  appeal  to  a  wide  range  of  users.  Our  training  components  offer   a  blend  of  proven  approaches  which  include:  face  to  face  mee7ngs,  PowerPoint,  interac7ve  whiteboard   and  video  presenta7on  capabili7es,  group  discussion  forums,  simula7ons,  role  play,  and  other  interac7ve   forms  of  communica7on  and  ac7vity,  as  well  as  access  to  a  broad  range  of  archived  resources.   Training  will  include  four  dis7nct  phases.  
    •    FOUR  PHASES  OF  TRAINING   Phase  1:    Introduc3on   Phase  2:    Personal  Conduct  Training   Employees  will  receive  an  introduc7on  to  Second   During  this  phase  of  training,  employees  will  gather   Life.    The  introduc7on  will  teach  employees  how  to   in  groups  of  5  to  10  coworkers.    The  Trainer/ register  in  Second  Life,  create  avatars,  navigate  the   Facilitator  will  conduct  a  lesson  about  personal   Training  Island  and  understand  the  basics  of  the   conduct  which  includes  promo7on  of  a  posi7ve   Second  Life  world.   work  environment  and  respect  of  fellow  employees.     Employees  will  then  engage  in  role-­‐playing  ac7vi7es   and  discussion  to  prac7ce  sod-­‐skills  and  further   explore  the  lesson.    Case  studies  based  on  current   real  world  events  will  be  u7lized.    All  role-­‐playing   and  discussion  will  be  facilitated  by  the  Trainer.      
    •    FOUR  PHASES  OF  TRAINING   Phase  3:    Appropriate  Use  of  Company   Phase  4:    Final  Reflec3ons  and   Assets   Networking   During  this  phase,  employees  will  learn  about  using   During  the  final  phase,  employees  will  aUend  a   company  assets  responsibly.    Par7cipants  will  then   virtual  gathering  where  they  can  reflect  on  what   engage  in  a  scavenger  hunt  throughout  the  island   they  have  learned  with  other  co-­‐workers.     where  they  will  learn  about  the  company  policies   Addi7onally,  it  will  provide  employees  with  the   governing  each  asset.    When  the  par7cipant  finds   opportunity  to  communicate  with  other  managers   the  asset,  they  will  receive  a  mul7ple  choice  ethics   and  exchange  ideas  and  problem  solving  tac7cs.   ques7on  related  to  the  asset.    Ques7ons  will  only  be   available  for  one  person  to  view  at  a  7me.    The   results  of  the  ques7ons  will  be  automa7cally   reported  back  to  the  Trainer/Facilitator.    
    •    INSTRUCTIONAL  DESIGN  METHODOLOGY   Instruc3onal  Design  Methodology   Our  virtual  world  training  design  for  HCC  will  allow  for  the  integra7on  of  instruc7onal  values  that  will   benefit  the  learning  process  of  HCC  and  its  employees.   This  training  is  designed  to  be:                             Learner-­‐centered:  Our  construc7vist  approach  allows  learners  to  build  authen7c  skill  sets;  virtual  training   provides  immediate  avenues  for  further  inquiry;  training  modules  are  designed  to  address  a  wide  array  of   mul7ple  intelligences  and  learning  modali7es;  the  subject  maUer  experts  at  Innova7ve  Solu7ons  design   relevant  learning  materials  in  the  context  of  real-­‐world  applica7ons           Interac3ve,  Brain-­‐Compa3ble  Learning:  Virtual  world  training  requires  high  levels  of  engagement,  ac7ve   experimenta7on  &  increased  interac7on  within  a  fluid  environment;  we  embed  elements  of  "fun"  for   longer  content  reten7on;  sessions  incorporate  reflec7ve  7me  for  processing,  feedback  and  support  in   real-­‐7me,  along  with  built-­‐in  brain  breaks  incorpora7ng  movement  &  breakout  sessions          
