Study guide
6.1 Performance Needs Assessment Models (ADDIE, SAM & Backward Design)
Certified Professional in Talent Development CPTD
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1 Introduction & Exam Architecture
1.1 CPTD Credential Overview, Eligibility & Exam Architecture 1.2 Case Management Problem Solving & Decision-Making Strategies
2 Communication & Interpersonal Influence
2.1 Communication Models, Active Listening & Facilitative Questioning 2.2 Executive Presence, Storytelling & Stakeholder Pitching
3 Emotional Intelligence, Leadership & Collaboration
3.1 Emotional Intelligence Dimensions & Conflict Management 3.2 Cross-Functional Collaboration & Influence Without Authority
4 Cultural Inclusion, Project Governance & TD Ethics
4.1 Cultural Awareness, Global Mindset & Inclusive Talent Practices 4.2 Project Management Methodologies (Agile vs. Waterfall) in Talent Development 4.3 Ethical Standards, Compliance, Intellectual Property & TD Professional Conduct
5 Learning Sciences & Cognitive Architecture
5.1 Adult Learning Theory (Andragogy) & Self-Directed Learning 5.2 Cognitive Load Theory, Dual Coding & Working Memory Optimization 5.3 Memory Consolidation, Spaced Retrieval & Metacognitive Strategies
6 Instructional Systems Design & Needs Analysis
6.1 Performance Needs Assessment Models (ADDIE, SAM & Backward Design) 6.2 Performance-Based Learning Objectives (Bloom, Mager) & Task Analysis 6.3 Curriculum Architecture, Scaffolding & Learner-Centered Design 6.4 Design Blueprints & Learning Assets: Storyboards, Wireframes, Prototypes & Mock-Ups
7 Training Delivery, Facilitation & Inclusive Learning
7.1 Facilitation Techniques for In-Person, Virtual & Hybrid Modalities 7.2 Learner Engagement, Group Dynamics & Managing Challenging Behaviors 7.3 Accessibility, Universal Design for Learning (UDL) & Accommodations in Delivery
8 Learning Technologies & Digital Infrastructure
8.1 Learning Ecosystem Architecture (LMS, LXP, LRS, SCORM, xAPI, cmi5) 8.2 Emerging Learning Technologies, AI in L&D, Simulations & Microlearning 8.3 Simulations, Gamification & Experiential Learning Technologies
9 Knowledge Management & Social Learning
9.1 Knowledge Management Systems, Tacit vs. Explicit Knowledge & Knowledge Retention 9.2 Communities of Practice, Social Learning & Collaborative Ecosystems
10 Career, Leadership Development & Coaching
10.1 Leadership Development Models & Competency Frameworks 10.2 Career Pathing, Succession Planning & High-Potential Identification 10.3 Professional Coaching Methodologies (GROW Model, Contracting & Ethics) 10.4 Qualification Programs, Certification Paths & Credentialing Architecture
11 Evaluating Impact & Measurement Methodologies
11.1 Kirkpatrick's Four Levels of Evaluation Framework 11.2 Phillips ROI Methodology (Level 5 ROI & Cost-Benefit Calculations) 11.3 Assessment Design, Psychometrics & Measurement Validity 11.4 Designing Data Collection Instruments: Questionnaires, Surveys & Structured Interviews
12 Business Insight & Financial Acumen
12.1 Strategic Business Acumen, Financial Statements & Value Drivers 12.2 Strategic Alignment: Connecting TD Initiatives to Enterprise Objectives 12.3 Managing Talent Development Budgets, Resources & Vendor Spend
13 Consulting & Strategic Business Partnering
13.1 Internal Consulting Framework (Contracting, Diagnosis, Feedback, Intervention) 13.2 Stakeholder Relationship Management & Navigating Organizational Politics 13.3 Identifying, Minimizing & Overcoming Organizational Barriers
14 Organization Development & Culture Transformation
14.1 Organization Development Frameworks, Interventions & Culture Transformation 14.2 Team Dynamics, Systems Thinking & High-Performing Teams 14.3 Systems Theories in OD: Open Systems, Complexity, Network Theory & Action Research 14.4 Employee Engagement: Measurement, Survey Design & Engagement Strategy
15 Human Performance Improvement & Change Management
15.1 Human Performance Improvement (HPI) & Gilbert's Behavior Engineering Model 15.2 Change Management Frameworks (Kotter, Lewin, ADKAR) & Sustaining Transitions
16 Talent Strategy, Analytics & Future Readiness
16.1 Strategic Talent Management & Strategic Workforce Planning 16.2 Talent Data Analytics, Strategic Foresight & Future Readiness 16.3 Performance Management Strategy: Goals, Continuous Feedback & Calibration 16.4 Data Visualization Techniques & Talent Dashboards
17 Promoting Talent Development & Driving Innovation
17.1 Marketing Talent Development & Communicating the Value of Learning 17.2 Innovation Techniques: Design Thinking, Brainstorming & Ideation
6.1 Performance Needs Assessment Models (ADDIE, SAM & Backward Design)
Key Takeaways Explain This Topic AI
Performance needs assessment operates across four distinct hierarchical tiers: Business Needs (macro organizational KPIs), Performance Needs (on-the-job behavioral execution), Learning Needs (knowledge, skills, and attitudes), and Learner Needs (audience demographics and operational constraints).
