Pattie Salas UNM, Master of Arts Candidate Organization, Information & Learning Sciences, University Libraries Albu

1. Curriculum Vitae Pattie SalasUNM, Master of Arts CandidateOrganization, Information & Learning Sciences, University LibrariesAlbuquerque, New Mexico pattie9@unm.edu Welcome to my Digital Portfolio. This represents my journey to improve both my knowledge and ability to offer its application to make a difference in a dynamic organization. The Curriculum navigation includes my course of studies as well as writing examples. My professional career encompasses a diverse background to draw upon, coupled with my degrees to identify improvements and problem solve in a collaborative environment. Career Goals OI&LS Curriculum WritingSample & Design Documents

2. University of New Mexico • Organization, Information & Learning Sciences • OI&LS Master’s Portfolio Committee • Patricia Boverie, Professor • pboverie@unm.edu • Business 505 277-2408 • Charlotte Gunawardena, Professor • OI&LS Director • lani@unm.edu • Business 505 277-5046 • Robert Grassberger, Assistant Professor • rgrass@unm.edu • Business 505 277- 4131 Thank you for your consideration to serve on my Portfolio Committee. Your dedication and compassion for higher education is a credit to the OI&LS Program and been a role model to me personally. It has truly changed my life.

3. University of New Mexico • Organization, Information & Learning Sciences • OI&LS Master’s Portfolio Project • Internship Proposal • Pattie Salas • 9982 Menaul Blvd. NE, #D28 • Albuquerque, New Mexico 87112 • (505) 934-2752 • pattie9@unm.edu • Faculty Internship Supervisor: Patsy Boverie, Professor • Department 375C – OI&LS • UNM Main • 505-277-2408 • pboverie@unm.edu • Worksite Supervisor: Jim Harvey, Regional Volunteer Coordinator • American Red Cross in New Mexico • 7445 Pan American Fwy NE • Albuquerque, NM 87109 • 505/262-6172 • jim.harvey@redcross.org

4. IldikóOravecz, Consultant High Performance Consulting P.O. Box 65118 | Albuquerque, NM 87193 work: (505) 922-1243 | fax: (505) 217-3942 | cell: (505) 350-8627 email:  ildi@HighPerfCons.com www.highperformanceconsulting.com Stevie Morrison, Instructional Designer Lovelace Health Plan 4101 Indian School Rd NE, Albuquerque, NM 87110(505) 727-5683 www.lovelacehealthplan.com/‎ DatesAMRNM: 09-01-13 to Present LHP: 09-01-13 to 11-11-13

5. Purpose of Internship: American Red Cross requested that I create an outline for • Volunteer Training and develop an Instructional Design based on our initial meeting wherein Jim Harvey revealed his needs and wants for such a program that did not currently exist. This is intended for implementation in February 2014. • Lovelace Health Plan assigned me to their personal outside consultant they are currently working with to provide support in reorganizing job descriptions, categorizing duties, and analyzing roles and responsibilities in an overall evaluation. The results would then determine the type of training needed, instruction to be designed and who needs to be assigned to these classes. • Objectives: American Red Cross – Create Volunteer Training • Lovelace Health Plan – Evaluate job descriptions to determine • (a) What training is needed • (b) Who needs to attend training

6. Products: American Red Cross – Volunteer Training Outline, Instruction designed for a one-day workshop. • Lovelace Health Plan – Manager Job Task Analysis • Requisite Skills: Instructional Design, creativity, organization, logic/problem solving skills, attention to detail, experience writing job descriptions. • Task Outline: American Red Cross – Volunteer Training Outline, Instruction designed for a one-day workshop. • Lovelace Health Plan - Manager Job Task Analysis, Conduct document review, Create draft task list, Assist in conducting interviews/focus groups. • Manager Job Task Analysis • Conduct document review. • Create draft task list • Assist in conducting interviews/focus groups. • Financial Analyst Job Task Analysis • Conduct document review.