    •    INSTRUCTIONAL  DESIGN  METHODOLOGY   Instruc3onal  Design  Methodology   Social:  Sessions  are  designed  to  be  collabora7ve  and  hands-­‐on  in  a  s7mula7ng  learning  setng;  the   benefits  of  virtual  training  include  the  integra7on  of  mul7ple  sites  in  cross-­‐loca7on  interac7vity;  site-­‐ specific  approaches  and  scenarios  can  be  shared  during  training  among  employees         Suppor3ve:  Facilitator-­‐led  and  guided  training  sessions  offer  immediate  support  to  all  learners;  virtual   training  spaces  are  constructed  to  offer  a  safe  environment  in  which  to  take  risks,  share  &  reflect;  small   groups  and  1:1  opportuni7es  allow  for  increased  team  building;  shorter  sessions  over  mul7ple  days   increase  produc7vity;  job  aids  are  provided  before  and  ader  training;  learners  have  unlimited  access  to   addi7onal  resources       IS  maintains  an  extensive  training  module  collec7on  that  includes  customizable  and  reusable  learning   objects  in  which  we  build  comprehensive  training  components  to  best  suit  your  needs.  Our  training   sessions  can  be  expanded  and  updated  for  frequent  use,  and  once  customized,  the  HCC  virtual  world  can   be  revisited  7me  and  7me  again  for  new  employee  training,  re-­‐training,  and  updates  within  each   component.  
    •    INSTRUCTIONAL  OBJECTIVES  AND  STRATEGIES   Instruc3onal  Objec3ves  and  Strategies   Day  One:    Par7cipants  will:         achieve  an  understanding  of  and  demonstrate  a  func7onality  within  the  virtual  world  training  space   (fun-­‐filled  orienta7on;  creation  of  avatar;  learn  how  to  interact  in  Second  Life)         observe  an  expert  in  the  field  of  business  ethics  (short  keynote/  welcome  from  a  prominent  ethics  and   personal  conduct  coach)     apply  informa7on  and  demonstrate  skills  related  to  posi7ve  work  environments  (emphasis  will  be  on   crea7ng  and  maintaining  a  posi7ve  environment  following  Health  Care  Coopera7ves  five  founda7onal   principles)  
    • INSTRUCTIONAL  OBJECTIVES  AND  STRATEGIES   Instruc3onal  Objec3ves  and  Strategies   Day  One:      con7nued     interact  with  and  reflect  on  current  issues  surrounding  appropriate  personal  conduct  in  the  work   environment  (small  groups  openly  collaborate  and  discuss  common  issues  with  their  peers;  the   virtual  environment  will  encourage  candid  conversa7ons  across  worksites,  and  the  opportunity  for   authen7c  learning  that  can  be  immediately  applied  to  the  workplace)     evaluate  ethical  issues,  apply  decision  making  skills,  and  synthesize  appropriate  responses  for  the   workplace  (small  groups  engage  in  facilitated  role-­‐playing  ac7vi7es,  discussions  of  current  ethical   issues,  and  collabora7ve  decision  making  on  how  HCC  employees  would  handle  poten7al  issues)     collaborate  and  reflect  with  colleagues  (op7onal:  end  the  day’s  session,  or  con7nue  to  interact  and   network  with  course  par7cipants  within  a  virtual  social  setng)  
    •    INSTRUCTIONAL  OBJECTIVES  AND  STRATEGIES   Instruc3onal  Objec3ves  and  Strategies   Day  Two:   Par7cipants  will:         analyze  strategies  and  jus7fy  appropriate  use  of  company  assets  (engage  in  ac7vi7es  about  using  company  assets   responsibly)     demonstrate  knowledge  and  construct  relevant  evidence  of  appropriate  asset  use  (scavenger  hunt  will  be  set  up  within   Second  Life  regarding  various  company  assets)     apply  informa7on  of  and  demonstrate  skills  in  business  asset  management  (informa7on  will  be  presented  on  the  use   of  company  assets)     demonstrate  knowledge  and  achieve  required  results  regarding  asset  management  and  company  policies  (respond  to   ques7ons  about  company  policies;  responses  will  be  recorded  for  each  individual;  this  informa7on  will  be  available  for   trainers  to  use  in  follow-­‐up  discussions  and  ques7on  and  answer  sessions)     collaborate  and  reflect  with  colleagues  (final  remarks,  reflec7on  and  conclusion;  followed  by  op7onal  interaction  and   networking  with  course  par7cipants  within  a  virtual  social  setng)  
