This proposal outlines an innovative virtual worlds training solution for Health Care Cooperative's ethics training needs. The current in-person training is costly, so an alternative is needed. Innovative Solutions analyzes the training problem and learners upon acceptance. Research supports virtual worlds training, as learning is best with multisensory input like words and images. Studies show recall increases dramatically from 10% to 65% by adding graphics to oral presentations. Innovative Solutions has successfully designed virtual worlds instruction since 2005 and found clients are surprised by its ease and higher learning outcomes compared to other online options.

1. INNOVATIVE
SOLUTIONS
For
Virtual
Worlds
Training
Proposal
for
Health
Care
Coopera3ve

2.
TABLE
OF
CONTENTS
Corporate
Iden7fica7on
Instruc7onal
Solu7on
for
HCC
Project
Management
Cost/Value
Proposal
Resources
and
Staffing
Evalua7on
and
Assurances
Monitoring,
Inspec7on
and
Acceptance
Contract
Page
3
Page
4
Page
20
Page
25
Page
28
Page
35
Page
41
Page
43
Contract

3.
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.

4. INSTRUCTIONAL
SOLUTION
FOR
HCC

5.
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.

6.
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.

7.
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.

8.
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.

9.
FOUR
PHASES
OF
TRAINING
Phase
1:
Introduc3on
Employees
will
receive
an
introduc7on
to
Second
Life.
The
introduc7on
will
teach
employees
how
to
register
in
Second
Life,
create
avatars,
navigate
the
Training
Island
and
understand
the
basics
of
the
Second
Life
world.
Phase
2:
Personal
Conduct
Training
During
this
phase
of
training,
employees
will
gather
in
groups
of
5
to
10
coworkers.
The
Trainer/
Facilitator
will
conduct
a
lesson
about
personal
conduct
which
includes
promo7on
of
a
posi7ve
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.

10.
FOUR
PHASES
OF
TRAINING
Phase
3:
Appropriate
Use
of
Company
Assets
During
this
phase,
employees
will
learn
about
using
company
assets
responsibly.
Par7cipants
will
then
engage
in
a
scavenger
hunt
throughout
the
island
where
they
will
learn
about
the
company
policies
governing
each
asset.
When
the
par7cipant
finds
the
asset,
they
will
receive
a
mul7ple
choice
ethics
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.
Phase
4:
Final
Reflec3ons
and
Networking
During
the
final
phase,
employees
will
aUend
a
virtual
gathering
where
they
can
reflect
on
what
they
have
learned
with
other
co-­‐workers.
Addi7onally,
it
will
provide
employees
with
the
opportunity
to
communicate
with
other
managers
and
exchange
ideas
and
problem
solving
tac7cs.

11.
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

12.
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.

13.
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)

14. INSTRUCTIONAL
OBJECTIVES
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)
Instruc3onal
Objec3ves
and
Strategies

15.
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)

16.
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

17.
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)

18.
ANALYSIS
OF
NEEDS
Analysis
of
Needs
Addi7onal
determina7ons
will
need
to
be
made
regarding
the
following
HCC
facili7es
components:
• room/office
layout
• room
capacity
• noise/distrac7on/interrup7on
reduc7on
• computer
hardware
&
network
specs;
capacity
• available
work
space
beside
computer
• access
to
headsets/mics
• consistency
among
site
facili7es
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.

19. 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.

20. PROJECT
MANAGEMENT

21.
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
Assessment
Sign-­‐off
by
HCC
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

22.
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
cost,
facili7es,
maintenance
and
equipment)
$3,000
Facilitator
Travel
to
7
loca7ons
(Includes
airfare,
hotel
and
per
diem)
$7,280
Total
Es3mated
Costs
$41,076
*
Note
op3onal
monthly
island
rental
in
Second
Life
(payable
to
SL)
$
295/mos

23.
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.

24.
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.

25. COST/VALUE
PROPOSAL

26.
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

27.
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.

