ESF, Inc. Company Historyesf-protrainer.com/ESFHistory2009.pdf · Chestnut Hill College: AB, English Literature, Philadelphia, PA, 1965 ... A Cause explains why a symptom exists

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Founders:

Mary Sullivan Esseff, Ph.D. Peter J. Esseff, Ph.D.

ESF, Inc. Tampa, FL

© 2005, ESF, Inc.. All Rights Reserved.

We Succeed Only When You Succeed

ESF, Inc. Company History

— 1969 – 2006 —

ESF, Inc. History 2006

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WBENC CERTIFICATION

ESF, Inc. is proud to be a Woman-Owned Business Certified by WBENC through the Women's Business Development Center – Miami. Contact Information:

11205 South Dixie Highway, Suite 101 Miami, FL 33156 305.971.9446 http://www.womensbusiness.info/

Certification Number: 243772 Exp.: 8/11/07

ESF, Inc. History: 2006

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TABLE OF CONTENTS

WBENC CERTIFICATION II

ABOUT THE FOUNDERS 1

Mary Sullivan Esseff, Ph.D............................................................................1

Peter J. Esseff, Ph.D......................................................................................2

INTRODUCTION 3

ESF Consulting ..............................................................................................3

ESF Workshops .............................................................................................3

ESF Training Materials ..................................................................................4

ESF Training Software...................................................................................4

ESF'S TOTAL TRAINING SYSTEM 5

Overview.........................................................................................................5 Step 1: Conduct Needs Analysis .............................................................................................6 Step 2: Use Management of Training Processes...................................................................8 Step 3: Use IDLS to Design Training Programs.....................................................................9 Step 4: Conduct Interactive Classes .....................................................................................13

ESF Instructor Certification Process .........................................................14

ESF-ProTrainer Workshops and Materials ................................................15

SELECTED CLIENTS 16


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PROJECTS 17

Automotive & Transportation .....................................................................18 General Motors .......................................................................................................................18

Corporate Training...........................................................................................................18 UAW/GM ProTrainer Series............................................................................................18 GM Corporate: Secretarial/Clerical Orientation Program (1987) .................................19 GM: Instructor Certification .............................................................................................19 GM: Saturn .......................................................................................................................19 GM: International Union of Electrical Workers (IUE).....................................................19

Federal Express Company Start-Up .....................................................................................20 Sandvik: Federal Express Newark Hub & Fort Worth Hub..................................................20 The Eyre Bus Company .........................................................................................................21 Amtrak Conductor Training ....................................................................................................21 Auto Club (AAA) of Southern California................................................................................21

Chemical & Oil Companies .........................................................................22 The Dow Chemical Company ................................................................................................22

Diamond Service Training Program (SAP) ....................................................................22 U.S. & European Customer Service Representative Training Program ......................22 Accounting Training Program .........................................................................................22 Dow Capital Manager Training Program: US & Europe ...............................................22 Certification of Dow Trainers...........................................................................................22

EXXON....................................................................................................................................23 Training System Design ..................................................................................................23 Carter Oil ..........................................................................................................................23 EXXON: Baytown ............................................................................................................23 ESSO (Eastern) Australia and Southeast Asia..............................................................23 Monterrey Coal/Carter Oil Company ..............................................................................24

Shell Oil Company..................................................................................................................24 Financial Management ....................................................................................................24 AutoCare Training Programs ..........................................................................................24 Staff Training....................................................................................................................25 Shell Refineries................................................................................................................25

Unocal .....................................................................................................................................25 Goodyear Tire and Rubber ....................................................................................................25


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Communications & Computer Companies................................................26 AT&T Training Guidelines Revision ...............................................................................26 AT&T PhoneCenter Store Training Program.................................................................26 AT&T Revision of Bell System Training Guidelines ......................................................26 AT&T Information Systems-NAPLPS Training Program...............................................26 AT&T Five-Year Plan for Computer-Based Training.....................................................27 AT&T Information Systems Services: Videotex Sales Training ...................................27

IBM ..........................................................................................................................................28 James River Corporation .......................................................................................................28 R. R. Donnelley Staff Training ...............................................................................................28 3M............................................................................................................................................28 The Rouse Company .............................................................................................................29 The Timken Company ............................................................................................................29 Unisys......................................................................................................................................29

Corrections & Law Enforcement ................................................................30 Maryland Adult Corrections Pre-Release .............................................................................30 City & County Jail Pre-Release .............................................................................................30 American Correctional Association .......................................................................................30 Illinois State Department of Corrections ...............................................................................30 D.C. Metropolitan Police ........................................................................................................31

D.C. Metropolitan Police Academy Training ..................................................................31 D.C. Metropolitan Police Staff Training ..........................................................................31 Driving Under the Influence (DUI) ..................................................................................31

Maryland Police Training Commission..................................................................................32

Military & Government.................................................................................33 U. S. Department of the Navy................................................................................................33

Joint Uniform Military Pay System (Jumps) ...................................................................33 Navy Industrial Fund (NIF) ..............................................................................................33 Entry Level Financial Management ................................................................................34

Kingdom of Saudi Arabia .......................................................................................................34 Food and Drug Administration ...............................................................................................34


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Manufacturing & Pharmaceutical ...............................................................35 Merck & Company ..................................................................................................................35

Merck Staff Training ........................................................................................................35 SOP Survey......................................................................................................................35 Fluid Manufacturing .........................................................................................................35 Sampling Raw Material in the Warehouse.....................................................................35

American Association of Colleges of Pharmacies................................................................35 Warner Lambert Pharmaceutical...........................................................................................35 Kohler & Co.............................................................................................................................36 Schering-Plough .....................................................................................................................36 Ortho-McNeil ...........................................................................................................................36 Hoffman-La Roche Laboratories ...........................................................................................36

Non-Profit Organizations ............................................................................37 Institute for Priestly Formation (IPF) .....................................................................................37 PBS Users' Guide...................................................................................................................37 United Way..............................................................................................................................37 Church of the Latter Day Saints ............................................................................................37 Maryland Community Colleges..............................................................................................38

Instructional Technology Training Institute ....................................................................38 Maryland Department of Health & Mental Hygiene Juvenile Services ...............................38 Coppin State, Hampton Institute, & Morgan State ...............................................................38 National Apartment Association ............................................................................................38

ESF, Inc.

