Each item in this checklist begins with a prescription that is followed by suggestions. Use this checklist to guide your your next instructional- development project.

1. Focus on accomplishment.

Confirm a lack of skills and knowledge. Use alternative human performance technology interventions (such as assigning the job to the right person, outsourcing the task, clearly communicating the goal, giving constructive feedback, encouraging teamwork, modifying the work process, reorganizing the physical facilities, providing tools and equipment, reducing excessive workload, or rewarding appropriate performance) to achieve performance goals. Reinforce instruction with these interventions.

2. Develop a learning system.

Develop a combination of instructional objectives, criterion tests, and alternative instructional materials. Create an administrative system for tracking the progress of learners and certifying them for their mastery of the objectives.

3. Use incentives to reward learning.

Specify the instructional objectives and procedures for demonstrating mastery of these objectives. Match each level of mastery with appropriate incentives. Link the mastery of instructional objectives to pay increases, promotions, and other job-related rewards.

4. Use shortcuts.

Analyze existing records to identify needs. Check with procedure manuals to conduct a task analysis. Videotape a demonstration by a subject-matter expert. Conduct a focus-group session to review the prototype version of the instructional package. Test the instructional package with four or five individual learners.

5. Combine different steps.

Undertake analyses as needed during the design of instruction. Make sure that evaluation strategies accurately reflect various analyses. Bypass writing of instructional objectives and use criterion test items instead. Combine your field test with the implementation of the training program.