Self-Paced eLearning

Physical Security at Priority (Scenario-Based Narrative Course)

Physical Security at Priority

Client: Priority Technology Holdings

Audience: 1,000 learners annually

SMEs/Stakeholders: Head of Security, Facilities Manager

Time: 1 month

Tools: Adobe Captivate, Vyond, Murf AI Voiceovers

This is an annual compliance training deployed to the whole company. It covers the physical security policies all employees must follow when they visit any of the offices in the US or India, as well as guidelines for following the Clean Desk policy. In order to maintain compliance, there is also an assessment built throughout the course to ensure learners understand the content. At the start of this project I collaborated with the Head of Security and Facilities Manager to confirm the course design and content in a storyboard, and once it was approved I spent a little under a week developing the videos in Vyond and the course in Adobe Captivate. At the end of development the course went through a review process that included peer review from a colleague, leadership review from my manager, and final SME/Stakeholder review with the Head of Security.

This course was developed in the new version of Adobe Captivate, and there is a known bug in the program that would significantly delay the appearance of text on the screen if it has animations applied. To avoid this issue, there are no text animations used throughout the course. If the course were made in another eLearning development software, the text would be animated in time with the narration to be more visually appealing instead of simply appearing on screen.

Results: Annual compliance training for 1,000 learners with 100% completion. Overall 4.65/5 star rating on LMS with significant reduction in security compliance issues and facility breaches noted at 60 days after full completion.

Assessment and Certification Sample

Sample project for portfolio purposes. Client: Harbor Pay (fictional). All policies below are invented for this sample.

Challenge: Harbor Pay wants new support specialists certified before they handle chargeback disputes alone. The assessment must test what specialists do on the job, not recall of definitions.

Approach: I wrote objectives first using Bloom's Taxonomy and backward design, built a test blueprint that links every question to an objective, and wrote scenario-based items with plausible distractors and a rationale for each answer.

Learning Objectives and Blueprint

Explain what a chargeback is and who is involved.
- Bloom Level: Understand
- Items: 2
- Weight: 20%
Identify which evidence supports a merchant's response.
- Bloom Level: Apply
- Items: 3
- Weight: 30%
Choose the right next step and deadline for a given dispute.
- Bloom Level: Apply
- Items: 3
- Weight: 30%
Analyze a dispute to decide whether to contest or accept it.
- Bloom Level: Analyze
- Items: 2
- Weight: 20%

Evaluation plan (Kirkpatrick):

Level 1: learner survey after the assessment.
Level 2: scores and item analysis.
Level 3: dispute response quality at 60 days.
Level 4: percentage of disputes responded to on time and win rate over two quarters.

Note: This sample does not claim formal psychometric validation; it is a design sample showing objective alignment and item writing.

See Sample Quiz Items below.

Branching Scenarios

Here is a glimpse at what my branching scenarios and simulations can look like. At Priority, I created 16 interactive simulations for 10,000+ product users and 1,000+ employees, contributing to a 32% average performance improvement.

The Discovery Call: A Sales Scenario

Sample project for portfolio purposes.

Client: Harbor Pay (fictional).

Challenge: New sellers at Harbor Pay jump to pitching features before they understand the buyer's business. The training needs to let them practice a discovery call and see the result of each choice.

The Buyer (Persona): Marco Reyes, owner of a three-location restaurant group. He is frustrated by processing fees and slow deposits, wants simple reporting, and has little time. He is evaluating two other providers.

Learning Objectives: After this scenario, learners will be able to:

Ask open discovery questions to uncover a buyer's goals and pain points.
Respond to a pricing objection without discounting too early.
Close the call with a clear next step.

Play through the branching scenario on the left (made with Twine).

The Feedback Conversation

Sample project for portfolio purposes.

Client: Harbor Pay (fictional).

Challenge: New managers practice giving specific, balanced feedback to a team member whose work is slipping. Built in Twine. No learner results were collected because it is a portfolio sample.

Audience: New people managers.

Objective: Given a team member with a missed deadline and an ongoing pattern, the manager will open a feedback conversation using the situation-behavior-impact approach, ask before assuming, and agree on a next step.

Targeted Behavior Change: Managers practice a four-step habit (ask, describe, share the impact, agree on a next step) in realistic situations, then take a one-page job aid back to their desk. Each wrong path shows the cost of avoiding or softening feedback, which builds the motivation to change.

Play through the branching scenario on the left (made with Twine).

Demystifying Course Creation

Tools: Google Docs, Genially

Time: 16 hours within a 3-4 business day turnaround

This project was created during the interview process for a learning experience designer position. I was instructed to create a microlearning course on creating effective courses for an ever-changing product, with a turnaround of 3-4 business days. From topic assignment to publication, I created this course in just over 16 hours. This process included drafting the course content, development in Genially, review, and publication. Though I was not selected for the position, the team was impressed with this course and my ability to create effective content with a quick deadline.

This course was planned in Google Docs and developed in Genially. All images were sourced from Genially's image and graphics bank.

Interactive Job Aid Using Articulate Storyline

Open the course in a new window by clicking the photo to the left.

Client: The Makeup Store (fictional client for portfolio purposes)

Time: 12 hours

Tools: Articulate Storyline, Photoshop, Freepik Stock Photos

Collaborators: IDOL Courses Academy

This is an interactive infographic made in Articulate Storyline. Ideally, this will be hosted on a site like Netlify and distributed by QR code next to the nail polish displays in a cosmetics store. This interaction serves to educate customers on the types of nail polish offered by The Makeup Store.

Photos were edited in Photoshop. I obtained textures from Freepik, defined them as patterns, then added them as effect layers in the base nail polish bottle photo.

Inclusive Communication Microlearning Course

Inclusive Communication

Open the course in a new window by clicking the photo to the left.

Client: AT Unlimited (fictional client for portfolio purposes)

Time: 5 days, including research, storyboarding, and implementing feedback

Tools: Articulate Rise, Freepik, Storyset

Collaborators: IDOL Courses Academy

Challenge: AT Unlimited wants to increase their inclusivity. They have already been ranked as a top business for people of color (POC), but need some improvement on including those with disabilities. With Global Accessibility Awareness Day in mind, AT Unlimited wants to push out a series of short courses for managers on being more inclusive of employees with various disabilities. This course is about employees who are deaf and hard of hearing (HoH).

Solution: AT Unlimited's HR department requested a course on Articulate Rise so their managers can complete it on their phones if needed. The course includes several types of blocks to help gradually build on the information, ending with a practical scenario and a quiz at the end. The final lesson includes next steps, where the learners can explore the resources used for the course's information.

Target Behavior Change: The goal is not just awareness but a changed habit: managers choose an accessible way to communicate in their next meeting. The course ends with a practical scenario so managers rehearse the new behavior, and the Dos and Don'ts job aid keeps it in front of them at the point of need. A suggested follow-up check 2–3 weeks after launch asks managers what they changed and what got in the way.

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