1969

Educational Systems for the Future® 11415 Georgetown Circle

Tampa, FL 33635-1560 813.814.1192 813.814.1194 (Fax)

[email protected] Peter@ ESF-ProTrainer.com

http://www.ESF-ProTrainer.com

Oh by the way... if you know of any other Corporation who would benefit from ESF’s Consulting Services, Workshops, and Training Materials, please contact us by phone or email, or share our website address: www.ESF-ProTrainer.com.


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ABOUT THE FOUNDERS

Mary Sullivan Esseff, Ph.D.

President and Director [email protected]

Oh by the way... if you know of any other

Corporations or Organizations who would benefit from ESF’s Consulting Services, Workshops, and Training Materials, please contact us by phone or

email, or share our website address: www.ESF-ProTrainer.com.

Education: The Catholic University of America, 1972: Ph.D., Educational

Technology, Washington, D.C.

Chestnut Hill College: AB, English Literature, Philadelphia, PA, 1965

Responsibilities:

Identify Short and Long-Term Goals for ESF

Define Strategies to Meet Those Goals

Design, Develop, Validate ESF and Client Training Materials,

including Edit, Design, Layout, and Graphics

Co-manage ESF's Finances

Design our Software Applications: TaskOutliner, and StyleDoc

Run ESF Workshops

Work with Clients On-Site and at Our Home-Based Office

Oversee Staff and Contractors, as Needed

Write proposals

Design & Maintain Website


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Peter J. Esseff, Ph.D.

Vice President & Technical Director [email protected]

Oh by the way... if you know of any other

Corporations or Organizations who would benefit from ESF’s Consulting Services, Workshops, and Training Materials, please contact us by phone or

email, or share our website address: www.ESF-ProTrainer.com.

Education: The Catholic University of America, 1969: Ph.D., Educational

Technology, Washington, D.C.

Fordham University, 1958: MA, Education, Bronx, NY

Fordham University, 1956: AB, Classics: Latin and Greek, Bronx, NY

Responsibilities:

Identify Short and Long-Term Goals for ESF

Define Strategies to Meet Those Goals

Create the Overall Mission of Our Company

Design, Develop, Validate ESF and Client Training Materials

Co-Manage ESF's Finances

Run ESF Workshops

Certify Instructors to Conduct ESF Workshops

Supervise Client Development Projects

Conduct Needs Analyses for Organizations

Work with Clients On-Site and at our Home-Based Office

Write Proposals


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INTRODUCTION ESF, Inc. dba Educational Systems for the Future®, was founded in 1969 by Drs. Peter and Mary Esseff. Since its origin, ESF has used the term "Guaranteed Learning" as a company standard. ESF’s unique validation standard consists of testing and revising its materials until 100% of the learners can retain 90% or better of the knowledge skills and 100% of the performance skills. ESF-ProTrainer Consulting ESF specializes in the following services:

Developing Customized Training Courses. In addition to its proprietary materials, ESF has developed thousands of custom-designed courses of instruction for clients in numerous and diverse training fields from law enforcement to financial management, from basic technical skills to highly sophisticated videotex sales training programs. ESF conducts train-the-trainer workshops to certify its clients' trainers to conduct ESF's ProTrainer Series of Workshops in house to standardize training methods using a systematic approach to training.

Reviewing Training Modules developed by clients.

Conducting Needs Analysis training to help determine our client organization’s training needs.

Supervising Training Development Projects undertaken by ESF clients. ESF-ProTrainer Workshops ESF offers a complete line of fully validated Workshops, covering all of the topics required to become a Professional Trainer. These include:

IDLS: A Training Development Process Training Needs Analysis Interactive Teaching Skills Dealing with Challenging Learners Prepare and Conduct Skills Labs Management of Training

Courses are offered either at the client's site or at ESF's home-office. Workshops are designed to accommodate small groups of training personnel in an intimate, friendly environment.


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ESF-ProTrainer Materials In conjunction with its Workshops, ESF offers the ESF-ProTrainer Series of Instructional Materials, a complete line of fully validated self-instructional materials, covering all of the topics below. Each of ESF’s competency-based training programs has been tested and revised so that the instructional material is understandable to both trainers and non-trainers alike. The programs can be used in industrial, government, or educational environments. The ESF-ProTrainer Series includes:

IDLS: A Training Development Process Training Needs Analysis Interactive Teaching Skills Dealing with Challenging Learners Prepare and Conduct Skills Labs Management of Training

ESF-ProTrainer Software In ESF's desire to help clients develop materials faster and easier, it has spent more than a decade in developing software that aids trainers in the IDLS process. ESF's TaskOutliner 3.0 and StyleDoc software programs aid clients in creating Task Analyses and Performance Checklists other.

TaskOutliner 3.0 is the fastest, easiest way to develop Job Task Analysis-based training or instructional materials. Based on ESF’s proven IDLS process, TaskOutliner 3.0’s powerful program allows clients to input tasks as quickly as they can type, rearrange them with drag-and-drop ease, while TO3 renumbers tasks automatically.

StyleDoc is a series of Microsoft Word and PowerPoint templates that you can use to quickly lay out your instructional Workbook, Instructor's Guide, and Overhead Transparencies and/or PowerPoint presentations. This process completes the third step in developing instructional or training materials based on ESF's IDLS process.