Modern enterprise talent development deploys ADDIE not as a rigid, sequential waterfall process, but as an iterative, cyclical framework featuring rapid prototyping and continuous formative evaluation across every phase.
Allen's Successive Approximation Model (SAM) introduces Agile project management to instructional design through rapid iterative cycles (SAM 1) and the three-phase enterprise model (SAM 2: Preparation with the Savvy Start, Iterative Design with Functional Prototypes, and Iterative Development terminating in Gold Releases).
Wiggins and McTighe's Backward Design (Understanding by Design) systematically combats the 'twin sins' of activity-oriented design and content-coverage design by determining acceptable assessment evidence before developing instructional materials or learning activities.
The Dick and Carey Systems Approach Model conceptualizes instruction as an interconnected, closed-loop cybernetic system of nine interdependent components, emphasizing rigorous entry-behavior analysis and criterion-referenced testing prior to instructional strategy development.
Last updated: September 2026
6.1 Performance Needs Assessment Models (ADDIE, SAM & Backward Design)
Exam Focus: Needs assessment and instructional design models form the cornerstone of the CPTD Developing Professional Capability domain. Certified Professional in Talent Development candidates must master the diagnostic hierarchy of needs assessment (business, performance, learning, learner), navigate the evolution of the ADDIE model from waterfall to agile practice, apply Allen's Successive Approximation Model (SAM 1 and SAM 2), implement Wiggins and McTighe's Backward Design, and understand the rigorous systems engineering of the Dick and Carey model.
1. The Four Tiers of Needs Assessment in Talent Development
A foundational premise of the ATD Talent Development Capability Model is that training is an operational intervention, not an end in itself. Effective talent development practitioners never accept a training request at face value. Instead, they conduct a rigorous needs assessment (also termed front-end analysis ) to determine whether a performance gap exists, identify its root cause, and establish whether instructional or non-instructional solutions are required.
A comprehensive needs assessment investigates four distinct, hierarchically linked tiers of need:
Tier 1: Business Needs (Organizational Level)
Business needs represent the high-level strategic outcomes and operational metrics that the enterprise must achieve to maintain competitive advantage, regulatory compliance, profitability, or mission success. Every instructional project must tie directly to a measurable business need.
Diagnostic Question: What specific business goal, organizational metric, or operational KPI is currently compromised or targeted for growth?
Typical Metrics: Revenue growth, customer churn percentage, product return rates, manufacturing error tolerances, employee retention, regulatory compliance audit scores, time-to-market for new software releases, or workplace safety incident rates.
Data Sources: Enterprise resource planning (ERP) systems, financial balance sheets, executive strategic plans, customer satisfaction (CSAT/NPS) reports, quality assurance audits, and HR turnover records.
Tier 2: Performance Needs (Operational Behavioral Level)
Performance needs describe the observable, measurable on-the-job behaviors, workflows, and task executions that employees must exhibit for the organization to achieve its business objectives. When business metrics fail, it is invariably because performers are either doing something they should not be doing, or failing to do something they must do.
Diagnostic Question: What must performers do on the job—daily, weekly, or in critical incidents—to achieve the business metric, and how does current behavior deviate from this standard?
