eLearning Storyboard Sample

Learning Aims

This session arose from a need to increase effectiveness at the start of the 8-week mentor training program. This session aims to ensure trainees understand the steps required for promotion, can describe the role mentors play in onboarding, and engage in thoughtful discussion in the first face-to-face session. 

• Aim 1: Trainees can state the steps required for a promotion to a mentor position.

Rationale: Ensure trainees stay on track for promotion.

• Aim 2: Trainees can describe the role mentors play in onboarding new teachers.

Rationale: Ensure trainees grasp expectations upfront, reducing dropout later in the program.

• Aim 3: Trainees can describe their own experiences as new teachers in moderate detail.

Rationale: Refresh trainees’ memories of their onboarding, help them empathize with new staff, and prepare for discussion in the face-to-face training session.

Measuring Impact

The learning aims above are measured in the eLearning course and by the trainer in the first session. To measure the broader impact of this lesson, we would also look at the following: 

• • Mid-Program Dropout Rate: Previous cohorts saw some participants drop out halfway, citing that the mentor role was "not what they had expected." If this session is effective, participants will be clear about the role before the start of in-person training. This could reduce dropouts later on and increase the amount of time the trainer can devote to each trainee. 

To measure the impact of the full 8-week training program, we would look at the following areas: 

• • Appraisal Scores: Successful participants should achieve higher scores on the "Professional Responsibilities" section of their performance appraisal, which is linked to the content of the training program.

  • Promotion Rate: Program completion is one milestone that can justify a promotion. If participants successfully complete the training program (and achieve related milestones), we would expect to see a high promotion rate, as long as positions remain available. 

  • Retention Rate: In the past, a top reason for staff turnover was a "lack of development opportunities." The mentor program was designed, in part, to address this. If effective, the program should drive an increase in retention of participants.

  • Improved eNPS (Employee Net Promoter Score): We'd expect participants in the program to give high scores in response to the question "How satisfied are you with the training and development opportunities available to you?" on this quarter's eNPS survey. In the future quarters, we'd also expect to see new teachers reporting improved satisfaction with the "support received during the onboarding period", which is facilitated by the mentors trained in this program.