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ESF'S TOTAL TRAINING SYSTEM Three Decades of Professional Training

Overview The steps in ESF's Total Training System were formalized during the past three decades in the four basic ESF Processes outlined below. They include:

Step 1: Needs Analysis (1983)

Step 2: Management of Training (1985) Step 3: Instructional Development Learning System (IDLS) (1970) Step 4: Interactive Teaching Skills (1981)

These processes have been revised and updated over the years and have been expanded to include a full curriculum of processes leading to certification as a Professional Trainer, hence the term ProTrainer. The Total Training System can be represented as a Training Cycle as depicted in this graphic:

© 1995, ESF, Inc. All Rights Reserved.

A Process Approach to Solving Complex Human Resource Needs


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Step 1: Conduct Needs Analysis The first step in the Total Training System process that we always recommend to a client is to conduct a Needs Analysis. This is a proactive, rather than reactive, approach since all problems are looked at, rather than simply developing a training program to react to what appears to be a training problem, but might be caused by one or more non-training problems. Training Needs Analysis is the process of analyzing symptoms and causes in order to provide a solution mix to performance problems based on a cost/benefit analysis of the solutions.

Performance Problems relate to the absence of a desired outcome, i.e., a discrepancy between the "should" and the "actual." To identify the Performance Problem, ask: What is missing that you expect to achieve?

Symptoms are observable indicators of performance problems. To identify the Symptoms of a Performance Problem, ask: What can you observe that indicates the performance problem?

A Cause explains why a symptom exists. Various possible causes are analyzed in order to determine the root cause, i.e., why the symptom exists. Causes are EITHER a lack of training or, a lack of Resources, Environment, and Systems (RES). A lack of training is determined by the absence of the specific knowledge skills, physical skills, and attitudinal skills needed to perform specific job tasks.

Resources, Environment, and Systems on the other hand can be grouped into five categories:

1. Physical Resources 2. Internal Environment

3. External Environment 4. Reward Systems, and 5. Organizational Systems

To identify a lack of Resources Environment, and Systems (RES) as possible Causes of the observed Symptoms, ask: Does a lack of RES explain the observed symptoms?

To identify possible RES Solutions for each of the RES Causes, ask: What changes in RES can you make to correct the causes?

To identify a lack of training as a possible Cause of the observed Symptoms, ask: Does a lack of training explain the observed symptoms?


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To identify possible Training Solutions for each of the Training Causes, ask: What changes in training can you make to correct the symptoms?


To Verify Symptoms, Causes, and Solutions, ask: How can I verify the

symptoms, causes, and solutions? Solutions are methods of correcting the symptoms by eliminating causes.

To identify Costs and Benefits of each proposed Solution, ask: What are the costs for each solution? What are the benefits in relationship to the costs?

A Solution Mix is a combination of training and non-training solutions. To select the best Solution Mix ask: What is the best combination of training and non-training solutions?

To implement the best Solution Mix, ask: What methods and persons are needed to implement the proposed solution mix?

A Cost/Benefit Analysis can be completed for both training and non-training solutions.


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Step 2: Use Management of Training Processes The second step in the Total Training System process includes various steps that involve the Training Manager and are outlined in ESF's Management of Training Course. This training program is designed to take the Training Manager through a training cycle that involves three major training responsibilities as outlined below:

Plan Perform a Training Needs Analysis Find the Right Training Programs and Gain Organizational Support Design, Develop, and Validate training programs using ESF's IDLS

process (See Step 3: IDLS: Design Training Programs below) Project your Return on Investment (ROI) Develop a Training Plan Prepare a Training Budget Forecast training needs for unit's Five-Year Business Plan

Run

Schedule facilities, equipment, programs, and people Keep Records and Reports Hire and Support Staff Arrange Meetings, Correspondence, and Publicity Evaluate Develop instruments to Collect Evaluation Data Assess Program Effectiveness Evaluate Training results in light of Training Needs Analysis Calculate Return On Investment (ROI) Provide input for new Training Needs Analysis

Evaluate

Develop instruments to Collect Evaluation Data Assess Program Effectiveness Evaluate Training results in light of Training Needs Analysis Calculate Return On Investment (ROI) Provide input for new Training Needs Analysis


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Step 3: Use IDLS to Design Training Programs The third step in the Total Training System process includes various steps that involve developing competency-based training programs as outlined in ESF's IDLS process. Since its origin, ESF has used the term "Guaranteed Learning" as a company standard.


ESF's unique Validation Standard consists of testing and revising its materials until 100% of the learners can retain 90% or better of the Knowledge Skills and 100% of the Performance Skills. ESF can make this pledge because of the foundation of learning it builds from the Knowledge Skills Hierarchy that enables a learner to move from basic Recall/Recognition knowledge skills to Problem Solving Performance Skills.


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This process ultimately lays the foundation for many well-developed craftsmen to jump from Problem Solving to the ultimate performance, Creativity.

During the past three decades, ESF has derived a proprietary approach to training. ESF begins its unique process by asking several questions:

Question 1: What do I want the learner to do/perform on the job?

Question 2: How well do I want the learner to perform on the job?

Question 3: How do I create training materials to allow the learner to perform most effectively on the job?

Question 4: How do I evaluate the effectiveness of my training materials?

© ESF, Inc., 1971. All Rights Reserved.


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The answers to these questions are contained in the following IDLS Modules:

Task Analysis

Performance Measures

Develop Interactive Materials

Validation

The following graphic shows the relationship between the IDLS Questions and the IDLS Modules:



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ESF's process works because of ESF's IDLS Interactive Strategy:

Read a little (45 minutes to an hour) using a self-paced, self-instructional workbook [What goes into the Learner's Head.]

Talk a little (no more than an hour) through an instructor presentation which ensure the knowledge skills covered in the workbook have been digested by the learner [What comes from the Instructor's Heart.]

Do a lot (2 - 4 hours) in a hands-on applied learning skills lab that can be as close to on-the-job performance of tasks as feasible. [What the Learner's Hands produce.]


These three steps in the IDLS Interactive Strategy allow the learner to retain the:

Maximum amount of information in the

Shortest amount of time with the

Greatest amount of efficiency.


