PACT Paths

The following PACT Paths – are Performance Competence Development Paths – and are intended to provide “suggested sequences” of Learning & Development for the 5 PACT Practitioner Roles – and the PACT Curriculum Manager Role – which are covered in great detail in the (not yet finished) book:

The PACT Practitioner Development & Certification Path Book

This page and additional pages on this site augment that book.
Note: This Page Is Under Construction

6 PACT Practitioner Development and Certification Paths

The 6 web site “PACT Path Pages” are intended to augment the book that provides Resource guidance for the self-development of Performance Competence and the Certification of Capability in the 6 PACT Practitioner Specialists Roles.

Note: “Roles” can sometimes equate to Job Titles – but more often the “Role” would relate to one of the “many hats” one might need wear in the conduct of their ISD job.

Again, the following web pages – links below – augment the future book: The PACT Practitioner Development & Certification Path Book.

Up and Down the PACT Project Paths

A fictitious narrative about one person’s Climb Up the PACT Learning Curve.

Read that narrativehere.

(Note: that narrative is partial – and still under construction)

5 PACT Practitioner Roles – PLUS: 1 Practitioner Generalist – AND 1 Top Functional Manager/Leader

This graphic presents the top manager role and the 5 individual contributors’ specialty roles, and the generalist role of PACT Practitioners.

Click on each of these following links to go to the specific PACT Practitioner Development & Certification Path Page

Do that after you have scanned the 5 Specialist Roles – and the Generalist Role which does them all.

  • PACT Performance Analyst – PPA

    This “role” does all of the analysis in both CAD and MCD/IAD – which in PACT involves: 1) gathering Target Audience data, 2) modeling Performance of both the current state “ideal” of Master Performers and current state “gaps” of the non-Master Performers and determining the probable causes for those gaps, 3) systematically deriving the enabling Knowledge and Skills, and 4) assessing all existing content for its ReUse potential – as is or after modification. Performance Modeling and deriving the enabling K/Ss are done in a Group Process with designated Master Performers, other SMEs, and sometimes Novice Performers (with promise) and supervisors/managers of the Target Audience.
  • PACT CAD Designer – PCD

    This role facilitates the Group Process Design Team Meeting in CAD efforts to process all of the analysis data in a 7-Step process for creating a modular T&D/L&D Path and creating “Specifications” for all gaps at two levels: Events and Modules.
  • PACT MCD Designer – PMD

    This “role” facilitates the Group Process Design Team Meeting in MCD efforts to process all of the analysis data in a 9-Step process for creating a modular design of an Event Map (of Lessons) a Lesson Map (of Instructional Activities) and post-meeting the Instructional Activity Specifications for hand-off to the Lead Developer and Development Team for building the Pilot-Test content and Pilot-Test support materials.

  • PACT Lead Developer – PLD

    This “role” is a junior Project Manager role and is responsible for leading the Development Team in the micro-project planning of “Lesson Assignments” and the creation of the modular Events, while maintaining modular integrity. This “role” leads the Pilot-Testing efforts and the subsequent “Revision & Release” efforts of an MCD effort.
  • PACT Project Manager – PPM

    This “role” plans, prepares and conducts all informal and formal meetings with the clients and stakeholders, develops Project Plans and Proposals, and with the help from other PACT Practitioners develops all Analysis Reports, Design Documents for both CAD and MCD/IAD efforts, Implementation Planning Reports (CAD), and Pilot-Test Reports (MCD/IAD).
  • PACT Practitioner Generalist – PPG

    This “role” combines all 5 “roles” above – for use when the operating philosophy is not “divide and conquer” but is instead follows a staffing philosophy attributed to the Texas Rangers of the wild west: “One Riot, One Ranger” where one individual takes on all “roles” for both CAD and MCD efforts and the conducts the project with the Customer Teams – all by themselves. 

And – a new Role and Path – not referenced in my early writings about The PACT Processes for the Manager of PACT Practitioners – the PACT Curriculum Manager – PCM.

PACT Curriculum Manager – PCM

  • This “role” manages all of the people, resources and processes in a T&D/L&D “system/function” – and we have models that cover all of those – 47 Processes that we have configured into 2 models – to demonstrate how two different analysts might configure the same sets of Processes into two groupings.
This 1st of 2 models – segmentations and configurations – of the various AoPs – Areas of Performance – of a T&D/ L&D System as covered in my 2001 book: T&D Systems View.
 
