Instructional Design Adjunct Training August 2016 Jason Anderson

Instructional Design Adjunct Training – August 2016 | Jason Anderson

Why Learn Instructional Design? • The practice of creating "instructional experiences which make the acquisition of knowledge and skill more efficient, effective, and appealing. ” • Good instructional design will help your students better grasp material, boost motivation, and improve retention • These techniques are applicable to online, blended, and face-to-face courses • Question: What do you know about instructional design? Source: Wikipedia

THEORY

Dick and Carey Systems Approach Model 1. 2. 3. 4. 5. 6. 7. 8. Identify Instructional Goals Conduct Instructional Analysis Analyze Learners and Contexts Write Performance Objectives Develop Assessment Instruments Develop Instructional Strategy Develop and Select Instructional Materials Design and Conduct Formative Evaluation of Instruction 9. Revise Instruction 10. Design and Conduct Summative Evaluation Source: The Systematic Design of Instruction by Dick, Carey, and Carey

Instructional Goals • Work with Subject Matter Experts (SMEs) • Goals through analysis: Performance Analysis (What is the problem that needs to be solved? ), Needs Assessment (desired vs. actual status) • SMART goals (specific, measurable, actionable, realistic, time-bound) • What will the learner be able to demonstrate at the end of the course? Source: The Systematic Design of Instruction by Dick, Carey, and Carey

Learner Analysis • • What do your students already know? Motivation for instruction, attitudes towards topic Learning preferences Educational skills and ability levels Source: The Systematic Design of Instruction by Dick, Carey, and Carey

Write Performance Objectives • These are found in the syllabus • Contain conditions and criteria Source: The Systematic Design of Instruction by Dick, Carey, and Carey

Develop Assessment Instruments • Four types: – – Entry behaviors test (test prerequisites) Pretest Practice tests Posttests Source: The Systematic Design of Instruction by Dick, Carey, and Carey

Develop Instructional Strategy • How will you deliver, sequence, and cluster the content? 1. 2. 3. 4. 5. Motivating the student Informing learner of objectives Present content Learner participation Assessment/follow through activities • LMS already provided! • Pre-instruction, presentation, participation, assessment Source: The Systematic Design of Instruction by Dick, Carey, and Carey

Develop and Select Instructional Materials • Textbook – already provided! • For blended courses – Canvas shell already provided! • In this part of the process, you create: – Instructional materials – Assessments – Instructor’s manual (if you are the designer) Source: The Systematic Design of Instruction by Dick, Carey, and Carey

Evaluation and Revision • Park provides methods for students to give feedback on your course • What’s working in your classes? What would be revised? • Revise based on feedback from the evaluation stage Source: The Systematic Design of Instruction by Dick, Carey, and Carey

Kemp’s Instructional Design Model Source: Branch and Gustafson, 1997

ADDIE Model Source: Instructional Design Central

ADDIE Model • • • Analysis – goals, metrics, problem/needs assessment Design – learning objectives, outlines, storyboarding Development – content and learning interactions Implementation – training through live events or LMS Evaluation – how you will measure success Source: Instructional Design Central

SAM Model Source: Instructional Design Central

SAM Model • SAM is iterative (compare to agile project management) • Preparation phase, iterative design phase, iterative development phase • Rotation through development, implementation, and evaluation • Design proof, alpha, beta, final version • Benefit: speed Source: Instructional Design Central

Merril’s First Principles of Instruction Source: Instructional Design Central

Bloom’s Taxonomy Source: Vanderbilt's Website

Gagne’s 9 Events of Instruction Source: Slideshare

Kirkpatrick's 9 Levels of Evaluation 1. Learner’s reactions to the training 2. Resulting increase in knowledge 3. Extent of behavior improvement and application 4. Business results from training What they thought and felt about the training Source: Instructional Design Central

Questions?