    •    LEARNING  ASSESSMENT   Learning  Assessment   Par7cipants  will:       set  goals  and  track  individual  performance     measure  learning  outcomes  with  rubrics,  based   on  performance  indicators     complete  forma7ve  &  summa7ve  assessments   (both  pre-­‐  &  post-­‐training)     pre-­‐assessment  of  ethics  and  asset  knowledge     end-­‐of-­‐day  one  ethics  assessment     end-­‐of-­‐day  two  asset  assessment     post-­‐assessment  of  company  policies       HCC  will  have  the  ability  to:         set  metrics  (designate  achievment  percentage   goals,  7me  on  task)     evaluate  performance     track  proficiency  and  measure  growth  over  7me     determine  areas  of  future  need          
    •    ANALYSIS  OF  NEEDS   Analysis  of  Needs   Target  Learner  Profile   Preliminary  learner  analysis  data  indicates  the  following  HCC  demographics:         median  age:  30-­‐35  years     experience  level:  senior  to  mid-­‐level  managers  (Bachelors  and  Masters  degrees)     geographic  distribu7on  (loca7ons/  7me  zones):  60-­‐100  par7cipants  across  8  loca7ons     EST:  New  York,  Atlanta     CST:  Chicago,  Kansas  City,  Dallas     MST:  Denver       PST:  Phoenix,  Los  Angeles     tech  skills:  online  training  experience,  no  learning  management  system  use,  1:1  compu7ng     percep7ons/attudes  (Needs  to  be  assessed)     posi7ve  prior  training  experiences  (Needs  to  be  assessed)     online  learning/  virtual  type  experiences  (Needs  to  be  assessed)     prior  knowledge  of  ethics/asset  management  (Needs  to  be  assessed)     learning  style  preferences  (Needs  to  be  assessed)  
    •    ANALYSIS  OF  NEEDS   Analysis  of  Needs   Addi7onal  determina7ons  will  need  to  be  made  regarding  the  following  HCC  facili7es  components:   •  oom/office  layout   r •  oom  capacity   r •  oise/distrac7on/interrup7on  reduc7on   n •  omputer  hardware  &  network  specs;  capacity   c •  vailable  work  space  beside  computer   a •  ccess  to  headsets/mics   a •  onsistency  among  site  facili7es   c       Upon  acceptance  of  this  bid  proposal,  Innova7ve  Solu7ons  will  conduct  a  detailed  analysis  of  the  training   problem  and  learners.    The  analysis  will  begin  with  a  general  survey  of  upper-­‐level  management  and   employees  who  will  receive  the  training.    The  surveys  will  be  followed  by  focus  groups  and  face-­‐to-­‐face   interviews.  Innova7ve  Solu7ons  will  then  further  develop  specific  and  measurable  learning  objec7ves  for   each  of  the  training  components,  including  more  detailed  topics  and  specific  skill  sets.  
    • RISK  ANALYSIS/MITIGATION   Risk  Analysis/Mi3ga3on   One  possible  risk  of  training  in  Second  Life  is  the  risk  of  server  down-­‐7me.    Problems  with  the  Second  Life   server  could  result  in  up  to  a  two  hour  down  7me.    If  your  company  opts  to  purchase  an  island  you  will   receive  concierge  service  which  means  that  HCC  will  have  a  server  dedicated  to  your  environment  and  you   will  not  experience  a  down  7me.    If  HCC  opts  to  only  purchase  basic  service  (no  island)  then  you  may  have   down  7me.       If  HCC  chooses  the  basic  op7on,  we  have  planned  for  an  emergency  date  to  reschedule  training  in  the  event   that  the  server  is  down  for  two  hours.    If  the  down  7me  is  less  than  two  hours,  facilitators  will  be  prepared  to   conduct  customized  training  on  the  fly  while  the  server  re-­‐boots.      