Here is a key graphic from that book:

This is the 2nd model:

This is from my update to T&D Systems View in 2011: The Curriculum Manager’s Handbook.

The PACT Practitioner Development & Certification Path Book

This is a paperback book $25.00 – available for ordering via CreateSpace (an Amazon subsidiary) or from Amazon.com.

To review/order – please go – here. NOT AVAILABLE YET 

This book provides guidance in the Path of Development Resources available, as well as the Certification Resources available – including laying out all Certification Criteria for each of the Levels of Certification.

This book also provides the guidance for Development or Level 1 – for one or all 5 Certification Targets.

This book also provides the Level 2 Criteria for any Level 3 to use to certify another Practitioner as a Level 2 for a particular Practitioner Role – and a place for their signature and the date of the Level 2 designation.

“Divide and Conquer” vs “One Riot – One Ranger”

For those who need to target their staff into becoming a PACT Practitioner Generalist – a generalist in all 5 PACT Practitioner roles – PPG – will need to plan to master them all – by following the Development & Certification Path in a sequence that makes sense to them – however – we do have suggestions for the incremental build up of the knowledge and skills that are covered in the book: The PACT Practitioner Development & Certification Path Book.

Click here to go to a page for those with a PPG Certification Target – which after your planning, will involve winding through all of the other Paths’ Resources in a variety of ways.

We realize that some T&D/L&D organizations need to have Generalists (One Riot – One Ranger) and some need to have Specialists (Divide and Conquer) – and some may want and need a Blend of staff with different capabilities.

Certification of Performance Competence

Certification of Performance Competence is the same here as it is for the work that PACT Practitioners do for the internal and/or external clients.

The approach here is to enable self-development toward the performance-based task performance capabilities.

First one acquires awareness and knowledge of the basics of PACT – then one develops the skills in Performance on-the-job. Part of the Certification process involves Knowledge Testing (Level 1 for all Practitioner Roles), then assessment by another Certified Practitioner (level 2 for a specific Role), then assessment by a Certified Assessor designated by EPPIC (Level 3).

PACT Practitioner Certification Levels 

There are 6 levels in the PACT Certification Structure. Most Practitioners will target Level 3 – Ability to Solo. The 6 Levels are:

Level 1. Demonstrated Knowledge of the PACT Processes and Methods, PACT Practitioner and other Project Participant Roles and Responsibilities, Project Outputs and Measures, and the Project Tasks and Measures. Assessed via an online Knowledge Test covering all Processes, methods, outputs, tasks and roles of The PACT Processes.

Level 1 uses the same Knowledge Test for all Practitioner Roles – and requires successfully passing an online Awareness and Knowledge Test.
 
All other Levels of Certification use Performance Competence Criteria that are unique to each the 5 PACT Practitioner Roles listed above.
 
One can be a Level 3 PPA and a Level 2 PCD and a Level 1 in all of the other Roles simultaneously – and stay at those Levels if they were the Certification Targets in the first place.
Here are the definitions and mechanics for Certification – by Role – for Levels 2 – 6.
 
 
Level 2. Able to Support a Level 3 in a specific Role. Assessed by any Level 3 for that specific Role using established Criteria presented in the The PACT Practitioner Development & Certification Path Book – as attested to in that book by the Level 3 granting the Level 2 Certification.
***
 
Level 3. Able to Solo in a specific Role.  Assessed by an EPPIC designated/certified Level 4 via assessments of the Practitioner Certification Candidates’ outputs from prior projects – and – their demonstrated task capability in application exercises that might include assessment of group process capabilities via real work or simulations of real work, and verbal debriefings plus attestations of others who were witness to the task performance.
***
 
Level 4. Certified by EPPIC to conduct PACT Workshops and Coaching Session for a specific PACT Practitioner Role. Assessed by an EPPIC designated/certified Level 5 via attendance in a specific Role’s Workshop (as a Level 3 becoming a level 4) and then co-facilitation in two (or more)  Workshops for a specific Role.
***
 
Level 5. Certified by EPPIC to conduct TTT (Train the Trainer) sessions for PACT Workshops and Coaching Session for a specific PACT Practitioner Role – and to Certify Level 4s in a specific Role.
***
 
Level 6. Certified by EPPIC to extend official PACT Methods and Processes. Assessed by other EPPIC Level 6 Practitioners designated to also be Level 6 Assessors. Note all extensions of the PACT Processes are by the nature of the copyright laws, derivatives, and are owned by the holders of the PACT copyrights and the PACT Registered Copyrights (Guy W. Wallace).
***
 
Again, most PACT Practitioners will have Certification Targets for becoming a Level 3 – Ability to Solo – for one, some or all of the 5 PACT Practitioner Roles.