28. RESOURCES
AND
STAFFING

29.
KEY
PERSONNEL
Patricia
Rand-­‐Project
Manager
Ms.
Rand
has
a
Master’s
degree
in
eLearning
Design
and
Implementa7on
from
the
University
of
Colorado,
Denver.
She
was
previously
an
adult
educator
in
a
community
college
and
taught
both
face-­‐to-­‐face
and
online
courses.
She
has
extensive
experience
in
the
health-­‐care
industry
as
both
a
Paramedic
and
a
Dental
Hygienist.
She
has
experience
with
training
HIPPA
compliance
and
Healthcare
ethics.
Addi7onally,
she
has
extensive
experience
with
curriculum
development
and
delivery,
especially
in
online
environments.
Sara
McDonald-­‐Virtual
World
Specialist
Sara
McDonald
has
a
Master’s
degree
in
eLearning
Design
&
Implementa7on,
and
was
previously
employed
by
the
University
of
Colorado
at
Boulder
in
the
School
of
Educa7on,
having
served
as
the
first
point
of
contact
for
technology
issues.
She
has
extensive
experience
in
both
Human
Resources
and
Accoun7ng,
as
well
as
trouble-­‐shoo7ng
computer
sodware
and
hardware
issues.
Her
primary
responsibility
at
Innova7ve
Solu7ons
is
our
virtual
worlds
expert.

30.
KEY
PERSONNEL
Jill
Perry-­‐Crea3ve
Director
Jill
Perry
provides
the
crea7ve
direc7on
for
each
of
our
training
solu7ons.
She
works
with
a
team
of
expert
3D
designers
to
provide
the
right
environment
for
your
company.
She
has
a
Master’s
Degree
in
eLearning
Design
and
Implementa7on
as
well
as
a
degree
in
Mul7-­‐Media
Design
and
Business
Management.
She
was
previously
employed
at
the
University
of
Colorado
at
Boulder,
School
of
Educa7on
where
she
managed
pre-­‐service
teachers
in
the
Teacher
Licensure
Program.
She
has
expert
level
computer
skills
and
enjoys
teaching
others.
Ann
Younce-­‐Informa3on
Architect
Ann
Younce
is
responsible
for
the
Informa7onal
Architecture/Content
Management
departments
at
Innova7ve
Solu7ons.
She
has
two
Master’s
Degrees
in
both
Curriculum
and
Instruc7on
as
well
as
eLearning
Design
and
Implementa7on.
She
has
extensive
experience
as
an
educator,
curriculum
designer,
and
staff
developer,
with
adherence
to
rigorous
accredita7on
standards.
Her
goal
is
to
provide
the
meaningful
content
and
engaging
professional
development
that
Health
Care
Coopera7ve
is
looking
for.

31.
ORGANIZATIONAL
CHART
Organiza3onal
Chart
Project
Manager
Human
Resources
Manager
Accounting
Manager
Creative
Director
Staff Asst.
Information
Architect
Staff Asst.
Virtual Worlds
Specialist
Staff Asst.
Staff Asst.

32.
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.

33.
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

34.
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.

35. EVALUATION
AND
ASSURANCES

36.
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.

37.
PROGRAM
EVALUATION
PLAN
Program
Evalua3on
Plan
Program
Evalua7on
&
Assessment
of
Learning
(Kirkpatrick's
"4
Levels
of
Evalua7on")
Assessment
Tools
Reac7on
(what
par7cipants
thought/felt
about
training)
• Session
simula7ons
with
a
focus
group
to
test
func7onality
and
clarity
prior
to
launch
• Post-­‐training
evalua7on/survey
for
par7cipants
and
facilitators
Learning
(resul7ng
increase
in
knowledge
or
capability)
• Rubrics
• Forma7ve
and
summa7ve
assessments
Behavior
(extent
of
capability,
improvement
and
implementa7on/
applica7on)
Employee
Evalua7on
Tool
Results
(performance
effects
on
the
business
or
environment
Quality
Assurance
Report

38.
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.

39.
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.

40.
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.

41. MONITORING,
INSPECTION,
AND
ACCEPTANCE

42.
PROJECT
COMMUNICATION/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.
Project
Communica3on/Approval

43.
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.
Capability
to
Perform
Contract

44.
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

45. MS
PROJECT

46. MS
PROJECT