The Barry Galloway Design Group

Consulting services in instructional design, workplace performance, corporate e-learning, and narration & voiceover production.

Recent Projects

Kelly, Anderson and Associates in Alexandria, Virginia

As part of a team of Kelly, Anderson and Associates consultants, conducted process review and federal compliance monitoring functions in support of the U.S. Transportation Safety Administration’s (TSA) airport security personnel hiring process.

Developed a new IT process tracking system to provide management with daily status monitoring of the staffing and placement of key personnel in federalized airport security activities.
Developed an internal training program for TSA HR staff and other project personnel to prepare them for the ongoing management of the Staffing Process Tracking And Monitoring system.

Provided analysis of revised database systems, together with enhanced systems development requirements, for document process tracking and ultimate knowledge transfer to new staff.

The Barry Galloway
Design Group
P.O. Box 5408,
Springfield, VA 22150
Phone: (703) 569-1381
Fax: (703) 569-7406
email: info@bgalloway.com

Total Learning Concepts in Boston, Massachusetts

	Co-designed and developed Real Pharmacy, an interactive e-learning course for Total Learning Concepts that coaches pharmaceutical salespersons in effective interactions with pharmacists and pharmacy personnel.
	Co-developed Xolair Reimbursement and Distribution, an interactive e-learning course to prepare pharmaceutical salespersons for effective participation in a unique managed care program in support of a newly-released asthma product.

CLARK Training and Consulting in Phoenix, Arizona

Ongoing contract with Clark Training & Consulting as a Sr. Associate Instructor to present in-house seminars and workshops in methodologies for Needs Assessment, Human Performance Technology, and Instructional Design / Development to public and corporate organizations nationwide. These organizations have included the U.S. Marine Corps., Internal Revenue Service, Cisco Systems, and many other industry and non-profit organizations.

National Academy of Public Administration Center for Human Resource Management (NAPA/CHRM) in Washington, DC

Served as a principal consultant for NAPA/CHRM in the review of the U.S. Department of Navy's two-level performance management system, to determine its effectiveness, its utility when compared with benchmarked pass/fail performance management best practice systems, and the degree to which the program successfully met agency and employee needs in assessing individual and organizational performance. The study integrated: documentation and system metrics analysis; individual and group interviews of executives, supervisors, and employees nationwide to identify and prioritize common issues; and an Internet-based survey of supervisors and employees to quantify findings. The final report to the Navy addressed common issues, contrasted the Navy’s system with other organizations’ two-level performance management systems, assessed the system’s overall success, and suggested interventions to further improve the effectiveness of the Navy’s two-level system.

As part of a team of NAPA/CHRM consultants, worked closely with U.S. Department of Education HR staff in developing a new human capital plan, detailed restructuring plan, and competitive sourcing plan, in accordance with the President’s Management Agenda, the Secretary’s strategic plan, and the Department’s “Culture of Accountability initiative.” The team worked with several teams of Department of Education executives and employees to develop recommendations and follow-up strategies.

AARP National Headquarters (Human Resources) in Washington, DC

	Developed a model information system for AARP to support both newly hired and transitioning employees nationwide as AARP effected a complete strategic restructuring of its national Field Operations personnel. Called FIELDnet, the new electronic performance support system proved to be a complete success, providing critical resources and procedural guidance upon demand in numerous time-sensitive situations. AARP subsequently expanded the scope and role of FIELDnet as the primary channel for information sharing with all 53 state offices.
	Provided design and delivery support to the AARP Learning Center in the deployment of virtual classroom presentations and workshops, with attendees nationwide, using Placeware (now Microsoft Live Meeting) and Brainshark on the web, as well as satellite broadcast technologies.
	Coordinated the effort to develop a strategic plan for integrating AARP’s employee Learning Management System (LMS) with the organization’s new internet-based Human Resources Information System. Conducted research, performed impact studies, and made recommendations to the Director of the Learning Center. All of these recommendations were implemented.
	Benchmarked best practices in the use of videoconferencing technologies, for both training and collaboration purposes, for the Manager of Educational Technology and Distance Learning. Developed a handbook documenting these practices and worked individually with various sites nationwide to implement a pilot test program. The association still uses both the technology and these procedures extensively