Typical Focus: Adherence to standard operating procedures (SOPs), sales negotiation behaviors, conflict de-escalation protocols, cross-functional collaboration practices, or surgical diagnostic protocols.
Data Sources: Direct observation, environmental behavior sampling, workflow telemetry, mystery shopping, supervisory reviews, and process maps.
Tier 3: Learning Needs (Knowledge, Skill & Attitude Level)
Learning needs (or instructional needs) specify the precise knowledge, cognitive skills, motor competencies, tools, and affective mindsets that individuals must acquire before they can execute the desired on-the-job performance.
Diagnostic Question: What specific knowledge, procedural skills, or mental models do performers lack that prevent them from executing the required operational behaviors?
Typical Focus: Understanding updated regulatory codes, mastering complex enterprise software workflows, interpreting clinical diagnostic data, or applying structured problem-solving frameworks.
Data Sources: Pre-tests, diagnostic knowledge quizzes, simulation assessments, structured interviews with Subject Matter Experts (SMEs), and task error analyses.
Tier 4: Learner Needs (Audience Characteristics & Delivery Constraints)
Learner needs examine the personal, environmental, cultural, and cognitive characteristics of the target audience, as well as the operational constraints surrounding learning delivery. Designing instruction without assessing learner needs leads to low engagement, cognitive overload, or logistically unfeasible interventions.
Diagnostic Question: Who are the learners, what prior knowledge and digital literacy do they bring, what are their physical/geographical constraints, and what barriers exist to their participation?
Typical Focus: Prior educational background, native language proficiencies, accessibility accommodations (Section 508 / WCAG), geographic dispersion, shift schedules, hardware/bandwidth limitations, and motivational states.
Data Sources: Learner demographic surveys, focus groups, manager interviews, LMS completion telemetry, and IT infrastructure audits.
Needs Tier Diagnostic Focus Guiding Question Example Corporate Data Point
Business Need Organizational KPIs & Strategic Goals What metric must move? Net promoter score (NPS) dropped by 18% in the EMEA region.
Performance Need On-the-Job Behavioral Execution What must employees do? Customer support reps must resolve tier-1 technical tickets on the first call without escalation.
Learning Need Knowledge, Skills & Mental Models What must employees learn? Reps lack diagnostic troubleshooting frameworks and knowledge of the new software release features.
Learner Need Audience Profile & Constraints Who is learning and how? Reps work across 4 time zones, 35% are non-native English speakers, and shift demands preclude multi-hour workshops.
The Performance Gap Formula and Gilbert's BEM
To structure needs assessment, practitioners apply the fundamental performance gap formula : Performance Gap = Desired Performance (Standard) − Actual Performance (Current State) \text{Performance Gap} = \text{Desired Performance (Standard)} - \text{Actual Performance (Current State)} Performance Gap = Desired Performance (Standard) − Actual Performance (Current State)
Once a gap is identified, the CPTD practitioner must resist solutioneering —the premature selection of an instructional solution before confirming its root cause. As Thomas Gilbert established in his Behavior Engineering Model (BEM) , over 75% of workplace performance gaps stem from organizational environmental factors (unclear data/feedback, inadequate tools/resources, or misaligned incentives) rather than individual knowledge deficits. If an employee possesses the knowledge but lacks tools or incentives, training will fail to close the gap.
2. The ADDIE Framework in Modern Enterprise Practice
The ADDIE model is the seminal, overarching conceptual framework for instructional systems design (ISD). Originally developed in 1975 by the Center for Educational Technology at Florida State University for the U.S. Armed Forces (known as the Interservice Procedures for Instructional Systems Development, or IPISD), ADDIE has evolved from an inflexible military blueprint into a dynamic, cyclical paradigm used across corporate, healthcare, and educational sectors.
- The Five ADDIE Phases Analysis ──> Design ──> Development ──> Implementation ──> Evaluation
- ▲ │
- └────────────────── Formative Feedback Loops ───────────────┘
- 1. Analysis (Front-End Diagnosis)
The foundation of the entire instructional system. Analysis defines the "why," "who," and "what" of the intervention.
Core Activities: Conducting business, performance, learning, and learner needs assessments; performing job-task analyses; auditing existing instructional assets; evaluating delivery environment constraints; establishing project scope, timelines, and business KPIs.