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During the past decade, ESF has aimed to keep abreast of the changing times and thus, have streamlined its instructional modules and developed several software tools that enable clients to develop their training/instructional materials even more quickly and efficiently than before. These tools include:

TaskOutliner 3.0, software that enables clients to create Task Analyses and turn them, with a keystroke, into Performance Checklists.

StyleDoc that enables clients to standardize the format of their instructional materials.

Step 4: Conduct Interactive Classes The fourth step in the Total Training System process is to conduct classes interactively using the various techniques gained from ESF's Interactive Teaching Skills program. The process taught in this class is based on ESF's Stimulus-Response-Feedback (SRF) Loop.



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In ESF's S-R-F Process, the learner:

Receives Stimulus from either the Workbook or Instructor Gives a Response either by answering questions in the Workbook or

responding to questions asked by the Instructor Receives Feedback from the Workbook through answer keys or from

the Instructor's positive affirmations

The S-R-F Process includes Modules on how to:

Use Interactive Teaching Techniques: S-R-F Use Media Interactively Conduct one of the following types of Interactive Skills Labs:

Demonstration Case Study Role Play

In addition to the basic ITS program, ESF also offers several other programs related to classroom instruction. These include courses on how to:

Interact with Challenging Learners Develop and Conduct Skills Labs:

Demonstrations Case Studies Role Plays

ESF Instructor Certification Process ESF certifies instructional curriculum developers and licenses instructors to conduct ESF Workshops. To ensure continued quality offerings, whether taught by ESF staff members or by trainers in various client companies, ESF offers a rigorous licensing program. This allows clients to perform ESF processes and conduct ESF workshops in house.


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ESF-ProTrainer Workshops and Materials ESF offers a full range of ProTrainer Instructional Materials and ProTrainer Workshops, a complete line of fully validated, self-instructional materials, covering all of the topics below. Each workshop contains Learner Workbooks and Skills Labs, Instructor's Guide, and Instructor Presentational Materials. The ProTrainer Series include:

IDLS: A Training Development Process

Using TaskOutliner

Using StyleDoc

Training Needs Analysis

Interactive Teaching Skills

Interact with Challenging Learners

Develop and Conduct Skills Labs

Management of Training Each of ESF's competency-based training programs has been tested and revised so that the instructional materials are understandable to both trainers and non-trainers alike. The programs can be used in industry, government, or schools.


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SELECTED CLIENTS

3M AAA of Southern California Adam Opel American Correctional Association Amtrak AT&T-Mountain Bell: PhoneCenter

Store Start-Up Development AT&T: Training Revision Guidelines AT&T: Five-Year Plan for Computer-

Based Training AT&T: Videotex & NAPLPS AT&T: Bell Labs Carter Oil / Monterrey Coal Church of the Latter Day Saints:

Genealogical Society D. C. Metropolitan Police Department Dow Chemical: Capital Project Dow Chemical: Diamond Service

(SAP) Training Development Dow Chemical: CSR Training: Europe Dow Chemical: CSR Training: US Dow Chemical: Accounting ESSO Australia ESSO International Exxon: STIP Federal Drug Administration (FDA) Federal Express Start-Up Training General Motors: Corporate General Motors: ProTrainer Series GM Knowledge Center Goodyear Glaxco Hoffman-LaRoche IBM Illinois Department of Corrections Institute for Priestly Formation James River

Kerr McGee Kohler, Inc. Merck & Company, Inc. Merck - Brazil Maryland Community Colleges Maryland Corrections Maryland Juvenile Services Maryland Police Training Commission National Apartment Association National Association of Securities

Dealers (NASD) Navy Comptroller: JUMPS Navy Comptroller: NIF Navy Comptroller: Financial

Management Ortho-McNeil R. R. Donnelley Rochester Products The Rouse Company Mall

Management Training Sandvik Sorting Systems: FedEx Hubs:

Newark & Dallas/Fort Worth Saturn Schering-Plough Shell Oil: AutoCare Shell Oil: Financial Management Shell Oil: Staff Training Timken Training Institutes: Coppin State, Hampton Institute, Morgan State UAW-GM Union Oil Company United Way Unisys Wachovia Warner-Lambert


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PROJECTS Since 1969, ESF, Inc. has undertaken a wide diversity of projects with clients from industry, government, school systems, and small privately owned companies. In all of these projects, ESF's co-owners, Drs. Mary and Peter Esseff, directed and participated fully in each phase of the project. Thus, clients knew and trusted that the project would be completed in the most efficient, cost-effective manner. This allowed Mary and Peter to take on only projects that were appealing and challenging. Virtually all projects came through word of mouth referrals. On only one project throughout these many decades was ESF's staff larger than five professionals. Mary and Peter have maintained close personal relationships with many clients they have worked with throughout the years. Looking back on the work accomplished, ESF can sort the projects into the following categories:

Automotive & Transportation

Chemical & Oil

Communications & Computer

Corrections & Law Enforcement

Manufacturing & Pharmaceutical

Military & Government

Non-Profit Organizations


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Automotive & Transportation General Motors Corporate Training Since 1983, ESF provided GM trainers with training in ESF’s programs. ESF instructed GM’s trainers and developers in the IDLS process, Training Needs Analysis process, Interactive Teaching Skills concepts, and Management of Training techniques. ESF trained GM staff to train their trainers throughout the corporation in ESF’s approach.

Instructional Development Learning System (IDLS): How to design, develop, and validate instructional materials.

Interactive Teaching Skills (ITS): How to conduct interactive classes. Training Needs Analysis (TNA): How to analyze performance problems

by determining cost/beneficial solutions. Management of Training (MOT): How to plan, run, and evaluate a

training department. Dealing with Challenging Learners (CL): How to interact with various

types of personalities in the classroom. How to Conduct Skills Labs (SL): How to transfer the technology

learned in the IDLS Workshop to enable learners to perform required tasks both in the classroom and on the job.