    • PROJECT  MANAGEMENT  
    •    MILESTONES  AND  TIMELINES   Milestones  and  Timelines   Date   Task   Ac7on  Item   Aug.  2-­‐13   Iden7fy  HCC  key  personnel  to  assist  with  project   Sign-­‐off  by  HCC  by  Aug.  16   Aug.  18   Phase  1:    Assessment/Analysis   Sept.  1   Present  Development  Plans/Requirements  based  on  Needs   Sign-­‐off  by  HCC     Assessment     Sept.  1   Phase  2:  Training  Facilita7on  Planning     Sept.  8-­‐Oct.  12   Phase  3:  Instruc7onal  Design  and  Development     Sign-­‐off  by  HCC  on  Sept.   20,  Sept.  24  and  Oct.  5   Oct.  5-­‐6   Final  Prototype  Tes7ng  of  Training     Oct.  11   Present  Overview  of  Training  and  Assessment  Plans     Sign-­‐off  by  HCC     Oct.  12   Train  Facilitators/HCC  Personnel     Oct.  18-­‐26   Phase  4:  Implementa7on  of  Training  and  Assessment     Oct.  27-­‐28   Phase  5:  Training  Evalua7on  and  Assessment  Reports     Sign-­‐off  by  HCC  by   October  28,  2010    
    •    COST  ANALYSIS   Cost  Analysis   Innova7ve  Solu7ons  cost  analysis  has  been  developed  based  on  the  needs  assessment  of  HCC's  Ethics  and   Quality  Assurance  training  requirements.  The  costs  include  working  hours  based  on  a  40-­‐hour  workweek  for   eight  employees,  resources  necessary  for  program  implementa7on  and  maintenance,  and  overhead  costs.   The  following  represents  an  overview  of  es7mated  costs  over  the  course  of  the  program  beginning  August  2,   2010  and  ending  October  28,  2010.    This  cost  es7mate  is  good  for  30  days  from  the  date  of  proposal   submission.   Cost  of  Labor   $28,846     Cost  of  Second  Life  Environment   $1950*     Overhead  costs  (includes  facilitator   $3,000     cost,  facili7es,  maintenance  and   equipment)     Facilitator  Travel  to  7  loca7ons   $7,280   (Includes  airfare,  hotel  and  per  diem)     Total  Es3mated  Costs     $41,076     *  Note  op3onal  monthly  island  rental   $  295/mos   in  Second  Life  (payable  to  SL)  
    •    PAYMENT  SCHEDULE   Payment  Schedule   8/6/10 20%  Due $10,269 9/1/10 20%  Due $10,269 10/11/10 20%  Due $10,269 10/28/10 20%  Due $10,269 Due  dates  are  based  on  ini7al  deliverable  schedule.  If  changes  occur  to  the  deliverable  schedule,   payment  dates  will  adjust  accordingly  to  the  new  schedule.  Failure  to  comply  with  the  payment   schedule  will  result  in  a  20%  service  charge.           These  figures  are  available  for  the  sole  intended  use  of  Health  Care  Coopera7ve  and  are  not   transferrable  to  any  other  individual,  corpora7on  or  subsidiary.        