7. Curriculum Vitae Pattie Salas 9982 Menaul Blvd. NE, Apt D28 pattie9@unm.edu Albuquerque, NM 87112 Cell (505) 934-2752 Education 2014 Master of Arts in Organization, Information and Learning Sciences University of New Mexico, Albuquerque, NM – Spring 2014 2012 Bachelor of Science in Organization, Learning, and Information Technology University of New Mexico, Albuquerque, NM - Magna cum Laude 2011 Associate of Applied Sciences in Accounting - Phi Beta Kappa Central Community College of New Mexico, Albuquerque, NM Internships   Lovelace Health Plan – IldikóOravecz, High Performance Consulting Stevie Ozier Morrison, MA, Instructional Designer II, Training and Performance Improvement Department, Lovelace Health Plan   American Red Cross – Jim Harvey, Regional Volunteer Coordinator

8. Professional Organizations/Affiliations 2012 – Present Graduate Professional Student’s Association, UNM 2013 – Present NM ISPI, Mentoring Program – Carla Forrest, Ph.D. Stockpile Evaluation I, Knowledge Configuration Management Certified Lean Six Sigma Black Belt; Stevie Morrison, President Elect International Society for Performance Improvement 2014 – Present Society for Human Resource Management (SHRM) Human Resource Management Association (HRMA) of NM University of New Mexico Alumni Association Marketing Committee Albuquerque Connect Now Networking Group Professional Experience George S. May, International Company, Small Business Consultant – Special Representative Isleta Casino, Accounting Department - Revenue Accounting Auditor Laguna Enterprises, Route 66 Casino – Food & Beverage Supervisor Rick Quant & Associates – Operations Manager (Property Management) Carter & Carter Enterprises – Operations Manager (Retail Salons) Lovelace Medical Center – Administrative Assistant U.S. Forest Service, Timber Management – Administrative Assistant U. S. Atomic Energy Commission, Space and Special Programs (Now DOE) – Administrative Assistant *Obtained Security “Q” Clearance

9. Skill Summary • Progressive and dynamic leader with high energy to identify and resolve problems • Proactive in analyzing and interpreting accounting and business principles • Experienced in daily operations management and support of 100 employees • Experience in writing policy and procedure to comply with mission • Demonstrated experience in revenue generation and budget management • Strong leadership and organizational skills to direct and coordinate staff • Experienced in presenting management reports to document and justify inventory/labor • Provided advice, counsel and instruction for staff members to ensure confidence and trust • Proven record to manage internal and external issues in efficient and profitable manner • Passionate to achieve and exceed – goal oriented • Exceptional oral and written communication skills • Develops staff and department capabilities to meet strategic goals and objectives • Implements evaluation programs to align with overall mission and goals

10. Related Experience Operations Manager – Performed administrative and human resource duties. Created initial job descriptions, writing policy and procedures for several venues; screened, interviewed and hired employees based on these guidelines; conducted orientations and thorough training for a wide variety of positions, including safety, inventory, financial accountability, industry regulations, relationships with other departments, and customer satisfaction. Approved reassignments as necessary and established a cross-training program. Created a master schedule to cover all shifts and wrote procedure, designed forms and trained employees to account for their time working closely with payroll procedures. Managed and executed cognizant budgets and assets assigned to the department, ordered supplies, scheduled labor, established vendor relations and approved all related payments Prepared financial and management reports for presentation to the Board of Directors. Adept with oral and written communication to document and justify inventory, labor, and profit margins as required. Provided advice, counsel and instruction for staff members to build a positive atmosphere and solid foundation of teamwork. This was a major factor to ensure confidence with a smooth work schedule and trust factor with senior management. A proven record of providing excellent customer service in an efficient and profitable environment. Monitored and oversaw the preparation of documents and reports as needed for several committees and participated in committee decisions to work within the obligations and expenditures of the company. Set goals and created incentives to establish a stable working environment and loyalty. As a resourceful problem solver, I demonstrated ability to build rapport with my staff, department, senior management, and clients. I created a very credible public image as Operations Manager. I represented my employers with integrity and professionalism in consulting, auditing, property management, line management, sales and marketing. Provided support for senior management and was liaison with all department heads, committees, vendors and clients.