Development & Certification Resources

The Resources to help you Develop are sometimes Role-General and Role-Specific – and sometimes cover multiple Roles but not all. For example several books cover 2 Roles in detail – and cover other Roles only lightly and some Roles not at all.

The Development Resources include the following 8 types:

  1. Articles – most are free, some require a subscription
  2. Audio Podcasts – all are free
  3. Book Chapters – some are free, others are for a fee
  4. Books – some are free, others are for a fee
  5. Columns – most are free, some require a subscription
  6. Video Podcasts – all are free
  7. Coaching Sessions – all are for a fee
  8. Workshops – all are for a fee

There are a lot of Resources for your self-Development as a PACT Practitioner:

  • There are over 40 Resources for the PPA – the analyst who gathers information about the target audience, facilitates an Anlysis Team to define ideal performance, the gaps and probable causes, the enabling knowledge/skills and assesses the existing instruction and information available for its reuse potential
  • There are over 25 Resources for the PCD – the CAD designer – facilitating the Curriculum Architecture level design with a Design Team
  • There are over 30 Resources for the PMD – the MCD designer – facilitating the ADDIE level design with a Design Team
  • There are over 25 Resources for the PLD – the lead developer (and junior project manager during development, pilot testing and post-pilot updates)
  • There are over 70 Resources for the PPM – the lead project planner and manager and client point person

EPPIC also offers Assessment Sessions for certification for those wishing to be certified as Level 3 Practitioners in one or more, or all 5 of the PACT Practitioner Roles. Note – attendance in a Workshop or Coaching Session is no guarantee of Certification.

The Certification Resources include the following:

  1. The PACT Practitioner Development & Certification Path Book (paperback book available for $25.00 – plus s&h)
  2. Customized Certification Assessment Sessions for Level 3 (based on a daily consulting rate)

EPPIC also offers formal Workshops and less-formal Coaching Sessions for development.

The PACT Practitioner Development & Certification Path Book

This is a paperback book $25.00 – available for ordering via CreateSpace (an Amazon subsidiary) or from Amazon.com.

To review/order – please go – here. (Note: Not available yet.)

This book provides guidance in the Path of Development Resources available, as well as the Certification Resources available – including laying out all Certification Criteria for each of the Levels of Certification.

This book also provides the guidance for Development or Level 1 – for one or all 5 Certification Targets.

This book also provides the Level 2 Criteria for any Level 3 to use to certify another Practitioner as a Level 2 for a particular Practitioner Role – and a place for their signature and the date of the Level 2 designation.

Customized Certification Assessment Sessions for Level 3: Able to Solo

These sessions are customized – based on the client’s unique needs – and is priced based on a daily consulting rate (TBD) plus travel, living, printing and shipping expenses.

These sessions provide assessments of Practitioner Certification Candidates’ outputs from prior projects – and their task ability in application exercises that might include assessment of group process capabilities via real work, simulations of real work, verbal debriefing and attestations of others who were witness to task performance.

Again, session assessments might include the Assessor determing Performance Competence capability via one or a combination of these three Certification methods:

  1. Observation of real work and then debriefings
  2. Observation of simulation exercises and then debriefings
  3. Review of work products from real projects, debriefings of the Practitioner, and debriefing discussions with the witness to the performance of the real work to obtain their attestations regarding the Candidates Performance Competence

Summary

Certification of PACT Practitioners is encouraged – as the methodology often involves facilitating Master Performers (exemplars) – who most likely will rebel if anyone wastes their time. To be respectful of their time – and maximize their outputs – PACT Practitioners need to be really good at facilitation in general and the focus of the effort at that stage of the project.

Certification – nor training/development – isn’t always necessary – some people just get it right away – based on their prior experiences and their current capabilities.

For more information – please contact Guy Wallace via email:

guywwallace@gmail.com

 

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