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Learning and Development Program Design Consultant - Washington, United States - Amnesty International USA
1 month ago
Description
Amnesty International USA (AIUSA) is the global organizations presence in the United States. We engage people in the U.S. to fight injustice all around the world, while we also work to protect peoples human rights here in the U.S. Amnesty International USA has more than one million members and activists in all 50 states, who are part of a larger global movement of 10 million people in 150 countries. We are a democratically governed, grassroots membership organization, which means that our members vote on key policy issues and elect our Board of Directors. Amnesty International USAs elected Board members, staff, and members work together to lead the organization.
Job Summary
AIUSA is searching for an experienced learning and development subject matter expert to lead the design and development of a new learning and development program, ensuring a culture of continuous learning and growth for AIUSAs staff and member leaders (volunteers).
Key Deliverables
1. Develop a learning strategy that supports AIUSA + department objectives
a. Clarify the process for gathering input from key stakeholders across departments to ensure the learning strategy is aligned with overall organizational goals.
b. Include a timeline for the development and implementation of the learning strategy, including key milestones and deliverables.
2. Develop a framework for training program design that incorporates adult learning principles and best practices in instructional design
a. Include guidelines for incorporating various learning modalities (e.g., online courses, workshops, etc.) to cater to diverse learning preferences and needs within the organization.
b. Incorporate an accessibility check to ensure the framework is inclusive of diverse learning styles and visual and audio formats.
c. Provide standard templates for presentations, training plans, surveys, facilitator guides, and handouts.
3. Develop a framework to assess development needs across the organization
a. Specify the methodologies and tools that will be used to conduct the assessment, such as surveys, interviews, or competency assessments.
b. Define the criteria for prioritizing development needs to ensure that resources are allocated effectively.
c. If able, execute the inaugural assessment.
4. Develop a framework for learning effectiveness monitoring and tracking
a. Identify key performance indicators (KPIs) and metrics to measure the impact of learning initiatives on employee performance and organizational outcomes.
b. Include mechanisms for gathering feedback from participants and stakeholders to continuously improve learning programs.
5. Develop a framework that marries individual professional development objectives with learning paths
a. Provide guidance on how employees can align their professional development goals with available learning opportunities within the organization.
b. Develop a method for students to track progress and plan multi-year coursework (101, 201, 301), and work towards specific skill development areas such as leadership, training facilitation, public speaking.
6. Conduct a needs assessment and scope learning management system (LMS) options, to help AIUSA secure an LMS in 2025
a. Outline the criteria for evaluating LMS options, such as scalability, user-friendliness, and integration capabilities with existing systems.
b. Conduct a cost-benefit analysis to assess the return on investment (ROI) of implementing an LMS and ensure it aligns with the organization's budgetary constraints.
c. Include appropriate estimated cost per pupil goal for various stakeholder groups across the organization leadership, such as staff, people leader, member leader (volunteer), Board member.
Qualifications and Experience
Knowledge, Skills, Abilities
Education and Experience