11. Success

13. It is my sincere goal to instill a passion for work, to inspire others to invest themselves to make a contribution that will make a difference. If individual talents can enjoy what they do and take pride in the value it delivers, there is no limit to the creativity and improvements that can be accomplished. With an open mind, team spirit, and a strong work ethic, I believe I can help an organization discover the untapped knowledge and talent to make a positive effect on both environment and financial goals. I look forward to the opportunity to apply my experience and knowledge to an ethical and progressive organization. Career Goals

14. Philosophy As I approach this last semester, it is more evident than ever that learning is, and should be, a lifetime endeavor. A current class on The Role of Wisdom in Adult Learning has brought new reflection on the differences between Intelligence, Expertise, and Wisdom. I propose that my academic training has armed me with the additional knowledge to make a positive difference for an organization. I will use this in a constructivist manner with the expertise and hands-on skills I have acquired in my past years of experience. These will combine to yield the desired outcomes for improvements in both tacit knowledge and intellectual capital. I can offer proven skills in communication, organization, and management from successful knowledge and performance in a wide variety of industries. My class on Cross Cultural Issues in Adult Learning has increased my view on how to design instruction for the most effective experience that will yield long-term results for diversity in a global market.

15. R Results Oriented E Employee identification/evaluation S Systematic organization U Unconditional commitments/outcomes L Leverage optimized T Tacit knowledge S Solid improvements Resources I Can Identify and Relate to your Application

16. How I Can Make a Difference in Your Organization • Proven success in creating a unified staff to deliver exceptional service from an initial hiring process. (Casino) • Proven success taking over a failing business that became profitable, positive, and loyal within a single quarter. (Franchise) • Proven success improving bottom lines with a more efficient operation and effective staff. (Property Management) • Proven success relating with diverse groups to capture their talents and motivate training results. (Consulting)

17. Proper Training Makes Relationships Work

26. Instructional Design Document Pattie Salas, Author

27. Pattie Salas • OLIT 501 Instructional Design • Metacognitive Essay • Metacognitive Essay • It is both pleasant and rewarding to reflect on my learning experience in the Instructional Design class. It is interesting you made note of learning and re-learning. I do expect each class at this level to be challenging, but because I did so well in my previous Instructional Design class, I was confident the elements would pretty much fall into place. What I am very aware of is that each ID project requires the complete focus to first discover what the problem is to address and proceed through the whole process to solve it by developing the training. • A. Reflection of the Instructional Design Project • It was a pleasure to work with my SMEs, especially Barry Goldberg, who was willing • and cooperative in sharing issues as well as his personal knowledge and refer me to • several areas to conduct my research. The issue of Identifying and Maintaining Critical • Control Points held my interest throughout because it affects everyone and is very • personal. Most everyone eats at public establishments and at a wide range of levels • and are, therefore, subjected to the level of care and training those preparers have • received, be it an upscale restaurant or a fast-food establishment.

28. The most challenging aspect in performing the different stages of analysis and development plans was the objectives and task analysis. This was due to differentiating the main objectives and the enabling objectives. It took several attempts and edits to clarify when an action would be cognitive and then require a behavioral requirement, and how to properly describe it. Then the sequencing seems to play with both objectives and tasks…..more edits! If I was to redo this project, I would definitely have the SME consult on overall goals, measureable objectives, what is needed to support those objectives, and how best to accomplish corrective actions in a timely manner. • An honest evaluation of my success with the Instructional Design components can be described in one word, perseverance. I was dedicated it get it right and gain the knowledge to be able to transfer it and apply the principles to any situation. I learn well using analogies and metaphors which allows me to take the immediate content and apply it to a completely different scenario, always leaving me with more than one reference. • The letter grade I would give myself would be an A for excellent dedication. I justify this by the immense amount of hours I put into this project, steady persistence to overcome obstacles, especially to redo all the analysis stages during the break to bring everything up to par and consistent from an organization project to the more intense subject of critical control points.

