Case study and best practices for return on investment when building an online learning and training program.

1. ROI of Online Learning
2015 FALL
AGRIP
CONFERENCE

2. Introductions
Jon Woods
CEO | Oklahoma Municipal Assurance Group
Aaron Barnes
Chief Operating Officer | LocalGovU

3. Objectives + Takeaway
Fundamentals of Training.
Gain Knowledge of New
Trends in Training and
Online Training
Learn from OMAG and LocalGovU
about Implementation and
Anticipated and Unexpected Costs,
Value Benefits to OMAG’s Risk
Initiatives
Understand Common Myths,
Questions, Objectives and
Outcomes for Online Training
What a Program Looks Like and
Other Takeaways.
Identify ROI Case Study Knowledge
Understand Lessons Learned

4. What is Training?
Training Is The
Process Of Teaching
Or Learning A Skill
Training Is A Means
Of Meeting
Regulatory Or Legal
Requirements
Training Can Meet
State Mandated Or
Insurance
Requirements
Training Can Be A
Way To Earn
Professional
Certification
Training Can Also
Become A Means Of
Altering Behavior
Training Utilizes
Methods That Target
Learners Preferences
In Training Delivery

5. Support
Professional
Development?
Reduce Risks?
Reduce
Liability?
Improve
Individual’s
Productivity?
Increase
Quality?
Empower
Employees?
Align
Individuals
With The
Organization’s
Objectives?
Build
Teamwork?
Considerations for Successful Training Development
Does Your Training:

6. ADDIE Model Foundation of Training
Analysis
Training Needs Assessment Performed At This
Stage
Design
Course Outlined, Structured, And
Storyboarded At This Phase
Development
Course Developed At This Stage, E.G., E-
learning Modules And Lesson Plans Are
Created Using Various Tools Including
Adobe Captivate, Storyline, And Microsoft
Word
Implementation
Course Delivered To End Users At This
Stage
Evaluation
Course Effectiveness Assessed
And Reported At This Stage

7. Adult Learning Principles in Training
Brings Life Experience
And Knowledge To The
Learning Environment
Want Practical, Problem
Centered Information
That Immediately Helps
with Life’s Challenges
Adult Learners Have
Pride and Desire Respect
in the Learning Process
Tends To Prefer Self-
directed, Autonomous
Learning

8. Adult Learning Principles Continued
Desire Feedback On The Progress They
Are Making At Learning Something New
Learn Best Through Collaboration And
Reciprocity
Varied Preferences For Learning. Some
Prefer Kinesthetic (by doing), Others
Prefer Visual (Observing), While Others
Prefer Learning By Listening
An Environment Where People Learn
With Others While Sharing What They
Already Know

9. Learning Continuum
What is a Teacher,
what is a Student?
Lines are Blurring
Engagement of Gen-Y
and Millennial User
Base
1:1/1:M
Formalizing
Information Learning
Social Media and its
Effects of Learning
and Information
Growth of
Gamification
Continuing Learning
Environments
Immersive Virtual
Reality Simulations
Teaching at Warp
Speed and Learning
at Warp Speed
Redefining Learning / Trends in Content

10. The Training World is Changing
• From In-person To Online
• In The Last 20 Years, Changes In Mission, Technology,
Social Expectations, And Organizational Liability Have
Been Challenging.
• Recent Economic Impacts Have Most Agencies Struggling
To Keep Trained And Ready First Responders On The
Streets.
• Online Training Solutions Are Solving Some Of These
Endemic Problems By Providing An Ecosystem That Acts
As Connective Tissue For All Stakeholders Facilitating The
Free Flow Of Information, Learning, And Vital Services
Within A Secure Online Environment.

11. Scale Cost Savings Blended Learning
Accurate Records
And Certificates
Manage
Assignments
Standardization/
Homogenization
Of The
Experience
Convenience
Tests And
Quizzes
Why Online Learning?

12. Online Learning Outperforms Live Training
• A recent study conducted by the US department of education
concluded that digital learning, most specifically Online learning,
produced better results in learners than live classroom training.
• While it has been long suspected that Online Learning had better
results than classroom training alone, it was discovered that a blend
of classroom and Online Learning did no better than Online Learning
alone.
*The research can be found on www.ed.gov was gathered from over 1000 studies conducted over a 12 year period.