ESF trained several hundred GM staff and plant trainers to run the above workshops so that in-house personnel could conduct training. GM has required the above courses for those trainers desiring to hold the "Professional Trainer" status. UAW/GM ProTrainer Series In the late 1990's, the UAW/GM took over training ESF's courses. During this long and successful partnership with both the Training Center and UAW/GM, ESF has "professionalized" GM's salaried and hourly trainers both by instructing its training personnel in the ProTrainer series of courses and certifying a select group of trainers to conduct ESF's courses.


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GM Corporate: Secretarial/Clerical Orientation Program (1987) ESF revised GM's corporate-required Orientation Program for Salaried and Secretarial/Clerical employees to make them competency-based. Modules in the program included: Your First Day

You and GM Your Conduct Take a Look at Yourself New Secretarial and Clerical Orientation Clear Writing Grammar And Punctuation Effective Telephone Communications

GM: Instructor Certification Since 1983, ESF has provided GM trainers with Instructor Certification training in ESF's programs. ESF has instructed GM's trainers and developers in the IDLS process, Training Needs Analysis process, Interactive Teaching Skills concepts, and Management of Training techniques. ESF has certified GM staff to train their trainers throughout the corporation in ESF's approach. GM: Saturn ESF provided training for GM personnel involved in Project Saturn, which involved in-plant supervisors and affects assembly-line personnel. GM: International Union of Electrical Workers (IUE) In 1998-99, ESF combined two of its courses, IDLS and ITS Workshops, to provide General Motors' IUE Labor Union with the interactive skills required for all IUE/GM Health and Safety Representatives. The Representatives were both salaried and hourly employees and used these skills in classrooms, large presentations, or small meetings.


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Federal Express Company Start-Up When Federal Express first opened its doors in 1977, it hired ESF to train its trainers in all of the various areas of the company's operations, such as management training, computer operations, flight engineering, flight mechanics, sales, courier operations, mail handling, etc. Subsequently, Federal Express adopted ESF's curriculum model to meet its unique needs. Sandvik: Federal Express Newark Hub & Fort Worth Hub In 1994-5, ESF designed and developed thirty-five Modules and eleven training videotapes for Sandvik Sorting Systems to train FedEx operations and maintenance employees at the new FedEx hub in Newark, NJ. The FedEx operations and maintenance jobs included:

Singulators Flow Control Diverters Scanners Dimensioning Frame, and Other conveyor equipment.

ESF also developed modules on WonderWare, sophisticated software that drives and monitors the entire conveyor system. ESF developed Workbooks, Learner's Guides, Instructor's Guides, viewgraphs, and training videos. From 1996-1997, ESF redesigned and developed forty-three modules for Sandvik Sorting Systems to train FedEx operations and maintenance employees at the new FedEx hub at the Dallas-Fort Worth, TX airport.


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The Eyre Bus Company In 1993, ESF performed a Needs Analysis for the Eyre Bus Company, Glenelg, Maryland, as part of Eyre's process of providing an up-to-date computerized approach to scheduling, tracking inventory, and tracking mileage and gas usage. ESF interviewed drivers, schedulers, dispatchers, cleaners, and mechanics to determine problems within the company. ESF's Needs Analysis process uncovered a variety of problems that was costing the bus company tremendous amounts of money in terms of wasted time, disorganization, and poor methods of performing various jobs. ESF recommended solutions to each problem uncovered and sent up a plan to implement the solutions. Some of the solutions could be implemented at a minimal cost thus saving the company thousands of dollars annually. Amtrak Conductor Training ESF designed, developed, and validated a series of programs to train Amtrak conductors. The training materials used a combination of self-instructional workbooks and instructor-led classroom activities. ESF also conducted a series of training programs for the staff of Amtrak trainers. As a result, the Amtrak courses followed ESF's IDLS course design principles. Auto Club (AAA) of Southern California ESF trained the trainers of the Auto Club (AAA) of Southern California (the nation's largest auto club) at its Los Angeles, California headquarters. AAA trainers who participated were from various auto club activities, including insurance, sales, computers, towing, etc.


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Chemical & Oil Companies The Dow Chemical Company ESF has completed a variety of developmental projects for Dow including: Diamond Service Training Program (SAP) ESF designed, developed, and validated over eighty instructional modules to enable Dow employees to use a customized version of the SAP software that Dow introduced into its company worldwide. U.S. & European Customer Service Representative Training Program ESF designed, developed, and validated a series of instructional modules to enable Dow Customer Service Representatives to use the correct procedures in each phase of the CSR's and the ECSR's job. Accounting Training Program ESF designed, developed, and validated a series of instructional modules to enable Dow accountants to use the correct procedures in each phase of their job. Dow Capital Manager Training Program: US & Europe ESF designed, developed, and validated a series of instructional modules to enable Dow Capital Managers to use the correct procedures in each phase of their job. Certification of Dow Trainers ESF trained Dow staff in IDLS techniques and procedures. ESF has also certified training coordinators at Dow's Freeport, TX and Sarnia, Canada sites.


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EXXON Training System Design During 1970 and 1971, ESF designed a new training system for Humble Oil and Refining Company. ESF's overall design incorporated all the elements of the instructional systems design model in its approach to training key Humble personnel. Basically ESF implemented a series of "performance-based" training institutes that enable each task force to learn new skills as well as to utilize those skills while under the supervision of ESF personnel. The Humble task forces then, over a six-month period, developed their own training program under the guidance of ESF. Carter Oil In June 1977, members of the participants of the 1970 workshop attended an ESF workshop in order to reinforce their skills and apply them to the development of a training program for Carter Oil, a subsidiary of EXXON. Subsequently, ESF conducted several on-site workshops for EXXON to train their trainers in curriculum development. EXXON: Baytown Before the EXXON Chemical Company in Baytown, Texas began production, ESF trained its training designers/developers and classroom instructors. The EXXON Chemical Company staff used the ESF's IDLS design principles. ESSO (Eastern) Australia and Southeast Asia ESF conducted several series of workshops for ESSO in Sidney, Melbourne, and Sale, Australia. As a result of these on-site workshops, crude plant operators and offshore operators were trained and, subsequently, designed, developed, and validated training programs in numerous different subject matter areas. ESF conducted training workshops similar to those in Australia for Southeast Asian staff personnel with similar results. ESF-designed training courses for crude plant, as well as offshore operators, in Singapore, Indonesia, Malaysia, and Thailand.