    •    RISK  ANALYSIS/MITIGATION   Risk  Analysis/Mi3ga3on   Innova7ve  Solu7ons  prides  itself  on  calcula7ng  very  precise  cost  es7mates  and  thus  minimizing  budget   overruns.    On  occasion,  budget  overruns  do  occur  and  Innova7ve  Solu7ons  has  prepared  a  plan  for  such  a   situa7on.     In  the  event  of  a  budget  overrun,  Innova7ve  Solu7ons  will  contact  HCC  immediately  to  discuss  it.    If  the   budget  overrun  is  due  to  changes  in  market  costs  then  Innova7ve  Solu7ons  and  HCC  will  determine  if  there  is   an  alterna7ve  to  the  planned  cost.    If  there  is  no  reasonable  alterna7ve  then  the  increased  cost  will  be  shared   equally  between  HCC  and  Innova7ve  Solu7ons.    If  such  a  situa7on  should  occur,  a  modified  contract  will  be   signed  by  HCC.   If  the  cause  of  the  budget  or  schedule  overrun  is  due  to  a  planning  deficit  on  the  part  of  Innova7ve  Solu7ons   then  the  cost  will  be  covered  by  Innova7ve  Solu7ons.    Conversely,  if  the  budget  or  schedule  overrun  is  caused   by  a  requested  changes  or  failure  to  perform  on  the  part  of  HCC,  then  HCC  will  be  expected  to  cover  the   increased  cost.    This  situa7on  will  also  require  a  contract  modifica7on.      
    • COST/VALUE  PROPOSAL  
    •    RETURN  ON  INVESTMENT   Return  on  Investment   Innova7ve  Solu7ons  prides  itself  on  providing  superior  training  through  low  cost   solu7ons.  Companies  usually  find  a  significant  return  on  investment.  The  virtual  world   environment  allows  Innova7ve  Solu7ons  to  create  interac7ve  high-­‐quality  training   with  substan7al  cost  savings.  Major  savings  occur  because  Health  Care  Coopera7ve   will  not  need  to  pay  for  conference  facili7es,  food,  airfare,  hotel  accommoda7ons,  car   rentals  and  per-­‐diem  employee  expenses.  Es7mated  cost  saving  to  HCC  would  be   $41,600  as  listed  below:   Descrip3on       Cost   Airfare  for  80  employees  at  $350   $28,000   Conference  Facility  Rental  with  lodging  and  three  meals   $12,000   Airport  ShuUle  to  Hotels  for  80  employees  at  $20   $1,600   Total   $41,600  
    •    RETURN  ON  INVESTMENT   Return  on  Investment   With  addi7onal  training  modules,  HCC  would  see  addi7onal  savings  over  7me.   Crea7ng  a  training  space  in  Second  Life  is  a  one  7me  fee  that  could  be  reu7lized  for   future  training  modules.  Innova7ve  Solu7ons  would  create  customized  learning   objects  that  could  be  u7lized  in  mul7ple  training  session.  Virtual  Worlds  are  easy  to   adapt  to  your  specific  training  needs  and  allow  for  adaptable  designs  and  flexibility.   Through  con7nued  trainings  in  SecondLife  employees  and  trainers  will  create  a   thriving  learning  community  that  will  accommodate  the  current  and  future  capacity  of   Health  Care  Coopera7ve.  
    • RESOURCES  AND  STAFFING  
    •    KEY  PERSONNEL   Patricia  Rand-­‐Project  Manager   Sara  McDonald-­‐Virtual  World  Specialist   Ms.  Rand  has  a  Master’s  degree  in  eLearning  Design   Sara  McDonald  has  a  Master’s  degree  in  eLearning   and  Implementa7on  from  the  University  of   Design  &  Implementa7on,  and  was  previously   Colorado,  Denver.    She  was  previously  an  adult   employed  by  the  University  of  Colorado  at  Boulder   educator  in  a  community  college  and  taught  both   in  the  School  of  Educa7on,  having  served  as  the  first   face-­‐to-­‐face  and  online  courses.    She  has  extensive   point  of  contact  for  technology  issues.    She  has   experience  in  the  health-­‐care  industry  as  both  a   extensive  experience  in  both  Human  Resources  and   Paramedic  and  a  Dental  Hygienist.    She  has   Accoun7ng,  as  well  as  trouble-­‐shoo7ng  computer   experience  with  training  HIPPA  compliance  and   sodware  and  hardware  issues.    Her  primary   Healthcare  ethics.    Addi7onally,  she  has  extensive   responsibility  at  Innova7ve  Solu7ons  is  our  virtual   experience  with  curriculum  development  and   worlds  expert.   delivery,  especially  in  online  environments.  