Key Deliverables: Needs Assessment Report, Learner Persona Profiles, Task Analysis Hierarchy, and Instructional Project Charter.
2. Design (The Blueprinting Stage)
Translates analysis findings into a pedagogical and technical blueprint. No instructional content or code is built in this phase.
Core Activities: Formulating measurable performance-based learning objectives (using Mager's criteria and Bloom's taxonomy); establishing the criterion-referenced assessment strategy; architecting instructional sequencing and scaffolding; creating storyboards, course wireframes, and design documents; selecting instructional media and modalities.
Key Deliverables: Instructional Design Document (IDD), Course Blueprints, Storyboards, Assessment Rubrics, and Media Treatment Plans.
3. Development (Content Authoring & Asset Production)
The active creation and assembly of all learning materials and digital technologies specified in the design blueprint.
Core Activities: Authoring e-learning modules in authoring tools; filming and editing instructional video; writing participant workbooks, facilitator guides, and job aids; building software simulation sandboxes; configuring LMS course shells; conducting initial alpha testing with SMEs to verify factual and pedagogical accuracy.
Key Deliverables: Complete e-learning packages (SCORM/xAPI compliant), Facilitator Guides, Participant Workbooks, Job Aids, Assessment Engines, and Pilot Test Materials.
4. Implementation (Delivery & Operational Enablement)
The strategic rollout of the instructional intervention to the target enterprise audience.
Core Activities: Conducting Train-the-Trainer (T3) sessions for internal facilitators; enrolling learners and testing LMS delivery pipelines; marketing the learning initiative to build learner buy-in; delivering pilot sessions to a representative sample cohort; managing delivery logistics and technology infrastructure.
Key Deliverables: Certified Facilitator Cadre, Completed Pilot Launch, Deployed Course Modules, and Implementation Attendance Telemetry.
5. Evaluation (Formative & Summative Measurement)
The systematic measurement of instructional efficacy, efficiency, and business impact.
Core Activities: Conducting continuous formative evaluation across every preceding phase to identify flaws before release; executing summative evaluation post-implementation using frameworks like the Kirkpatrick Four-Level Model (Reaction, Learning, Behavior, Results) and the Phillips ROI Model (Level 5).
Key Deliverables: Formative Usability Test Reports, Kirkpatrick Level 1-4 Scorecards, Phillips ROI Impact Studies, and Instructional Revision Plans.
ADDIE Phase Primary Focus Critical Deliverables Formative Quality Gate
Analysis Problem diagnosis & audience profiling Needs Assessment Report, Task Analysis, Project Charter Stakeholder validation of performance root cause
Design Instructional blueprint & assessment architecture Instructional Design Document (IDD), Storyboards, Rubrics SME sign-off on objective-assessment alignment
Development Content authoring & media production Course modules, Facilitator/Participant Guides, Job Aids Alpha review of technical functionality and accuracy
Implementation Delivery execution & operational rollout Train-the-Trainer (T3) delivery, Pilot cohort launch Beta cohort feedback and usability refinement
Evaluation Measurement of impact & continuous improvement Formative review logs, Kirkpatrick L1–L4 evaluation reports Post-pilot revision log and executive business readout
Moving from Waterfall to Iterative ADDIE
Historically, ADDIE was implemented as a linear waterfall model , where each phase had to be 100% completed and formally signed off before the next could begin. In fast-moving corporate environments, waterfall ADDIE suffers from major liabilities: lengthy development cycles, high costs when requirements shift, and the dreaded "big reveal" phenomenon—where stakeholders first see the finished course after months of work, only to reject the design.
Modern talent development practices deploy Iterative ADDIE , where the phases function as concurrent, overlapping feedback loops. Designers build low-fidelity prototypes during early Design, pilot them during early Development, and use continuous formative evaluation to pivot rapidly based on user data.
3. Agile Instructional Design: The Successive Approximation Model (SAM)
To address the inflexibility of waterfall ADDIE, Dr. Michael Allen (Allen Interactions) created the Successive Approximation Model (SAM) . Grounded in Agile software development principles, SAM emphasizes rapid prototyping, iterative development cycles, collaborative team design, and failing early to achieve high-impact learning solutions quickly.
