Tools Used:
Articulate Storyline 360, Canva, Google Docs
Highlights:
Includes a continuous scenario with avatars, an accordion interaction, branching slides, tab interactions, hover and visited states, Self-assessment using variables, entrance and exit animations, audio narration, a knowledge check, and scenario-based final assessment questions.
Audience:
This project was designed for corporate employees across all departments and experience levels, particularly in office environments that allow casual dress on Fridays. The audience includes new hires unfamiliar with company expectations, as well as seasoned employees who may need a light, memorable refresher on professional workplace attire. The tone and format were intentionally designed to be approachable and relatable, making the topic more engaging than traditional policy documentation.
Problem:
Many workplaces embrace Casual Friday to promote comfort and morale, but unclear or inconsistently enforced dress codes can lead to wildly inappropriate interpretations. Employees may unintentionally dress in ways that distract, diminish professionalism, or even undermine the company’s culture and client-facing standards. Traditional training materials on dress code policies are often dry, overlooked, or forgotten.
Solution:
I developed a short, scenario-based eLearning course in to clarify expectations for Casual Friday attire. Rather than restating policy language, the training uses realistic workplace scenarios, decision-making interactions, and consequence-based feedback to help employees apply guidelines appropriately and reduce dress code violations.
Process:
Using the ADDIE/SAM model a needs analysis identified that the issue was not the absence of a policy, but inconsistent interpretation of what “casual” means in a professional setting.
Working with stakeholders, I developed measurable learning objectives aligned to the business goal of reducing policy violations. I then created a design document and storyboard to map scenarios, feedback, and assessments directly to those objectives.
After approval, I moved into development in Articulate Storyline 360, incorporating stakeholder feedback through multiple review and revision cycles. The final assessment includes scenario-based questions aligned to Kirkpatrick Level 2 (Learning). A Level 3 evaluation strategy would include monitoring dress code violations and observing improved adherence to policy standards within three to six months of implementation.
Tools Used:
Articulate Rise 360, Canva, Google Docs
Highlights:
Interactions include accordion tabs, markers, click-to-reveal, pop-ups, and scenarios. Knowledge checks include matching and select all that apply.
Audience:
The target audience is administrative staff responsible for onboarding newly approved vendors. While most employees have general administrative experience, their understanding of the vendor onboarding process is informal and varies widely. Staff members also bring different levels of customer service experience, impacting consistency in vendor communication and execution.
Problem:
Onboarding lacks a standardized process for newly approved vendors following board approval. This inconsistency results in delayed setup, repeated administrative follow-up, and confusion among staff and vendors regarding responsibilities. A structured training solution is needed to ensure efficiency, clarity, and a positive vendor experience.
Solution:
I developed a structured onboarding training that standardizes the vendor onboarding process and clarifies roles, timelines, and communication expectations. The training provides step-by-step guidance, scenario-based practice, and practical tools to ensure staff can onboard vendors efficiently while delivering a professional and welcoming experience.
Process:
Following the ADDIE/SAM model the needs analysis identified that the core issue was process inconsistency rather than employee capability.
Working with stakeholders, I defined measurable objectives aligned to the business goal of reducing administrative strain and improving vendor satisfaction. I developed a design document and content map outlining process steps, decision points, and scenario-based interactions to reinforce consistency and accountability.
After stakeholder approval, I moved into development, incorporating iterative feedback and revisions throughout the build. Assessments were designed at Kirkpatrick Level 2 (Learning) using scenario-based questions to confirm process understanding. A Level 3 evaluation would include reduced onboarding delays, fewer follow-up corrections, and improved vendor satisfaction within three to six months of implementation.