    •    KEY  PERSONNEL   Jill  Perry-­‐Crea3ve  Director   Ann  Younce-­‐Informa3on  Architect   Jill  Perry  provides  the  crea7ve  direc7on  for  each  of   Ann  Younce  is  responsible  for  the  Informa7onal   our  training  solu7ons.    She  works  with  a  team  of   Architecture/Content  Management  departments  at   expert  3D  designers  to  provide  the  right   Innova7ve  Solu7ons.    She  has  two  Master’s  Degrees   environment  for  your  company.    She  has  a  Master’s   in  both  Curriculum  and  Instruc7on  as  well  as   Degree  in  eLearning  Design  and  Implementa7on  as   eLearning  Design  and  Implementa7on.    She  has   well  as  a  degree  in  Mul7-­‐Media  Design  and  Business   extensive  experience  as  an  educator,  curriculum   Management.    She  was  previously  employed  at  the   designer,  and  staff  developer,  with  adherence  to   University  of  Colorado  at  Boulder,  School  of   rigorous  accredita7on  standards.  Her  goal  is  to   Educa7on  where  she  managed  pre-­‐service  teachers   provide  the  meaningful  content  and  engaging   in  the  Teacher  Licensure  Program.    She  has  expert   professional  development  that  Health  Care   level  computer  skills  and  enjoys  teaching  others.     Coopera7ve  is  looking  for.  
    •    ORGANIZATIONAL  CHART   Organiza3onal  Chart   Project Manager Staff Asst. Human Accounting Creative Information Virtual Worlds Resources Manager Director Architect Specialist Manager Staff Asst. Staff Asst. Staff Asst.
    •    HCC  PERSONNEL   HCC  Personnel   During  August  2-­‐13,  Innova7ve  Solu7ons  will  work  with  HCC  to  iden7fy  key  personnel  from  HCC  to  work  with  the   Innova7ve  Solu7ons  team.    HCC  should  be  prepared  to  iden7fy  and  assign  responsibility  to  ensure  HCC’s  needs  are  met.     The  following  HCC  personnel  are  needed  to  complete  this  project:   (1)  HCC  project  manager  who  will  be  the  main  point  of  contact  with  Innova7ve  Solu7ons   (2)  Compliance  officer  or  assignee  who  is  responsible  for  the  day  to  day  compliance        requirements  of  HCC  and  will   provide  detailed  informa7on  regarding  ethics  training  as  requested  by  Innova7ve  Solu7ons   (3)  Facility  manager  or  assignee  from  each  of  your  eight  loca7ons  to  provide  support  in  setng  up  the  computer  labs  for   this  training   (4)  Internet  Technology  manager  or  assignee  to  consult  on  technical  specifica7ons  of  projects   (5)  Execu7ve  team  member  to  review  the  key  steps  in  the  training  development  and    assessment  requirements.           The  crea7on  of  the  training  development  team  is  an  important  part  of  Innova7ve  Solu7ons  protocol.  HCC  should  select   key  personnel  who  will  provide  key  insights  into  HCC’s  specific  training  concerns  and  needs.  Innova7ve  Solu7ons  will  be  in   regular  contact  with  HCC’s  key  personnel.  In  the  event  that  the  personnel  assigned  to  work  with  Innova7ve  Solu7ons   becomes  unavailable,  an  alternate  assignee  must  be  assigned.          