29. Reflection of Readings, Discussions and Peer Reviews • The readings and online discussions made a tremendous impact to contribute to my understanding of instructional design knowledge and skills. A perfect example is the assigned chapters and relevant questions that paralleled the portion of instructional design we were working on for our project. This allowed each of us to express our feelings and share opinions, questions, and thoughts in general online. We could then relate those discussions in class and to our individual projects. The peer review is the one area that was cheated out of time. I feel the peer review is a valuable tool and formally exercised in other OLIT classes producing a documented critique of our projects. • The readings helped me to complete my project by providing the theory, background and support for the required process we had to accomplish before moving on to the next step. It also gave a great background on the people involved, the progression of their thinking, and the experiments/trials involved. This supplied the guidance to carefully consider the breakdown of each step and how to describe it properly. A perfect example is the descriptions and definitions in the readings I used to compare the cognitive and behavioral actions for CCPs.

30.  • I feel the readings and discussions were spot on as we all participated with enthusiasm and understanding. The one thing I would do to improve better learning is to reserve time for the peer review. Between work and other classes, it does not have to be another writing assignment, but just some thoughts from peers on content, format, relevance, theory, and style. This constructive criticism would allow us to have several eyes to view our work from different perspectives and backgrounds. Why? It would create the true collaborative effort we study and strive to implement in our design documents. • Overall Reflections • The overarching ID principles I learned and practiced were based on versions presented of the basic ADDIE model. The analysis stages each demanded its own unique work to achieve the proper identification and description of its components. In addition, creating a flow chart allowed us to visualize each step and the relationship to the overall process as we encountered different options (moving forward or having to take corrective action). The design portion reinforced the details needed regarding pre-requisites, familiarity, level of difficulty, and interest factors. The development of building on prior foundations, sequencing activities, and preparing materials to deliver well-organized content drives home the responsibility of the designer and facilitator. The implementation of strategies to promote mentoring and collaborative teamwork to accomplish a task were the most impressive to me. I truly believe this will be the norm in the future, so we better start teaching it from all angles. Doing a SWOT Analysis is a good way to foresee both problems and opportunities often ignored. The evaluation proved to be the real asset by assessing the value of the program, instructor, context relevancy, and learner retention by transferring knowledge and application to the workplace.

31. Using both organizational and elaboration strategies allow for patterns to surface so emphasis can be stressed in a particular area of importance. This allows for Gagne’s final step for effective learning conditions to enhance retention and transfer. Bloom’s taxonomy for cognition is a great checklist to include elements for knowledge, comprehension, application, analysis, and synthesis. • After this class, I am confident to use a Systems Approach giving more attention to each element of instructional design. I know that there should never be a one-size-fits-all approach and instruction should be tailored to the needs and the learners combined. I know that evaluation methods will be considered from the beginning to gain agreement as to what we are measuring, how, and why. I will lend credence to the theories noted and trust that proper collection of data and analysis will speak to the stakeholders to gain their trust and involved commitment to allow me to solve a problem or improve a situation with an ID plan they will be proud to integrate. • I anticipate using the knowledge and skills in my future career as we did the case studies. That was a good assignment because we had to read and be familiar with the scenario, characters, identify the problem and discuss their approach to problem solve the issue. This was good practice to use in any industry with human resource issues, tactful reasoning and compromising with difficult personalities or those in denial. I am more skilled to put values on intangible assets and behaviors and able to calculate ROIs better. I will carefully consider who will read my report, act on results, and work within timelines. I will use a matrix to clarify how objectives, strategies, approaches, and assessments tie together.