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Monterrey Coal/Carter Oil Company In June 1977, members of the participants of EXXON's 1970 IDLS workshop attended an IDLS refresher workshop to reinforce their skills and apply them to the development of a training program for Carter Oil, a wholly owned coal company subsidiary of EXXON. Subsequently, ESF trained Monterrey Coal's training staff to design, develop, and validate training programs. Monterrey Coal/ Carter Oil trainers subsequently prepared numerous training programs following ESF's IDLS design criteria. Shell Oil Company Financial Management In 1979, ESF designed, developed, and validated a series of self-paced, self-instructional training materials for use by owners/dealers of Shell Oil Company gas stations trained in The Shell Oil National Training Centers. The modules covered every aspect of managing the Shell Oil gas station. These modules included:

Inventory Budgeting Payroll Taxes Financial Statement

AutoCare Training Programs In 1978, ESF revised and validated two of the major Shell Oil Company AutoCare Training Programs designed for use in their National Training Centers with Shell Station owners/dealers. These programs are:

Air Conditioning Repair and Maintenance

Brakes Repair and Maintenance


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Staff Training ESF conducted an on-site training program for staff trainers from the various Shell Oil Co. chemical plants. Shell Refineries ESF provided training to the various exploration, production, processing, and refinery divisions of Shell Oil Company to help training developers and instructors to apply ESF's training design, development, and validation model to their own unique problems. Unocal ESF has trained Union Oil staff in the IDLS and Interactive Teaching Skills process. Union Oil also used ESF's training program to certify its course designers/developers as well as its instructors. Goodyear Tire and Rubber ESF conducted IDLS Workshops for Goodyear corporate headquarters training staff at Akron, OH in sales training as well as in the plant manufacturing and production areas.


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Communications & Computer Companies AT&T Training Guidelines Revision AT&T PhoneCenter Store Training Program In 1979, ESF as consultant to the Mountain Bell Telephone Co., supervised a Task Force of Bell employees in the design, development, and validation of a series of training programs for employees of The Bell System's PhoneCenter Stores nationwide. Over 1,500 PhoneCenter Stores in the Bell System throughout the U.S. benefited from this training. Over 1,500 PhoneCenter Stores in the Bell System throughout the United States benefited from this training. These included training for personnel in the following positions:

Sales Personnel Supply Attendant/Clerks Supervisors Managers Greeters

AT&T Revision of Bell System Training Guidelines ESF contracted with AT&T to revise its training materials design, development, and validation Guidelines. The entire Bell System intends these Guidelines for use. ESF based the revisions on its own proprietary IDLS process. AT&T Information Systems-NAPLPS Training Program In 1984, ESF also developed a second self-instructional training program for the technical systems representatives in the technical aspects of installing and servicing the videotex systems. A portion of the program was delivered via the videotex system. This was the first training program in the country delivered via videotex.


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AT&T Five-Year Plan for Computer-Based Training ESF was contracted by AT&T to prepare its five-year plan to use the computer to assist in the training of its employees. The plan included the development of computer software and hardware. AT&T Information Systems Services: Videotex Sales Training In 1984, ESF designed, developed, and validated a self-instructional Initial Training Program for AT&T's national sales organization for marketing AT&T's videotex system. Modules in the Program included:

Videotex Applications: Banking and Insurance Publishing, Advertising and Direct Marketing Sales Strategies Product Knowledge of Videotex System ISO Levels 1 - 5 ISO Level 6, Section 1 ISO Level 6, Section 2 Selling Products: Personal Styles of Buying and Selling FSC Plan Sales Presentations Sales Presentations Techniques: Listening, Observing, Questioning The Sales Cycle Leasing Programs


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IBM ESF conducted a training program over a several-month period for IBM trainers at the Corporate Training Office in Washington, D.C. IBM trainers from a number of different areas of operation received the training and were able to adopt and adapt the ESF model to meet its highly unique training design and development needs. James River Corporation ESF trained James River's staff in IDLS techniques and procedures. James River used the IDLS process to certify its trainers in developing instructional materials. R. R. Donnelley Staff Training ESF trained R.R.D. staff in IDLS and Interactive Teaching Skills techniques and procedures. Since 1974, the R. R. Donnelley Company, the largest printing firm in the U. S., has used ESF's IDLS system design process to certify RRD's trainers in developing instructional materials at many sites including:

Elgin, IL (1998) Des Moines, IA (1996) Elgin, IL (1998) Greeley, CO (1998)

ESF trained and supervised the design, development, and validation of the training program for the new Mattoon, IL printing plant start-up. The successful effort resulted in the R. R. Donnelley & Sons Company adopting the ESF model for use throughout its entire company. 3M ESF trained virtually all of 3M's course designers to design and develop training materials for 3M's variety of office machines, products and equipment. 3M developed many training modules using ESF's IDLS design principles.


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The Rouse Company In 1983, ESF designed, developed, and validated a series of self-instructional programs to train the management staff of The Rouse Company Shopping Centers throughout the United States. Modules in the Marketing Program included:

Consumer Research Legal Requirements Special Events Risk Management Financial Accounting Advertising Marketing Plan Publicity Merchants' Association Communications

The Timken Company The Timken Company, a multi-national company, and the world's largest supplies of roller bearings, adopted ESF's IDLS process for training both its technical and human skills training staffs. After a series of IDLS workshops, the Timken trainers produced training programs using the IDLS process. Unisys ESF provided training for instructional developers and trainers from numerous areas of Unisys. These trainers represent training design and development as well as the delivery of instruction in various technical skills. Training in the human skills areas, such as sales, supervision, and management, are also being designed, developed and delivered via the IDLS process. Trainers received both IDLS and Interactive Teaching Skills training.


