I have directed all stages of curriculum development initiatives from conceptual analysis to timely delivery of effective learning experiences for in-person, hybrid, and e-learning formats.

My strategy in developing long-term training curriculums that improve both employee performance and customer satisfaction begins with establishing clear learning objectives over time, identifying key performance indicators, and choosing appropriate training methods based on needs analysis. Through team collaboration, we define implementation roles, establish timelines, develop engaging training materials, and monitor success.

Sharing a recent example, my team was assigned a two-year government contract to provide training for people in underserved communities interested in becoming crop insurance adjusters. We established our objective of providing 24 hours of training to multiple training groups in a virtual classroom setting, coordinated over 15 subject matter experts, created 28 intensive training presentations, utilized regular quizzes as KPI, and provided weekly reports to stakeholders. Through this experience, my team was able to learn new skills improving their overall performance. For the participants, they found the program was valuable as indicated by including the training on their resumes and being hired by crop insurance companies.