33. Lovelace Health Plan Internship: Pattie Salas High Performance Consulting Manager Job Task Analysis Assist in conducting interviews/focus groups. Create validation survey using SurveyMonkey. Finalize task list incorporating survey results. Financial Analyst Job Task Analysis Conduct document review. Create draft task list. Assist in conducting interviews/focus groups. Create validation survey using SurveyMonkey. Finalize task list incorporating survey results. IldikóOravecz P.O. Box 65118 | Albuquerque, NM 87193 work: (505) 922-1243 | fax: (505) 217-3942 | cell: (505) 350-8627 email:  ildi@HighPerfCons.com www.highperformanceconsulting.com “Learning is not attained by chance, it must be sought for with ardor and diligence.” -- Abigail Adams

34. Lovelace Health Plan Internship: Pattie Salas High Performance Consulting STATEMENT OF WORK - Month Activities/Tasks for Client: Lovelace Health Plan (LHP) September 2013 Sales Executive Job Task Analysis Assist in conducting interviews/focus groups. Manager Job Task Analysis Conduct document review. Create draft task list. Assist in conducting interviews/focus groups. Financial Analyst Job Task Analysis Conduct document review. Create draft task list. October 2013 Sales Executive Job Task Analysis Assist in conducting interviews/focus groups. Create validation survey using SurveyMonkey. Finalize task list incorporating survey results.

35. Lovelace Health Plan Internship: Pattie Salas High Performance Consulting Manager Job Task Analysis Assist in conducting interviews/focus groups. Create validation survey using SurveyMonkey. Finalize task list incorporating survey results. Financial Analyst Job Task Analysis Conduct document review. Create draft task list. Assist in conducting interviews/focus groups. Create validation survey using SurveyMonkey. Finalize task list incorporating survey results. IldikóOravecz P.O. Box 65118 | Albuquerque, NM 87193 work: (505) 922-1243 | fax: (505) 217-3942 | cell: (505) 350-8627 email:  ildi@HighPerfCons.com www.highperformanceconsulting.com “Learning is not attained by chance, it must be sought for with ardor and diligence.” -- Abigail Adams

40. Internship with American Red Cross in New Mexico The Volunteer training for the American Red Cross in New Mexico was requested by Jim Harvey, Regional Volunteer Coordinator, in Albuquerque, NM. Our initial meeting resulted in me creating an outline for training volunteers in the purpose of the organization and to properly represent its efforts in a wide variety of programs. After researching the American Red Cross (ARC) and the local New Mexico programs and services, I constructed the Rationale and Needs Analysis for a workshop Jim intends to conduct in the Spring of 2014. The Learner Analysis established the importance to convey proper formats and information to a diverse audience in a consistent and professional manner. The Contextual Analysis reveals that the instruction is designed for the novice volunteer with basic information needed all involved in ARC programs. The training will be delivered in a face-to-face format in approximately half a day. The training outline involves tacit knowledge to engage each learner to participate in activities and to be able to accomplish a comfort level to speak to the public regarding each of the general areas of service. The outline basically involves the following:

41. I. A history that covers what the American Red Cross is and its mission as well as the local • New Mexico orientation. • II. Specific local programs and services that are targeted for help and information in a • variety of activities and capacities. • III. News and Events provides an overview of four disaster areas that require aid and • immediate response from the American Red Cross. It will also review some of the more • highly visible stories in the media, reflecting the capacity and importance of manpower • and services we are able to deliver. • IV. The Community Outreach Program is intended to impress upon the volunteers the • importance of their role to inform others, participate in hands-on activities, and simply • carewhen simple empathy and a compassion factor is crucial to a situation. The • Benefits section covers a minimum of three areas that each volunteer can achieve with • experience by volunteering with the American Red Cross in New Mexico. • V. The last section is a Debrief and Evaluation required as a large amount of information • has been presented and some very intense and emotional material covered to be • digested and put into perspective. This involves a recap of the outline and a review of • Frequently Asked Questions (FAQs). Finally, an Evaluation and Critique will be distributed • to obtain feedback on the Program, Trainer, and Facilities.

