INSTRUCTIONAL PLAN

AND PRESENTATION
Alexandria S. McLaurin
CUR/516
29 February 2016
Elizabeth Pace

MAED/AET PORTFOLIO
WEBSITE
www.mclaurinmaedaetportfolio.weeb
ly.com

OUTLINE OF CONTENT
Training Session
Information
Training Session Goals

Implementation Collaborators

Training Session Objectives

Instructional Strategies and
Technologies
Instructional Plan Timeline

Implementation Needs

Implementation Details

Formative Evaluations

Benefits

WELCOME TO THE

RB INCENTIVE PLAN MANAGEMENT SERIES

Description

Delivery Method

Target Audience

The RB Incentive Plan

Management (IPM) series is a
deep dive into what the
incentive plan is and how to
manage it for a maximized
quarterly incentive. Tools used
for incentive plan management
will be explored and simulated.
Maximizing quarterly incentive
while maintaining trusted 5-Star
Service will also be discussed.
The RB IPM Series is comprised
of two sessions,
RB Incentive Plan Management
for New Hires and RB Incentive
Plan Management for Coaches.
RB IPM for New Hires will allow
all positions to come together
and learn about incentive, where
RB IPM for Coaches will highlight
additional tools and resources

The RB IPM series will be

taught using InstructorLed training(ILT). RB IPM
for New Hires will be a full
day session. RB IPM for
Coaches will also be a full
day sessions. To complete
the training series
successfully, Managers
will be required to attend
both sessions.

Any interested employee

from the Retail Banking
line of business, to
include:

New Hires

Existing Employees

Managers

Market Leaders

RB INCENTIVE PLAN MANAGEMENT

SERIES
GOALS
To build a developmental culture around retail banking
employees being successful with incentive plan management
To create confidence within all retail banking employees
around understanding the incentive plan and maximizing
quarterly earnings
To expound on the important of providing a trusted 5-Star
Experience to customers while maximizing quarterly
earnings.
For retail banking coaches to understand how to lead
employees with successfully IPM through goal setting,
development planning and coaching opportunities

RB INCENTIVE PLAN MANAGEMENT SERIES

OBJECTIVES
Goals

Objectives (Upon completion of this

course, the learner will be able to..)

To build a developmental culture around

retail banking employees being successful
with incentive plan management

To create confidence within all retail

banking employees around understanding
the incentive plan and maximizing
quarterly earnings

To expound on the important of providing a

trusted 5-Star Experience to customers
while maximizing quarterly earnings.

For retail banking coaches to understand

how to lead employees with successfully
IPM through goal setting, development
planning and coaching opportunities

Recognize the importance of developing employees to the

company be able to explain to coworkers
Understand why the company invests in its employees
through the incentive plan and be able to explain to
coworkers
Identify tools used to manage the employees incentive plan
and use them with confidence
Calculate the employees own incentive earnings based on
goals set with ease
Recall what 5-Start service is and be able to provide it while
maximizing quarterly incentive
Understand why the incentive plan should not affect what
products and services are offered to customers
Describe tools and coaching methods managers can
leverage to help their employees maximize the incentive
earnings and use them with confidence

INSTRUCTIONAL
STRATEGIES
Instructor-Led Description of Tools
Instructor-Led Simulated Use of
Tools
Group Discussions
Breakout Sessions
Case Study Examples

INSTRUCTIONAL
TECHNOLOGIES
Company Intraweb/Intranet
PowerPoint
WebEx(for VLT sessions)
Training Computers (Dell Desktops)
MyLearning (Training Schedule and
WBTs)

INSTRUCTIONAL PLAN
TIMELINE
Timeframe

Task

March 2016 April 2016

L&D Team to Introduce Plan to Management and receive approval

April 2016 June 2016

L&D team collaborates with LOB partners to identify important topics to cover

June 2016 July 2016

L&D team constructs/designs first draft of course outline and lessons

July 2016

L&D team submits for review to LOB partners and management

August 2016

L&D revised training materials and submits again for approval; announcement
made to facilitators to begin training to facilitate the session

September 2016

L&D submits printed materials and announces class offers to market leaders

October 2016

Soft launch of trainings to only RB Managers; announced company wide; recruiters

notified of new class that will need to be included on training schedules for New
Hires and internal hires

November 2016 December 2016

Outlets made available for company to learn more about the trainings and
feedback is provided by managers who participated in the soft launch; recruitment
begins to include class offering in all new hire/internal hire training schedules

January 1, 2017

Course made fully available for all retail banking employees (new and existing)

IMPLEMENTATION
COLLABORATORS
The Learning & Development
Team
would be responsible for the
design of the entire RB IPM Series
and providing training materials to
the facilitators.

The Recruiting Team

would be responsible
for registering all
new hires for the
class in the universal
system.

The Management Team

would be responsible for the
advertisement of the class offering
to the existing employees in their
branches.

The Facilitators
would be responsible for
being certified in the RB
IPM Series. This includes
learning the material and
being prepared to facilitate
both sessions.

The Learners
would be responsible for
attending the session,
engaging in the activities
and lessons during the
session, and
communicating when they
have questions.

IMPLEMENTATION NEEDS
Resources

Materials

Employee Incentive Team

Policies & Procedures for Incentive Program

Retail Banking Leaders

Incentive Program Resource Page

Facilitator Guide
Participant Guide

PowerPoint Presentation Document

Electronic-Based Activities

Paper-Based Activities

IMPLEMENTATION DETAILS
Communication

Advertisement

Selection

The L&D Team would be

responsible for planning a
meeting with
management. This
meeting would explain
the plan behind
implementing the RB IPM
Series and sample
training materials would
be available for
distribution.

Intraweb/Intranet
Articles

Company Blogs

Company-Wide Calls

A selection process would

not be required because
this training applies to are
retail banking branch in
employees.

Web Presentations

Email

All new hires will be

required to attend and
existing employees will be
encouraged to attend.
Managers (new and
existing) will be required
to attend.

FORMATIVE EVALUATIONS
Feedback Evaluation Options
Monthly check-ins between L&D Team and Management
Survey completed by RB Managers during soft launch
Surveys completed by learners after soft launch

Success Measured By(Summative Evaluations)

Increased Incentive Totals (Money Earned by Employees)

Completion of Activities
Increased Employee and Customer Engagement (Gallup)
Response from Surveys
Increased Retention

RB INCENTIVE PLAN MANAGEMENT SERIES

BENEFITS

Employee Engagement
Customer Engagement
Retention

THANK-YOU!!
From The RB Incentive Plan Management Planning
Team

REFERENCES
Dillenbourg, P. (1999). Collaborative Learning:
Cognitive and Computational Approaches. Advances
in Learning and Instruction Series. New York, NY:
Elsevier Science, Inc.
The ABCDs of Writing Instructional Objectives. (n.d.).
Retrieved February 27, 2016, from http://
personal.psu.edu/bxb11/Objectives/ActionVerbsforObj
ectives.pdf
William, Dylan; Thompson, M (2008). "Integrating
Assessment with Instruction: What will it take to
make it work?". In C. A. Dwyer. The Future of
Assessment: Shaping Teaching and Learning.
Routledge. pp.5382.