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Corrections & Law Enforcement Maryland Adult Corrections Pre-Release ESF designed, developed, and validated a series of programs to train inmates who are scheduled for release from Adult Corrections Centers. The self-instructional units included:

Job Interview Techniques Job Search Procedures How to Apply for and Receive Credit Budgeting How to Fill Out Job Applications

City & County Jail Pre-Release ESF designed, developed, and validated a series of Pre-Release programs similar to those prepared for the State of Maryland. These training units were designed for use in correctional centers throughout the United States. American Correctional Association ESF conducted a series of regional workshops nationally for the American Correctional Association. The workshops involved training for correctional training officers from adult correctional institutions throughout the United States. Illinois State Department of Corrections ESF conducted training for the in-house training development staff of the Illinois State Department of Corrections, who designed, developed, and validated the entire correctional officers training program for the new training academy in central Illinois. ESF was responsible for the design and supervision of the development of the first systematically developed and individualized statewide correctional officers training program.


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D.C. Metropolitan Police D.C. Metropolitan Police Academy Training In November 1971, ESF began a nine-month effort to develop a Basic Officer Training System Design for the Metropolitan Police Department, Washington, D. C. ESF brought the entire breadth of instructional systems design. Throughout the design of the police-training program, ESF developed alternative instructional strategies to meet the needs of the Department. Finally, ESF also assisted the Metropolitan D.C. police-training department in implementing its newly designed recruit officer-training program. The result of all the effort expended by the Academy faculty was the development of 120 individualized learning modules covering all aspects of Basic Officer Training. Individualized instruction in Law Enforcement became a reality at the Metropolitan Police Academy in 1973. While the efforts and energies of Academy instructors were enormous, ESF takes great pride in its own contribution to the success of the venture, and especially in the workshop sessions on individualized instruction, which introduced most of the Academy faculty to the principles, strategies, and appropriate media for modularized learning. D.C. Metropolitan Police Staff Training After designing the Basic Officer Training Program, ESF conducted extensive workshops and consultation sessions with the Police Academy faculty. While the efforts and energies of Academy instructors were enormous, ESF takes great pride in its own contribution to the success of the venture, and especially in the workshop sessions on individualized instruction, which introduced the Academy faculty to the principles, strategies, and appropriate media for modularized learning. Driving Under the Influence (DUI) In conjunction with the D.C. Metropolitan Police Department, ESF designed and produced a validated learning package for in-service roll call training related to handling cases involving persons driving while under the influence of alcohol. A series of slide-tape presentations were designed to allow for group instruction while three self-instructional workbooks provided for independent study. The 1972 passage of an implied consent act for the District of Columbia required that all officers be aware of the act's implications in making a DUI arrest. ESF provided the first mediated and validated modules to be used in D.C.'s In- Service Roll Call Training Program.


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Maryland Police Training Commission From 1975-1978, ESF designed, developed, and validated a series of self-instructional packages for the Maryland Police Training Commission (MPTC). MPTC establishes the requirements for police training throughout the State of Maryland. Modules were developed on the following topics:

Emergency Driving Skills Court Presentation Techniques Accident Investigation Patrol Techniques Highway Surveillance Driving While Intoxicated (DWI) Traffic Direction and Control

The self-instructional units were field-tested with Maryland police officers. In addition, the units were review by subject matter experts. The intensive review process resulted in updating all self-instructional units. These training materials were made available throughout Maryland to large and small police jurisdictions. The self-instructional, self-paced nature of the materials allowed officers to receive in-service training at a reduced cost without affecting the quality of their training. In many cases, the ESF materials led to more effective training since it freed instructors from the burden of large group-scheduled classes.


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Military & Government U. S. Department of the Navy From 1973-79, ESF designed, developed, and validated a series of training programs for the Office of the Navy Comptroller U. S. Department of the Navy. These included the following courses: Joint Uniform Military Pay System (Jumps) ESF, under contract to the Office of the Navy Comptroller, designed a series of learning packages for recruit training in the Joint Uniform Military Pay System (JUMPS). These learning packages were used by the Navy to introduce its 150,000 new recruits to the JUMPS computerized pay system. Modules included:

Navy Pay

Leave and Pay Procedures, and

Financial Management. Navy Industrial Fund (NIF) ESF, under contract to the Office of the Navy Comptroller, designed a series of learning packages for training in the Navy Industrial Fund (NIF) area. Programs included those for the following activities:

Research, Development, Training & Evaluation, Navy Activities (RDT&EN)

Shipyard Activities

Ordnance Activities


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Entry Level Financial Management This Navy Financial Management Package included four individual entry-level programs:

Navy Audit: A series of self-instructional programs to train Navy Financial Managers in basic practices and procedures of Internal Auditors of the U. S. Navy.

Navy Industrial Fund (NIF): A series of revised self-instructional programs to train Navy Financial Managers in basic practices and procedures of Cost-Center Managers of Navy activities worldwide.

Accounting: A series of self-instructional programs to train Navy Financial Managers in basic accounting practices and procedures.

Budgeting: A series of self-instructional programs to train Navy Financial Managers in basic budgeting practices and procedures in the Navy.

Kingdom of Saudi Arabia In 1998, the Saudi Arabian Mining Company (Ma’aden) requested ESF to replace a large global company in trying to uncover why its gold mines were not producing at the level indicated by the wealth of gold ore know to be at the site. ESF conducted a Needs Analysis for the mine located at Mahad Ad Dahab and spent one month in Riyahd and Jeddah analyzing the mines' performance problems. The analysis reported seventeen different performance problems and succeeded in identifying the symptoms, causes, and solutions that would save the mine nearly 30,000,000 Riyals. Food and Drug Administration ESF trained FDA staff in Training Needs Analysis techniques and procedures. The FDA used the process to analyze performance problems, causes, and solutions at their Rockville, Maryland site.