SAM operates on two foundational tiers depending on project scope:
SAM 1: The Basic Three-Step Iterative Cycle
Designed for smaller projects, individual instructional designers, or tactical performance support tools where complex enterprise governance is unnecessary. SAM 1 consists of a recurring three-step micro-loop: Evaluate ⟶ Design ⟶ Develop \text{Evaluate} \longrightarrow \text{Design} \longrightarrow \text{Develop} Evaluate ⟶ Design ⟶ Develop
This cycle is executed three successive times:
Iteration 1 (Initial Concept): Rapidly sketch ideas, evaluate constraints, and create a bare-bones prototype.
Iteration 2 (Functional Refinement): Test the prototype with real users, gather feedback, refine design, and build functional interactions.
Iteration 3 (Final Polish): Complete the build, conduct final quality assurance, and deploy.
SAM 2: The Enterprise Three-Phase Model
For large-scale, complex corporate initiatives involving cross-functional teams, multi-tier stakeholder approvals, and sophisticated digital ecosystems, Allen developed SAM 2 . It is structured across three macro phases:
1. Preparation Phase (Information Gathering & The Savvy Start)
Rather than spending weeks conducting isolated analysis and writing an exhaustive static document, the team gathers essential background data and immediately convenes a Savvy Start .
The Savvy Start: An intensive, highly collaborative, multi-day brainstorming and prototyping workshop bringing together instructional designers, multimedia developers, graphic artists, project managers, executive sponsors, SMEs, and actual target learners.
Key Activity: The team generates dozens of rapid, wild ideas, sketches competing concepts on whiteboards or paper, and builds multiple functional prototypes (clickable, low-fidelity mockups) in real time.
Core Outcome: Eliminates misunderstandings early by forcing stakeholders to review tangible interaction prototypes rather than abstract text specifications.
2. Iterative Design Phase (Design, Prototype & Review)
The prototypes created during the Savvy Start are formalized and tested.
Project Planning: Formalizing budgets, technical architectures, and milestone schedules based on the proven concepts.
Design Proof: Developing a fully realized interactive module prototype (the "Design Proof") that demonstrates the visual aesthetic, pedagogical strategy, and user interface.
User Testing: Putting the Design Proof in front of representative learners and stakeholders to evaluate usability, cognitive friction, and instructional effectiveness.
3. Iterative Development Phase (Alpha, Beta & Gold Releases)
The project enters a disciplined three-stage release development cycle:
Alpha Release: The first complete, functional build of the instructional product. It contains all instructional content, interactions, and media. Tested extensively for functionality, narrative flow, and factual accuracy.
Beta Release: A refined build incorporating corrections and feedback from the Alpha review. The Beta is deployed in a live pilot environment with end users to capture real-world operational data.
Gold Release: The final, polished enterprise product. Once Gold is reached, changes are strictly limited to critical defect fixes. The course is deployed across the enterprise LMS or learning ecosystem.
Dimension Traditional Waterfall ADDIE Agile SAM 2
Core Philosophy Systematic, linear, predictive, process-driven Iterative, collaborative, empirical, prototyping-driven
Stakeholder Engagement Sign-off at phase gates; minimal mid-phase contact Continuous co-creation throughout (begins at Savvy Start)
First Working Prototype Late in Development phase (months into project) During Preparation phase at the Savvy Start (days into project)
Risk Profile High risk of late-stage rejection ("big reveal") Low risk; failure occurs early on cheap, low-fidelity prototypes
Flexibility to Change Highly resistant; changes require formal change orders Welcomes change; design evolves through iterative release cycles
Release Stages Single deployment after full development Alpha (complete draft) ➔ Beta (pilot) ➔ Gold (enterprise release)
4. Backward Design (Wiggins & McTighe: Understanding by Design)
Developed by Grant Wiggins and Jay McTighe in their seminal framework Understanding by Design (UbD), Backward Design is an evidence-centered instructional architecture model. While originally developed in academic pedagogy, Backward Design has become a premier standard in enterprise talent development for building leadership academies, high-stakes compliance programs, and critical sales enablement curricula.
The "Twin Sins" of Traditional Instructional Design
Wiggins and McTighe argued that traditional instructional design routinely falls prey to two fatal planning errors:
The Sin of Activity-Oriented Design: The designer focuses exclusively on creating fun, hands-on, engaging activities (gamification, escape rooms, role-plays) without establishing clear alignment to measurable business outcomes. Learners have a great time, but transfer to job performance is zero ("hands-on without minds-on").