13. “The studies of more recent online instruction
included in this meta-analysis found that, on
average, online learning, at the post-secondary
level, is not just as good as but more effective
than conventional face-to-face instruction.”
Marshall “Mike” Smith
Senior Counselor to the secretary of Education

14. From the Classroom to Online
From… To…

15. How to Evaluate Online training as an Investment
Why Are You Investigating
This Particular Project Or
Investment?
What Is The Problem Your
Organization Is Trying To
Solve?
What Is The Opportunity
Your Organization Is Trying
To Create? Decrease
In Travel
Budgets

16. High-level Financial Evaluation
The Financial Evaluation
Consists Of Three Steps
Develop A General Understanding Of Costs
To Determine Financial Feasibility, Given
Cash Flow And Funding Limitations.
Determine And State The Benefits As
Measurable Goals In Order To Quantify The
Benefits As A Financial Improvement.
Calculate an ROI or EVA

17. Itemized Costs: In Person vs. Online Training
In Person Online
Printed Materials, Brochures ✓
Location ✓
Overtime Pay? ✓
Facility ✓
Travel / Meals ✓
Technology ✓
Teacher ✓
Content ✓ ✓
Quizzes ✓
Records ✓
Certificates ✓

18. Common Misconceptions about Online Learning
& Shift in Thinking
• Local Government Officials and Public
Safety Industry Slow to Adopt Online
Learning
• Old Technology
• Bandwidth Constraints
• Security of the Information
• Quality of Training

19. The “Truth” about Online Learning
• Instructor's Presence is not Required at the
Time of Delivery
• Students can Consume the Content at their
Own Pace or Review as Needed.
• Content can be Presented by your Best
Resource for Each Topic
• Broader Audience can be Reached Regardless
of Location; Schedules and Time Zones
• Consistency of Presentation

20. Transfer Knowledge to Your Members with
Training Lessons Provided by a 3rd Party or You
Create Your Own
Test
Results
Quizzes and Checkpoints Drive Retentions and
Engagement
Certificates + Results Create Verifiable Proof of
Knowledge Transfer and Allows for Pool Data
Metrics on Members that Have been Trained
Spot Trends
Checkpoints

21. Decrease
Claims
Send
Receive
Alerts
Personnel
Access
Assign
Courses
Documentation
Monitor
Organization’s
Accreditation
Licenses
Mandate
ROIConvenient
Fresh
Content
Avoid
Litigation
Save
Money
Actual
Requirements
Analytics
Needs
Assessment
Vast
Library
Means of
Meeting
Requirements
Good
Quality
Testing
Components
Comprehension
of Materials
Training Program Goals = Tip of the Iceberg

22. Training Solutions for Pool + Pool Members
Turn-key Learning
Management System
Technology In Html5
Compliant
Vast Library Of Full
Length Courses
Assign Online Training
Courses And Create
And Send Compliance
Email Alerts
Track Education
Progress And
Professional
Development
Create Custom
Content Or Integrate
3rd Party Content Or
Your Own
Deliver Certificates Of
Competition And
Retrain Records In A
Virtual File Center
Engagement Points with
Content and Technology

23. Technology
(Network)
Compliance
Risk
Management
/Litigation trends
Security
(Cybersecurity)
Online Learning Implications for Risk Pool Market

24. Case Study
OMAG &
LocalGovU

25. Oklahoma Municipal Assurance Group (OMAG)
Background
• Seeking Training to Reduce Liability
Risks
• Committed to Provide Training to all
Members
• Focusing on Risk Management to
Prevent Claims and Lawsuits
• Municipal Liability Coverage to ~500
Oklahoma Cities
• 6 Full-time Trainers
• Spending $9-10 Per Training Offline
Session When Factoring Gas and
Meals
Training ObjectivesContext

26. OMAG Challenges
• 330 Police Departments Requiring Annual
Training For Re-certification
• 25 Hours / Year For Oklahoma Council Of
Law Enforcement Education & Training
(CLEET)
• Many Departments With 5 Or Fewer Officers
And No Trainer On Staff
• Cost Cuts To Municipality Training Budgets
Due To Economic Challenges
• Training Approach Not Scalable
• 6 OMAG Specialists Responsible For
Training Hundreds Of Members
Across The State – Not Possible To
Reach Every Member Each Year

27. OMAG’s New Approach To Training
Worked With Localgovu To
Introduce Affordable And
Credible Online Training
Solution
Members Have Completed
Over 48,000 Hours Of
Online Training Since
September 2011
Included Over 40 Accredited
Oklahoma-specific Courses
For Law Enforcement And
Corrections
Offered Training Free Of
Charge To All OMAG
Members And Marketed It
As A Value-added Service
Used Localgovu Online
Course Builder To Migrate
On-site/In-person Courses
To The Online Platform
Members Now Have
Access To Over 100 Hours
Of Approved Training

28. Courses are Offered to
OMAG Members at No Cost
Quarterly e-mails Announcing
new Courses Available and
“End of Quarter” Reminders
Topic Categories Include:
Quarterly Curriculum – New
Courses are Available Every
Quarter
Management
Safety and
Environment
Health &
Wellness
The LocalGovU & OMAG Partnership
Communications
Human Resources
Corrections &
Law Enforcement

29. $300K
Decrease in
Claims Paid
ROI Reflected in the Claims
Savings since Program Launch
40%
Decrease in
Claims / mo*
360%
Increase in
Course
Completions
* From 32 claims / mo pre-inception to 19 / mo 17 mos into program

30. How OMAG Did It
• Communication Worked to Get Members Engaged
• Risk Management Team Sits with Members to Aid Them
• Skyrocketing Enrollment
• OMAG Using Course Builder to Increase Course Offerings
• Reduction In Claims Costs
• Successful Training Program and a Solution for the Wider Risk Pool
Market
OMAG Member Engagement and Increased Course Offerings