    •    TECHNICAL  SOLUTION   Technical  Specifica3ons   Windows  Systems  Requirements   Internet  Connec7on   Cable  or  DSL   Opera7ng  System   XP  or  Vista   Computer  Processor   800  MHz  Pen7um  III  or  Athlon  or  beUer   Computer  Memory   512  MB  or  more   Screen  Resolu7on   1024  x  786  pixels   Graphics  Card  for  XP   NVIDIA  GeForce  6600  or  beUerOR  ATI   Radeon  8500,  9250  or  beUerOR  Intel   945  chipset     Graphics  Card  for  Vista   NVIDIA  GeForce  6600  or  beUerOR  ATI   Radeon  9500  or  beUerOR  Intel  945   chipset    
    •    RISK  ANALYSIS/MITIGATION   Risk  Analysis/Mi3ga3on   Any  problems  encountered  as  a  result  of  computer  hardware  owned  or   leased  by  HCC  are  the  responsibility  of  HCC.    Innova7ve  Solu7ons  is  unable   to  analyze,  repair  or  replace  computer  hardware  that  is  owned  or  leased  by   another  company.   It  is  recommended  that  prior  to  the  training  launch,  HCC  reviews  the   hardware  specifica7ons  to  ensure  that  their  systems  are  in  good  working   order.  
    • EVALUATION  AND  ASSURANCES  
    •    PROGRAM  EVALUATION   Program  Evalua3on  Plan   Prior  to  the  launch  date,  Innova7ve  Solu7ons  will  conduct  a  simula7on  session  with  a  focus  group  (of  HCC  employees)  to  test   func7onality  and  clarity.       Program  effec7veness  will  be  gauged  using  Kirkpatrick’s  Four  Levels  of  Evalua7on.    Immediately  following  each  training   session,  par7cipants  will  be  given  a  survey  to  measure  learner  reac7on.  Learning  Outcomes  will  be  measured  with  rubrics   and  summa7ve  assessments.    Training  Facilitators  will  use  the  rubrics  to  measure  learner  performance  during  simula7on   sessions.    Addi7onally,  par7cipants  will  complete  periodic  knowledge  checks  during  the  simula7on  sessions.       Par7cipants  will  complete  a  pre  and  post-­‐test  to  demonstrate  growth  in  understanding.    A  summa7ve  assessment  will  be   administered  at  the  end  of  the  training  session  to  measure  successful  comple7on.    Par7cipants  who  score  poorly  on  the   summa7ve  assessment  will  be  given  remedial  training.    Metrics  will  be  set  to  ensure  that  learners  are  mee7ng  pre-­‐ established  goals.           Successful  instruc7on  will  be  measured  with  response  indicators  while  successful  comple7on  will  be  measured  with   performance  indicators.    All  of  this  data  will  be  entered  into  the  tracking  spreadsheet.  Innova7ve  Solu7ons  understands  the   necessity  of  accurate,  detailed  tracking  for  the  training  that  takes  place  at  HCC.    HIPPA  compliance  training,  in  par7cular,  is   always  the  target  of  scru7ny  by  the  Federal  Government.    Innova7ve  Solu7ons  will  develop  a  tracking  database  that  records   every  employee  and  details  about  the  training  they  have  completed.    HCC  personnel  will  be  trained  on  the  data  entry   requirements  for  the  database  so  that  it  can  be  maintained  independently  by  HCC.   Behavioral  factors  will  be  assessed  by  HCC  internally  during  scheduled  employee  evalua7ons.    Innova7ve  Solu7ons  will  assist   HCC’s  Human  Resources  Department  with  the  development  of  a  behavioral  assessment  tool.   Company-­‐wide  results  will  be  measured  in  a  final  quality  assurance  report  prepared  by  Innova7ve  Solu7ons  at  the  end  of  a   12-­‐month  training  cycle.  The  report  will  detail  cost  savings,  employee  compliance  and  sugges7ons  for  changes  to  future   training  cycles.      
