EME 610
Spring 2017
Natalie Anderson - Narender Aujla - Brittany Crawley -
Yaël-Alex Monereau - Nicole Ortiz
Table of Contents
Introduction 3
Type of Job 6
Type of Appointment 7
Rank / Position & Pay Grade 8
Payscale 9
Degree Requirements 10
Name of Degree Required 11
Research(er) 12
Conclusion 20
References 21
Introduction
When looking for a career in Instructional Design within the government and military, one
may find various job qualifications, degree requirements and skills needed. As a group, we
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collected 50 job advertisements and analyzed the various Instructional Design and
Technology positions. With this data we assessed that there are many positions available,
however not all companies are adhering to a blanket qualifications listing of a variety of
Instructional Design Skills, KSAs, and Software. With that same premise in turn the Rank,
Pay Grade, and opportunity for lateral promotion is derived on a case-by-case basis.
To help with identifying multiple positions available for Instructional Designers and
Technologists, a total of 16 different websites were used. Most of our job listings acquired
were sourced from Indeed.com and USAJobs.gov. There were a total of 17 jobs identified
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from Indeed and 15 jobs from USAJobs.gov. Some other online sources utilized were
Careers, LinkedIn, and Monster.
Company
There were a total of 40 different companies identified in our job search, being employed
by the Air Force, Air National Guard, Army, Army National Guard, Coast Guard, Marine
Corps, and Navy. Looking at the companies closer, there were 4 jobs specifically for the
Department of Defense. 3 jobs were for the US Army, 3 for the US Navy, 1 for the US
Marines,1 for the US Air Force, and 1 for the US Coast Guard. The remaining companies
mentioned had contracts with government agencies. Additionally, other companies
included Lockheed Martin, Kurz Solutions, the CDC, and the City of San Antonio.
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State / Location
The locations varied among the different responses based on the job ads collected. The
data clearly indicated that Virginia ranked the highest area of interest for job seekers in the
Government and Military, ranking at 26% of our data collection in this category. Following
the popularity of Virginia, Washington D.C. fell next in respect for career interest in
instructional Designers with a total of 14% of the collected data. Right behind these
locations were Washington State totaling 12% of the collected job ads total. However, it is
beneficial to note that the job ads collected involved multiple states as well as international
locations that totaled collectively 48% of the data supported in this data analysis.
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Type of Job
Job titles were classified as either Government or Military, which indicated if the job
position was either one of the two or in association with both entities. It was discovered
that most of the jobs being advertised were linked to Government agencies. The
designations for Government versus Military helped with increasing the understanding of
the job market, but more specifically: what companies are looking for, who they are looking
for, and under what circumstances they are searching.
As the data unfolded, it was evident that more Instructional Designers are needed in the
Government versus the Military. Our team posited, this may be due to the Military
prerequisites requiring some level of military experience, whereas the Government has the
ability to hire civilians. When analyzing the data, the number of jobs associated with the
Government were 37 in the affirmative, which vastly outweighed the 13 in the negative.
Majority of the positions identified the ability for Instructional Designers and Technologists,
as active service members, to grow from within the organization. This growth can be
promotional advances for instructional designers (active service members). The total jobs
collected for this portion of the assignment are as follows: When asked if the position was
associated with the Military: 32 said no, 18 said yes.
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Type of Appointment
The types of appointment specify whether the job is full time, part time or contracted. From
the collected 50 jobs ads, there were 32 ads where the type of appointment was
mentioned. The majority of ads were full time positions offered mainly by defense
contractors and the military, together they offer 18 positions out of 27, followed by 4 jobs
offered by the federal government and 2 in the educational sector. There were no part time
positions found in our data collection. However, there were 5 positions available on
contracts from which 2 were offered by defense contractors and 1 position by the military,
information technology and health sector.
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The military and federal government use a different method of ranking or defining
positions. For example, The General Schedule (GS) is the predominant pay scale for federal
employees, designed mainly for professional, technical, administrative or clerical positions.
The system consists of 15 grades, where GS1 is the lowest level and GS15 is the highest.
There are also levels with each grade. The grade level also determines employee's pay level.