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Manufacturing & Pharmaceutical Merck & Company Merck Staff Training Beginning in 1994, ESF trained Merck staff in the IDLS process to develop modules at many of their sites including West Point, PA and Rahway, NJ. SOP Survey In 1998, ESF interviewed every department within the Rahway site to obtained all SOP titles and SOP training information. The survey categorized the training from On-the-Job (OJT) to Competency-Based. Fluid Manufacturing In 1998, ESF developed Merck's Fluid Manufacturing Program Task Analyses by reviewing the client's documentation, getting feedback from Subject Matter Experts (SMEs), and videotaping West Point's new department 110 Fluid Manufacturing operation. The Task Analyses were converted into Performance Checklists for the Fluid Manufacturing operators. Sampling Raw Material in the Warehouse In 1998, ESF developed Merck's Sampling Raw Material Task Analyses, self-paced, self-instructional interactive Workbooks, Instructor Guides including presentation slides, and hands-on skills lab for the Rahway division. ESF also conducted an on-site validation (field test) for the Sampling module. American Association of Colleges of Pharmacies ESF designed, developed, and validated a series of learning modules on an Orientation to the Study of Pharmacy. Warner Lambert Pharmaceutical In 1994, ESF trained Warner Lambert staff in Interactive Teaching Skills.


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Kohler & Co. In May 2006, Kohler asked ESF to train its small staff in Monterrey, Mexico to design, develop, & validate training programs for its vitreous plant that produces commodes, sinks, and tubs. In the next couple of years, they plan to open a second vitreous plant in northern Mexico and be able to use the modules for a quick start-up of the plant. Schering-Plough Beginning in 2003, ESF trained Schering-Plough's staff in the IDLS process to develop modules at their sites. ESF certified several of their trainers both in the U.S. and Ireland to train staff members in designing training materials. These materials are further developed into distance learning materials and made available through their intranet to employees throughout the world. Ortho-McNeil ESF developed a series of instructional materials for Ortho-McNeil on how to operate and clean the Fette Compression Machine (models 3000 and 3100) used to produce pharmaceutical tablets. Twelve modules were developed for this project. Hoffman-La Roche Laboratories In the early 1970s, ESF developed task analyses and further specifications for the jobs of sales representative and division sales manager of Hoffman-La Roche Laboratories. Initial stages of the work involved soliciting opinions from many current holders of these two positions through a mail survey and through personal interviews. One reason for Roche's activity in this line of endeavor was to create an objective means of evaluating performance in these positions. In addition, sales personnel felt a need for specification of their duties. As usual when dealing with a nationally active sponsor, ESF attempted to gain as broad as possible a knowledge of the thoughts and recommendations of the real subject-matter experts—those who have performed the jobs in question successfully. Personal interviews were held throughout the country. At selected sites, ESF personnel accompanied the Roche salesmen on their marketing rounds. At each stage of the process—after the mail survey, the personal interviews, and the on-site observation—the task analysis was completed.


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Non-Profit Organizations Institute for Priestly Formation (IPF) In 2003, ESF developed a preliminary Task Analysis and Needs Analysis for the Institute for Priestly Formation. This was the beginning of a project to study how to implement a non-academic, interiority-based approach to seminarian training based on Pope John Paul II's Apostolic Exhortation PASTORES DABO VOBIS. The Task Force's intent was to develop a program for U.S. seminarians that would inculcate within them a deeper spirituality. Courses would follow ESF's IDLS process integrated with the spirituality model so effectively used at the Institute for Priestly Formation. In addition to the IPF staff, members of the Task Force included Bishop Robert James Carlson, Diocese of Sioux Falls, Archbishop Charles A. Chaput, O.F.M., Archdiocese of Denver, Bishop David L. Ricken, Diocese of Cheyenne, Bishop Samuel J. Aquila, Diocese of Fargo, Monsignor John A. Esseff, Diocese of Scranton, as well as priests who are Spiritual Directors, Rectors, and Parish Priests in the Dioceses listed above. PBS Users' Guide In 1998, ESF created a Users' Guide for the Public Broadcasting System's (PBS) on-line users. United Way ESF designed, developed, and validated two series of training programs for use by volunteer Key-workers and Chairpersons who, as employees in corporations, institutions, and organizations, solicit United Way funds from their fellow employees, 1985. Church of the Latter Day Saints ESF conducted a course design, development, and validation workshop for staff members of the Genealogical Society of the Church of the Latter Day Saints in Salt Lake City, Utah, 1977.


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Maryland Community Colleges Instructional Technology Training Institute In 1973, ESF personnel conducted a two-day workshop on individualized instruction for technical and vocational faculty members from all community colleges in the State of Maryland. The sessions were conducted in a completely individualized way, with each participant receiving a set of programmed workbooks, a set of slides and tapes, and the use of a cassette player and a slide projector. Participants were free to consult with ESF about the materials throughout the sessions. The objective of the workshop was to take each participant step-by-step through the preparation of an actual module of instruction from his own particular field of expertise. In most cases this objective was met, and participants who met it showed justifiable pride in their efforts as well as eagerness to expand their activity into wider areas of their subject matter. Maryland Department of Health & Mental Hygiene Juvenile Services ESF conducted several workshops to train the staff of Victor Cullen Vocational School to develop instructional materials for 3M's Sound-Page System. ESF developed 200 Sound-Page units for eight different subject areas: Health, Arts and Crafts, English, Math, Science, Special Education, and Basic Electricity. Each unit contained self-diagnosis, audio instruction with worksheet activities, and Skills Lab activities. Coppin State, Hampton Institute, & Morgan State ESF ran several In-service workshops to train the instructors of Coppin State, Hampton Institute, & Morgan State how to use the IDLS process to develop instructional materials. National Apartment Association Through the National Apartment Association, ESF designed, developed, and validated a series of self-instructional programs to train apartment managers in the principles of management.

Documents

ESF, Inc. Company Historyesf-protrainer.com/ESFHistory2009.pdf · Chestnut Hill College: AB, English Literature, Philadelphia, PA, 1965 ... A Cause explains why a symptom exists