The Sin of Coverage-Oriented Design: The designer acts as a content conduit, marching methodically through textbooks, policy manuals, or 100-slide presentations. Content coverage is equated with learning, resulting in cognitive overload and immediate forgetting.
The Three Sequential Stages of Backward Design
Backward Design reverses traditional planning by asking: "What evidence will prove that learners have mastered the competence?" before planning instructional activities. Stage 1: Identify Desired Results
- │ (Big Ideas, Enduring Understandings, Essential Questions)
- ▼
- Stage 2: Determine Acceptable Evidence
- │ (Performance Tasks, Criterion-Referenced Assessments, Rubrics)
- ▼
- Stage 3: Plan Learning Experiences & Instruction
- (Targeted Scaffolding, Practice with Feedback, WHERETO)
- Stage 1: Identify Desired Results
The designer establishes clear learning goals, prioritizing knowledge into three concentric rings:
Worth Being Familiar With: Foundational context, background history, or general reference information (lowest priority).
Important to Know and Do: Core procedural steps, standard workflows, and operational concepts.
Enduring Understanding (The Big Ideas): The profound, transferable insights that performers must retain years after the training event. These are anchored by Essential Questions —open-ended, thought-provoking questions that drive deep cognitive engagement (e.g., "How do we balance rapid software release velocity against zero-defect security standards?" ).
Stage 2: Determine Acceptable Evidence
Before creating a single slide, video, or exercise, the designer specifies how learners will demonstrate that they have achieved the desired results.
Designers architect authentic performance tasks and criterion-referenced assessment rubrics .
The central question is: What observable evidence will convince an executive sponsor that the performer has truly developed the required capability?
Assessments must measure actual transfer and autonomous application, rather than passive recognition of multiple-choice answers.
Stage 3: Plan Learning Experiences and Instruction
Only after establishing the target results (Stage 1) and assessment evidence (Stage 2) does the designer plan the instructional activities, lectures, discussions, and media.
Wiggins and McTighe introduced the WHERETO framework to guide Stage 3 design:
- W: Where is the unit headed, and Why? (Clear objectives)
- H: Hook and Hold the learner's interest (Gaining attention, relevance)
- E: Equip learners with experiences, tools, and knowledge to solve problems
- R: Rethink, Reflect, and Revise understandings (Self-regulation)
- E: Evaluate performance and progress (Formative feedback)
- T: Tailored to reflect diverse learner backgrounds and needs
- O: Organized for optimal engagement and progressive mastery
Backward Design Stage Focus & Purpose Key Enterprise Deliverable Alignment Standard
Stage 1: Desired Results Define big ideas, enduring understandings, and competencies Competency map, terminal learning objectives, essential questions Aligned directly to business and performance needs
Stage 2: Acceptable Evidence Establish authentic proof of mastery before building content Criterion-referenced simulation rubrics, work-sample evaluations Aligned directly to Stage 1 objectives
Stage 3: Learning Plan Design targeted instructional experiences and scaffolding WHERETO instructional lesson plan, media assets, job aids Designed strictly to enable success on Stage 2 evidence
5. The Dick and Carey Systems Approach Model
Published in 1978 by Walter Dick, Lou Carey, and James O. Carey ( The Systematic Design of Instruction ), the Dick and Carey Systems Approach Model represents the gold standard of rigorous, cybernetic, systems-engineered instructional design. Rooted in behavioral psychology, cognitive information processing, and general systems theory, it views instruction as an interconnected, closed-loop system where every component directly influences every other component.
- The Nine Interconnected Components [1. Instructional Goals] ──> [2. Instructional Analysis] ──┐
- ├──> [4. Objectives] ──> [5. Test Items] ──> [6. Strategy] ──> [7. Materials]
- [3. Entry Behaviors/Context] ─┘ │
- ▲ ▼
- └──────────────────────── [9. Revise Instruction] <── [8. Formative Evaluation] <──────────┘
Identify Instructional Goal(s): Determine what new skills, knowledge, or attitudes the learner will be able to perform upon completing the program, based on a front-end needs analysis.