(Go Government, 2017)
Grade Level
● GS3 or GS4: Internship or student jobs
● GS5 to GS7: Entry Level Jobs
● GS8 to GS12: Mid-Level Jobs
● GS13 to GS15: Supervisory
● Position Beyond GS15 are managerial positions
In our job ads, there are 7 position which are managerial level with ranks starting with
GS17. (US Office of personnel Management, 2017) There are similar many other ranks and
grading system mainly in Department of defense and its auxiliary branches Army, Navy,
Airforce and Marines. (Military Rank/Civilian Pay Grade Abbreviations, 2016) To simplify the
data and make meaningful understanding.
Out of the 50 job advertisements, 30 job advertisements specify the rank/position of the
job. There are 9 managerial level jobs, out of which 7 are offered by Army and 1 each by
defense contractor and federal government, respectively. There are 8 positions which
required experienced professionals, from which half of them are hired by defense
contractors, 2 by military, and 1 each by educational institute and state government,
respectively. The trainer/instructor and executive level positions are mainly hired by
defense contractors. Overall, Defense contractors provide a high number of opportunity
followed by the Army.
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Pay Grade
Pay Grades are defined in a range of two figures (for example, $80,000 to $90,000). An
average of pay scale is taken for meaningful understanding, (i.e.: Average $85,000). The
executive on an average gets paid $55,991, an experience professional gets paid around
$73,845 and management level pay is around $88,535. When comparing data, there is a
24% salary hike between an experienced professional and executive level position. The
salary hike however reduces to 16% when compared between managerial level and
experience professional.
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Degree Requirements
The job advertisements were specific about the degree requirement and preferred
applicants with Bachelor's degrees, however not always specializing in Instructional Design
and Technology. Around 36 jobs required an individual to have a Bachelor's degree and
three (3) preferred individuals having a Master's degree. Nine (9) job ads required
individuals with a Master’s degree and four (4) preferred individuals with a Master’s degree.
A Doctoral degree was only required for one job. Fortunately, applicants with Master’s
degree can have an advantage to apply for more opportunities.
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The name of degrees required varied, many of the job ads would list more than one degree
or multiple degrees that were equivalent. As a group, we narrowed the degrees required
down to 9 common degrees seen often in the ads: Human Performance Technology,
Psychology, Communications, Education, New Media, Education Technology, Instructional
Design and Other. The number 1 most popular degree needed was Instructional Design
with 30 out of the 50 job ads requiring it. “Other” was the next prominent degree listed with
27 out of 50 jobs needed another type of degree that we did not have listed.
It is important to note that some job ads did not mention a specific degree required. The
next most common degree required was Training and Development with 23 out of 50 job
ads requesting it. Some degrees that were not as common were Psychology and Human
Performance Technology with only 3 or 4 job ads requiring it. Below are the charts of the
top two in-demand degrees.
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Research(er)
As a team, we discovered that most job ads did not require research as a part of the job
description, duties or responsibilities. Functions or equal responsibilities required some
form of research involved in the terms and conditions of the contracts. Employers
requested that the candidates need to have general or extensive knowledge in research or
can perform research type duties. Based on the total job ads collected, 82% (41 responses)
did not require research while only 18% (9 responses), required or needed some form of
this skill as part of the position detail, title, or performance standard(s).
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For the aggregated job advertisements, our group’s focus was on the following Instructional
Design Skills areas: Needs, Task, and Learner Analysis, Design, Development, Evaluations,
and Project Management.
Needs Analysis
According to the Dr. Titcomb from the University of Arizona, a Needs Analysis is the process
of identifying and evaluating needs in a community or other defined population of people.
(2000) Within our findings 25 out of 50 job advertisements, identified the importance of
being able to conduct a Needs Analysis. No companies chose to explain further which
specific skills are needed within the Needs Analysis, and this became a recurring pattern for
all job advertisements.
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Task Analysis
Information from the Usability.gov website explains, that a Task analysis is the process of
learning about ordinary users by observing them in action to understand in detail how they
perform their tasks and achieve their intended goals. (Affairs, 2010) From our data
collection, we have discovered that 46% of the jobs reviewed acknowledged Task Analysis
as a vital Instructional Design Skill.