    •    PROGRAM    EVALUATION  PLAN   Program  Evalua3on  Plan   Program  Evalua7on  &   Assessment  Tools   Assessment  of  Learning   (Kirkpatrick's  "4  Levels  of   Evalua7on")     Reac7on  (what  par7cipants   •  ession  simula7ons  with  a  focus  group  to  test  func7onality  and   S thought/felt  about  training)   clarity  prior  to  launch   •  ost-­‐training  evalua7on/survey  for  par7cipants  and  facilitators   P Learning  (resul7ng  increase  in   •  ubrics     R knowledge  or  capability)   •  orma7ve  and  summa7ve  assessments     F Behavior  (extent  of  capability,   Employee  Evalua7on  Tool improvement  and   implementa7on/  applica7on)   Results  (performance  effects  on   Quality  Assurance  Report     the  business  or  environment  
    •    LONG  TERM  SUSTAINABILITY   Long  Term  Sustainability   While  the  proposed  training  solu7on  may  seem  ambi7ous,  Innova7ve  Solu7ons   understands  the  importance  of  crea7ng  a  training  plan  that  can  be  managed  and   maintained  by  HCC  indefinitely.       To  achieve  this,  Innova7ve  Solu7ons  will  provide  a  “ Train  the  Trainer”  session  in  which  key   personnel  at  HCC  will  learn  how  to  manage  the  training  in  Second  Life.    Addi7onally,   training  sessions  will  be  recorded  and  archived  (using  a  Screen  cast  tool)  for  future  viewing   and  reviewing  by  HCC  employees.    
    •    QUALITY  ASSURANCE   Quality  Assurance   Innova7ve  Solu7ons  will  supply  HCC  with  a  Quality  Assurance  Report,  which  will  document   employee  aUendance  &  usage,  success  and  error  rates  on  quizzes,  response  quality  change   (growth  over  7me),  and  par7cipa7on  levels  for  tracking  purposes.   In  addi7on,  this  report  will  include  learner  outcome  results,  performance  results  in   correla7on  to  instruc7onal/industry  standards,  learner  profile  assessment  updates,  and  an   assessment  of  the  tools  and  repor7ng  mechanisms  in  place.  
    •    TRACKING   Tracking   Innova7ve  Solu7ons  understands  the  necessity  of  accurate,  detailed  tracking  for  the   training  that  takes  place  at  HCC.    HIPPA  compliance  training,  in  par7cular,  is  always  the   target  of  scru7ny  by  the  Federal  Government.    Innova7ve  Solu7ons  will  develop  a  tracking   database  that  records  every  employee  and  details  about  the  training  they  have  completed.     HCC  personnel  will  be  trained  on  the  data  entry  requirements  for  the  database  so  that  it   can  be  maintained  independently  by  HCC.  
    • MONITORING,  INSPECTION,  AND  ACCEPTANCE  
    •    PROJECT  COMMUNICATION/APPROVAL   Project  Communica3on/Approval   The  Project  Manager  and  the  HCC  representa7ve  will  meet  weekly  via   telephone.       Prior  to  each  sign  off  deadline,  a  video  conferences  will  be  held  with  key   personnel  from  HCC  .    Formal  presenta7ons  will  be  made  by  Innova7ve   Solu7ons  to  demonstrate  project  progress.    Sign  off  documents  will  be  sent   to  the  HCC  representa7ve  for  review  at  least  one  week  prior  to  the  sign  off   deadline.  
    •    CONTRACT   Capability  to  Perform  Contract   Upon  successful  award  of  this  bid,  Innova7ve  Solu7ons  will  present  HCC   with  a  Capability  to  Perform  Contract  which  outlines  project  deliverables,   due  dates,  cost  breakown,  payment  schedule  and  remedies  for  budget  and   scheduling  overruns.   In  order  to  honor  the  proposed  cost  and  payment  plan,  Innova7ve   Solu7ons  must  receive  a  signed  contract  within  30  days.  
    •    APPROVAL   Health  Care  Coopera3ve  Approval   Date   Descrip3on   Signature   August  16,  2010   HCC  Key  Personnel  Iden7fied  –  approval  to   proceed  to  phase  1   September  1,  2010   Approval  of  Development  Plans/ Requirements   September  20,  2010   Approval  of  Instruc7onal  Content   September  24,  2010   Approval  of  Training  Materials   October  5,  2010   Approval  of  Second  Life  prototype   October  28,  2010   Comple7on  of  project  and  final  training   reports  received  
    • MS  PROJECT  
    • MS  PROJECT