31. “We focus on risk management topics that could
prevent claims and lawsuits. However, our staff
simply could not visit every member, even once
each year. Online training allows us to offer
training to every member.”
Pam Spinks
Director of Professional Development, OMAG

32. Summary Results of the Program
• OMAG Partnered with LocalGovU in 2011 to Launch
OMAG Online University
• 5,522 Courses were Completed the First Year of Launch
• 4 Fold Increase in Courses within 4 Years
Reaching 20,000
• Since Launching, OMAG Members have
Completed Nearly 48,000 Hours of
Training Online

33. How To Create
A Training
Program Online

34. Technology Assessment
Technology
- Build In House?
- Staffing Resources?
- Financial Resources?
- Project Management Resources?
- IT Resources?
- Client Support Resources?

35. Content Assessment
Content
- Create In House?
- Staffing Resources?
- Financial Resources?
- Production Resources?
- Mandated Curriculum
Assessment ?
- Resources?
- Video Interactive?
- Course Review?
- Instructional Design?

36. Portal
Page
Contract
Technology
LMS
General
Content
Custom
Content
Customer
Support
Public
Safety
and Law
HR
Water
Control
Tests
and
Quizzes
Records
Content
Client
Success
Customer Support Calls
3rd Party
Training
Vendor
Risk Pool
Members
Content
Creation
Feedback Loop
Online Training Architecture

37. What is LMS - Learning Management System
• A Learning Management System (LMS) is the Software
and Content that is Put Together to Teach and Train
Employees
• A LMS is Used when Organizations Wish to Track
Training Usage
• LMSs share Six Primary Components

38. What is LMS - Learning Management System
1. Registration and Enrollment Management
Capabilities
2. Curriculum Content Management Controls
3. Internet Delivery of the Content to the Attendees
4. Course Calendar Creation and Distribution Methods
5. Interactivity Between Student Groups and Instructors
with Email, Instant Massaging and Discussion Forums
6. Assessment and Testing Methods

39. Content Needs Assessment of Pool Members
• Wide Selection of Full-length Training Curses
• Correction Training
• Grant Writing
• Health and Wellness
• Human Recourses
• Law Enforcement
• Management
• Productivity
• Safety and Environment

40. Content Needs Assessment of Pool Members
• Video
• Interactive
• Intuitive Interface
• Easy Course Creation /Selection
• 3rd Party Content
Integration

41. Turn Key 3rd Party System
• Leverage Existing 3rd Party Content Library
• Custom Create Your Own Content
• Provides Technical Support
• Customers Service
• Tracking Results
• Real-time Reports and Analytics
• Technology LMS
Comprehensive
3rd Party
System

42. Web Based
–
No IT Requirements
Available Anytime,
Anywhere Access to the
Internet is Available
Technical Support
is Handled by
3rd Party Provider
How a 3rd Party System Works

43. Visual Examples of Success

44. Sample Training Content Library

45. Course Design
• Our Courses Begin With A Learning
Objectives Introduction Page
• Check Points Are Incorporated
• A Quiz At The End To Document
Learning
• Courses Average 30 Minutes In
Length To Accommodate Busy
Schedules

46. Course Format

47. Check Points

48. Detailed Employee Tracking

49. Certificate of Completion

50. Administrator Capabilities
• Add New Users, De-activate Users At Any Time
• Make Individual Course Assignments – Option For Automatic Email To
Individual Users When Assignments Are Made
• Pull Reports And Track Progress
• Courses Completed Reports
• Courses Not Completed
• Course Breakdown
• User Breakdown
• Course Attempts

51. Easy Report Generation

52. Access from the OMAG Website

53. OMAG Portal Page

54. • Immediate and Cost Effective
• Helps Save Time and Resources
• Streamlined Tracking and Reporting
• Convenient
• Easy to Use
• Hundreds of High Quality Courses to Choose From
• New Content Produced Quarterly
Recall the Benefits of an Online Training Program

55. To Create One:
• Extensive Library Of Training Videos
• Many Full-length Courses
• LE, Corrections, HR, Management And
IT Courses
• Create, Send And Receive Alerts
Regarding Compliance
• Easily Monitor Organizational
Credentials And Licenses
• Effectively Disseminate Important
Information
Look for these Features

56. To Create One:
• Track Educational And Professional
• Development
• Assign Online Training Courses
• Track Completions
• Create Custom Learning Tools And
Organization
Specific Courses
• Virtual File Center
• Learning Management System
Look for these Features

57. Lessons Learned
• Active Training and Communication with Pool Members Drives
Engagement
• Vendor Needs to Mitigate Program Risk and Increase Success.
• Working with a 3rd Party can be a Win if you are Aligned to Give
Great Client Support
• Leverage Technology Cobrand and Feedback Loops
• Convenience and Flexibility is Required for Pool and Members
• Create Custom Content and Leverage 3rd Party Content
• Development and Delivery of LMS Needs to be Static Free