Learner Analysis
According to Wikiversity with a learner analysis, learners' abilities as well as the deficiencies
in their skills are assessed. This will tell us how if they are ready to reach the learning goal,
and where the instruction should start. (2016) From our research we found 56% of our
companies do not focus largely on Learner Analysis and are more focused on the content
being delivered. 56% of our job advertisements, did not mention learner analysis as a
required skill.
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Design
Based on the information collected from the job ad analysis, it is important to note that
although design may have appeared to be an important indication of “designing
instruction”, as proposed by the names of positions, we found that the design piece of the
job position was not apart or required in the actual job functions and duties. Only 20% of
the collected responses indicated that was the case and design was a critical part of the
function and duties of the position details. While 80% of collected, responses indicated that
design and the implementation of so was not necessary in most positions and/or even
mentioned.
Development
Once the content has been identified, and the Design has been agreed upon, Development
must take place from an IDT point-of-view. 88% of the job advertisements surveyed
mentioned focused on the Development portion of IDT skills.
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Evaluations
From our findings, 56% of the job advertisements reviewed mentioned Evaluations as being
a skill of focus. The types of Evaluations were not specified, however the importance them
is still relevant as it is a focus for improvement.
Storyboarding
Storyboarding is the ability to draw out or explain a vision for interpretation to others. This
skill can prove critical within team environments when sharing ideas. Our findings
discovered only 28% of our identified job advertisements mentioned Storyboarding as a
useful skill to enter the company.
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Project Management
Delivery Method
While analyzing the data for the type of delivery method, the most common form of
delivery was face-to-face, totaling to 24 job ads. Another common method of presentation
was web/online learning with a total of 16 responses. Classroom based training came in as
the 3rd most mentioned distribution method with 13 responses. The least common
delivery method discovered was the virtual classroom with only 5 responses. With these
findings, we discovered most the jobs were geared for the development of the program
and not the delivery of the program.
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Knowledge of/on
During our analysis of the job ads, we discovered many of the companies did not require
specific knowledge on a topic or concept or if specified, was vague. There were very few
listings that were detailed in the knowledge required to be qualified for the positions. 96%
of the job ads required knowledge in instructional design and technology. 12% mentioned
knowledge of 508/504 compliance. 84% mentioned having experience in teaching, training
and/or delivery. 60% required knowledge in theories of learning/adult learning. 58%
mentioned experience in curriculum design. 56% mentioned knowledge in technical writing
skills as well as 56% in leadership development.
Software Experience
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Through our data collection we learned most Government or Military favored Adobe and
Microsoft products. For the companies that did specify the software needs, they did not
identify a (if any) level of competency.
Most companies do not incorporate software preferences within the job advertisement.
Equipped with this information, Instructional Designers and Technologists looking to enter
the Government or Military should still make it a purpose to practice improving their skills
with different software.
Our team speculates that although the software isn't necessarily listed on the initial job
advertisement, the companies may assume you come prepared with software skills or will
train on company preferred software.
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Conclusion
From our collection of various Instructional Design and Technology job advertisements
within the Military and Government arenas, we have assessed that there are many
positions available. However not all companies are adhering to some blanket qualifications
listing of a variety of Instructional Design Skills, KSAs, and Software. With that same premise
in turn the Rank, Pay Grade, and opportunity for lateral promotion is derived on a
case-by-case basis.
References
Affairs, A. S. (2013, September 06). Task Analysis. Retrieved April, 2017, from
https://www.usability.gov/how-to-and-tools/methods/task-analysis.html
Task analysis is the process of learning about ordinary users by observing them in action to
understand in detail how they perform their tasks and achieve their intended goals.
Go Government. (2017). G
o Government. Retrieved from gogovernment.org:
https://docs.google.com/document/d/1NjHIHsET1Q6Gqg6WEiDLyrhtkhg8MweRKWbgi_aA_1
U/edit
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Military Rank/Civilian Pay Grade Abbreviations. (2016, Feb 6). Retrieved from
http://www.defensetravel.dod.mil/:
http://www.defensetravel.dod.mil/Docs/Training/DTA_App_M.pdf
Titcomb, A. L., Ph.D. (2000). Needs Analysis. Retrieved April, 2017, from
https://extension.arizona.edu/evaluation/sites/extension.arizona.edu.evaluation/files/docs/
needs.pdf
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