42. By conducting a shared knowledge workshop among a diverse audience, a new sort of animal is created – a Community of Practice. This group takes on a new identity with a common purpose.

43. My next assignment was to create three scenarios for a Role-Playing Exercise during the workshop. The three specific situations are described as follows: • The 30-second elevator speech (summarizing who American Red Cross is and what it does locally). This would allow a concise statement as a natural response to heighten the visibility and requirement for volunteers to participate in helping others in need. • Engaging the disgruntled visitor to our information table. By preparing volunteers to anticipate a perhaps biased or negative opinion of the American Red Cross in an isolated event, they are better equipped to relate and empathize with the public and welcome all feedback. It is important to realize that all media reported is not always accurate or can leave out important details and/or circumstances. It is also important that when dealing on a national or international level, there is a “chain of command” and protocol that does not allow independent decisions on a local level. Therefore, an informed public may walk away with a much improved image as to why something happened and actual facts about responses. • Discussing volunteer opportunities. It is important to “buy-in” to a program to represent it properly. This entails strong Team Building and Team Development by discovering what motivates each volunteer. Exemplifying how to engage talents, collaborate with others and connect/network for possible career advancement venues allows each participant to find the niche in which they are most happy and productive.

44. I created these using the knowledge concept of Knowles’ Androgogy, considering the self-directed adult learner who wants to use his/her experience as a rich resource to address problem-centered needs while incorporating a social role in a developmental capacity. This taps into the internal motivation and targets their need to know how their efforts will be applied. The emphasis on interactive learning allows individual personalities to portray the importance and altruistic manner to satisfy a civic duty. This workshop will enhance the ability for adults to responsibly accommodate transformational learning by reflection on the ever increasing need for volunteers to contribute their time and effort to such worthy causes. The invaluable experience of team development provides a constructive approach to make meaning of positive outcomes. • The American Red Cross Volunteer Workshop involves a support system I discovered doing research in Personal Development for Smart People. This revealed The Five Pillars of Self-Discipline. They are: • Acceptance • Willpower • Hard Work • Industry • Persistence • If you take the first letter of each word, you get the acronym “A WHIP” — a convenient way to remember them, since many people associate self-discipline with whipping themselves into shape (STEVE PAVLINA.COM).

45. An additional benefit of this workshop is the satisfaction of each level of Maslow’s Hierarchy. By contributing to help with the basic physiological and safety needs of others when disaster strikes, the love and belongingness is achieved through warm and friendly relationships. The self-esteem need is an achievement of that help and the confidence that accompanies these efforts. All of these activities support the fifth level of self-actualization by full expression of their talents, capacities, and potential. The integrity and personal independence shines in each volunteer as they can see the difference they make by helping others. The pride and recognition will reinforce the overall team development of the American Red Cross Volunteers.

46. The above image is a good example of the interactive benefits of training adult volunteers. By helping others, they in turn reap the benefits of taking individual’s resources, engaging them in an organized program and target settings that can progress to implemented improvements. These results can then be documented into Best Practices by combining the tools and proven theories. After actual programs have managed performance and evaluated objectives, the result is a cohesive group that can make the difference in an efficient manner for effective improvements. Whether the goal is to improve stakeholder performance, loyalty, culture, communication or Return on Investment (ROI), the dynamics require careful placement of these building blocks. The beauty of creating an effective group that is a bonded team – one that exemplifies trust and dedication, is that group can be activated in a variety of ways, regardless of the time, place, or circumstances, and adapt to accomplish amazing results. This encompasses what the OI&LS Program has meant to me – to be equipped with a toolbox of skills, knowledgeable of theory/research, and prepared to perform hands-on in an engaged and passionate manner. I am confidant you have molded and groomed me to do just that.

47. Organization, Information & Learning Sciences Accounting Instructional Design