Conduct Instructional Analysis: A rigorous, step-by-step deconstruction of the overarching goal to identify every subordinate skill, cognitive operation, and procedural step required to reach the goal.
Analyze Learners and Contexts: Analyze target audience entry characteristics (prior knowledge, attitudes, educational level) and the dual operational contexts: the learning context (where training occurs) and the performance context (where skills will be applied on the job).
Write Performance Objectives: Draft precise, performance-based objectives (Performance, Condition, Criterion) derived directly from the instructional analysis and learner analysis.
Develop Assessment Instruments: Create criterion-referenced test items and performance checklists immediately after writing objectives, ensuring 100% construct alignment before designing the instruction itself.
Develop Instructional Strategy: Architect the theoretical delivery strategy, including pre-instructional activities (motivation, objectives), content presentation, active learner participation (practice with corrective feedback), and follow-through assessments.
Develop and Select Instructional Materials: Author the actual manuals, e-learning modules, job aids, multimedia, and instructor guides.
Design and Conduct Formative Evaluation: A multi-stage evaluation process designed to identify weaknesses and gather empirical data to improve the instructional materials. Dick and Carey define three distinct formative evaluation stages:
One-on-One Evaluation: The designer sits directly with individual learners (one at a time) representing the target audience to identify obvious errors, confusing language, and mechanical defects.
Small-Group Evaluation: The revised materials are administered to a group of 8 to 20 representative learners to test instructional pacing, usability, and assessment reliability.
Field Trial: The program is deployed in its authentic operational environment with a full cohort (30+ learners) to evaluate implementation logistics, instructor delivery, and real-world transfer.
Revise Instruction: Synthesize formative evaluation data to systematically revise objectives, test items, strategies, and media assets in a closed feedback loop.
Note on Summative Evaluation: While Dick and Carey include Summative Evaluation as a tenth step, they explicitly emphasize that it is external to the instructional design system. It is conducted by independent evaluators after the instruction has been fully revised and implemented across the enterprise.
When to Deploy the Dick and Carey Model
Due to its exhaustive documentation and rigorous analytical demands, the Dick and Carey model is rarely used for rapid corporate soft-skills training. However, it is the mandatory standard in high-consequence, zero-tolerance environments —such as nuclear power plant operations, commercial aviation flight crew training, pharmaceutical manufacturing compliance, military weapons systems, and surgical medical device training—where an instructional failure could result in loss of life or catastrophic organizational liability.
6. Rapid Prototyping in Enterprise Talent Development
Rapid prototyping is an instructional systems design strategy adapted from industrial product design and software engineering. Rather than proceeding through long, linear analytical phases before producing materials, the design team rapidly produces preliminary functional models (prototypes) of the learning solution, subjects them to immediate user testing, and iteratively refines them.
The Prototyping Spectrum: Low-Fidelity vs. High-Fidelity
Dimension Low-Fidelity Prototyping High-Fidelity Prototyping
Formats Hand-drawn paper sketches, wireframes, index cards, storyboards, static PDF mockups Interactive e-learning sandboxes, functional software simulations, coded digital modules
Cost & Speed Extremely inexpensive; created in hours Moderately expensive; requires authoring tools and programming
Primary Objective Test overarching pedagogical structure, navigation flow, and conceptual clarity Test technical functionality, software responsiveness, audio/video synchronization, and UI usability
Learner Feedback High-level conceptual feedback; users feel free to critique unfinished sketches Granular behavioral feedback; users evaluate authentic look, feel, and cognitive load
- Optimal Phase Analysis, early Design, and the Savvy Start Late Design, Development, and Beta testing
- Enterprise Benefits of Rapid Prototyping
Elimination of the "Big Reveal": Executive sponsors, business unit leaders, and learners participate in testing the prototype on Day 3 rather than seeing a finished course in Month 4. Stakeholder expectations remain aligned throughout.
Mitigation of the Sunk Cost Fallacy: When a team spends 200 hours building an intricate e-learning module that tests poorly, they resist discarding it due to invested effort. When they spend 2 hours sketching a paper prototype that tests poorly, they throw it away without hesitation.
Early Discovery of Hidden Constraints: Prototyping immediately reveals technical barriers, such as network bandwidth bottlenecks, LMS tracking limitations, or screen resolution incompatibilities on frontline mobile devices.