Victoria Blacik
Instructional Designer with experience in software and human resources and a background in research and education.
Portfolio
This section provides descriptions of recent projects and samples of work. Click on the icons to view information about each project.
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Software Product Certification
Design and development of a Practitioner Certification for an Enterprise Agile Planning tool
Key Challenges
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Newly acquired product required a practitioner certification to match the industry-recognized certification for the core product.
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Core product capabilities and solution areas were still in development.
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Product supports multiple product management methodologies so customer processes and usage vary significantly.
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Limited amount of existing training materials.
Solutions​
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Certification was designed to match the existing certification in terms of expertise and the combination of self-paced and live instructor-led courses.
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Certification was designed to highlight features and solution areas around four standard project management stages.
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Materials highlight agile practices while also emphasizing flexibility.
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Live courses were designed to function in existing demo environments/snapshots.
Software Configuration Training
Scalable software configuration training for partners and internals
Key Challenges
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Configuration certification for partner needed to be transformed from individual calls to a scalable self-paced courses.
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Employees and partners needed training on newly defined core product capabilities and solution areas.
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Previously, most configurations were highly custom. Partners and employees needed training on standardized product capabilities and configuration processes.
Solutions​
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Converted a technical configuration exam that relied on live calls with partners into an asynchronous assessment that requires specific answers pulled from a demo environment configured according to a provided scenario.
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Worked with product solution architect and other product leaders to design and develop self-paced configuration courses around the major product capabilities. Courses include step-by-step guides, videos, and practice exercises.
Software Training for Customers, Partners, and Employees
Improved the experience of customers, employees, and partners by teaching them how to effectively use software products.
Key Challenges
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Designing training for products with relatively frequent updates.
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Designing training for a newly acquired product that had little existing training.
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Balancing the training needs of different audiences (employees, customers, and partners) without creating all new content for each audience.
Solutions​
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Regular monitoring of product releases to determine when updates are needed.
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Development of microlearning content (videos, infographics, interactive activities) that can be incorporated into courses and learning plans for different audiences.
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Development of a library of new training videos for an Enterprise Agile Planning product. Training designed based on technical documentation and support from SMEs.
Live Software Training Special Events
Developed Sessions for Hands-on Product Experience during Live Special Events
Key Challenges
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Development of live training classes with activities performed in software demo environments accessed from learner's own laptops.
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Classes had to be applicable both to learners with some product experience and learners unfamiliar with the product.
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Limited time to develop and test courses.
Solutions​
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Worked closely with the product team to developing the demo environment for training.
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Collaboration and practice with course instructors to check activities and ensure instructor confidence with the content.
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Converted digital student guides to shorter paper hand-outs so students could have easily available during class.
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Provided hands-on support during the first live class.
New Employee Orientation
Redesign of online modules for a more modern, employee-centered, and engaging approach
Key Challenges
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Modules had to be suited for online completion by employees and presentation by instructors in a classroom setting.
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The content was very policy- and compliance- focused.
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Updates to the curriculum had been completed haphazardly in the past.
Solutions​
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Modules are designed to be audio-optional to be appropriate for classroom use.
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Keyboard navigation is included in order to allow instructors to navigate with slide-clickers.
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When possible, policies are presented with a human-centered framework that focuses on the purposes and benefits of the policies.
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Active cultivation of relationships with the Policy division and other key Subject Matter Experts in order to ensure that information is received about content changes.
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Performance Management Training
Scenarios and Agency-specific Processes
Key Challenges
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Existing performance management training dated back to the program's initial implementation and was general enough to be used by all state agencies. The training lacked details on agency-specific processes and did not include any practical exercises.
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A successful performance management program depends on both employees and managers recognizing how the program can help them. Performance management is most successful when there is active and frequent participation by managers.
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Employees and managers were regularly struggling with both policy-related and technological aspects of the process.
Solutions
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Scenarios discuss common problems that employees may have faced and discuss how the performance management addresses these issues.
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The modules explicitly discuss the benefits of the system for employees and managers.
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The performance management process and system is broken down into small manageable steps that include practice activities.
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A fully interactive demo of the performance management system in the LMS allows employees and managers to gain confidence by practicing using the system.
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Library of HR Videos and Infographics
Engaging, concise, and available when needed
Key Challenge
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New employees complete online training on policies and key job responsibilities within the first 60-90 days of hire. This training is comprehensive, but employees may not regularly use their knowledge of many of these policies and processes.
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It is awkward and time-consuming to reference already completed online modules.
Solution:
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Short videos (less than 5 minutes) and infographics allow employees to refresh their knowledge of key policies and human resources processes.
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These microlearning assets are hosted on the internal website and linked in relevant locations in order to promote employee access and use.
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The still growing library consists of over 60 videos and infographics on agency-wide policies and human resources processes.
HR Systems Training
Easing transitions to technology
I have developed technical training on a Learning Management System, performance management tasks, and a Document Management System.
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These training materials included:
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Short how-to videos on basic tasks such as logging in, locating training, and viewing documents.
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PDF job aids with step-by-instructions and screen captures.
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A 15-minute online module with interactive demos/simulations of the Performance Management system and the completion of key tasks.
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Onboarding materials for employees when a new Document Management System was introduced.
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Training for Limited Admins of the new Document Management System.
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