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Judd N. Adams
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TEACHING,
TRAINING AND INSTRUCTIONAL DESIGN
Over the years I have been involved in teaching, training and instructional design activities in university, business and government settings, as summarized below. University
University of Denver (2001) Adjunct faculty, University College, Applied Communication Masters Degree Program: Critical Thinking, Problem Solving and Decision Making. Hartford Graduate Center (1976 – 1979) · Teaching: Co-taught Problem Solving With Computers · Instructional Development: Conceived, designed, and administered a Masters Degree in Management based upon credit for experiential learning that allowed adult working students to earn up to 50% of a Masters in Management based upon demonstrated competencies. ·
Assisted faculty improve their course design and/or delivery, based upon
student satisfaction ratings, a system I created and administered. University of Illinois at Springfield (1972 –1976)
Teaching: Critical Thinking (competency-based), and Problem Solving. ·
Instructional Development: Assisted in the development of ten new BA/MA degree programs
including Management, Operations Research & Public Systems Analysis,
Nursing, and a Competency-based History Master’s Degree. Business
United Technologies Corporation (a Fortune 500 company with many divisions). Teaching: I designed and taught the following courses on site: o Communication for Collaborative Problem Solving (for the Hamilton Standard Division, which makes high tech airplane propellers): Purpose to improve communication, problem solving, and teamwork skills, and thereby improve productivity in the operations group (design engineering, manufacturing, quality control and purchasing). Coached managers to improve individual performance. o Performance Planning and Appraisal (for the Pratt & Whitney Aircraft division that makes jet engines): Purpose to help a group of engineers evaluate and redesign their performance planning and evaluation system. · Instructional Development: I designed the following courses and various subject matter experts, selected jointly by the company and the Hartford Graduate Center, provided the instruction: o Diesel Engine Lecture Series (for Hamilton Standard): Purpose to help the Vice President of Engineering and a group of senior engineers make a decision about whether to move into a new field and acquire a new company. o Corporate Advanced Technology Program (for the senior engineers from all UTC divisions): A two-week intensive, residential training program to update computing, manufacturing, and management skills. Conducted interviews of division engineering VPs and others to determine course content, and conducted post interviews to determine customer satisfaction and wrote report suggesting program improvements for the next delivery. Cotter Corporation (uranium mill), Canon City, Colorado: Facilitated
the design of a competency-based training program for new mill operations
employees. Government
As Director of Training for the State of Colorado, (1981 – 1992) I provided training and consulting services to Executive Branch departments with approximately 5,000 managers and 26,000 classified employees · Teaching: I developed, taught and supervised staff to deliver the following programs: o Supervisory Certificate Program: A 60-hour program for 1st line and middle managers, delivered statewide, including to some higher education institutions. At peak delivery, approximately 1,000 supervisors were trained per year. o Total Quality Management Program: Developed in response to the Governor’s Executive Order, the program included (1) a two-hour orientation session to introduce the Cabinet and senior managers to the TQM philosophy, principles and tools; (3) a two-day team-building and tools training for staff TQM teams, and (3) project facilitation to guide work system improvement teams (see below for a summary of TQM projects). · Instructional Development: I designed and managed the following programs: o Management Certificate Program: A 60-hour program delivered by university faculty, provided to several hundred senior managers annually. o
Personnel Certificate Program:
This program was developed in conjunction with State Personnel
specialists to provide technical personnel training and certification in several
HR functions such as classification, benefits administration, affirmative
action/EEO, to ensure that all “personnelists” in decentralized agencies are
capable of performing according to State Personnel rules and regulations. o Mediation Program: The purpose of this program was to develop a cadre of 30+ volunteers from the various agencies to be able to resolve workplace conflicts though mediation rather than through the formal grievance and appeals processes. The program was designed and administered jointly with the State Personnel Board (the entity that hears grievances and appeals) and the training was provided by the Center for Dispute Resolution (now CDR Associates). o
Computer training: Faculty
from the Community College of Denver provided state employees training in a
variety of areas, including word processing, spreadsheets, and databases. Consulting services: For a variety of state agencies I provided one and two-day workshops and other services, such as team building, problem solving, time reallocation, climate assessment, and mediation. |