Instructional Designer

Instructional Designer HighPoint’s professionals focus exclusively on helping government agencies and companies implement their most critically strategic initiatives.

The role of Instructional Designer contributes to HighPoint through the design, development, and maintenance of instructional material for job training products.KNOWLEDGE AND SKILLS REQUIREMENTS+ Regularly seeks out guidance and the appropriate resources to ensure that data is interpreted correctly at the product level.+ Able to apply/execute product development based on needs assessment findings.+ Able to effectively design a course.+ Able to write course objectives.+ Able to create effective assessment questions.+ Able to create appropriate activities.+ Capable of translating complex concepts and ideas and convey them in a simple, easy-to-understand format and flow.+ Able to identify and recommend the appropriate method needed to effectively deliver training.+ Evaluate and modify existing instructional materials to optimize the quality of the instructional design.+ Continually seek out opportunities to be contributor to the overall goals of the training organization.+ Provide feedback to leadership to help identify issues or improvement opportunities.+ Provide clear, timely communication regarding issues, opportunities, barriers, and project risks to all levels and groups.

Should demonstrate a high level of competence in identifying and adapting to various communication styles.+ Able to facilitate small group design meetings, focus groups, client meetings, and other initiative meetings.+ Able to give and receive actionable feedback in a positive manner at the product level regardless of stress level.+ Confident and competent to drive key decisions related to products owned.+ Able to effectively identify limitations and barriers at the product level.

Recommend and execute appropriate solutions and work-arounds that effectively take into consideration the health of the overall program/project.+ Actively seek out opportunities to try new processes and tools.+ Accept changes to processes and environment.+ Experience facilitating training across multiple formats (i.e., Instructor led, Virtual) is preferred.JOB RESPONSIBILITIES+ Create and design new and refresher user-centric training products and curriculum that are accurate, correct, flow logically, and consistent with established quality standards.+ Collaborate with curriculum team to revise current training products and curriculum on a regular basis to maintain accurate and current content.+ Consult and work with subject matter experts and cross-department representatives to implement innovations into training products and curriculum.+ Create, document, and improve team processes, standards, and best practices as needed.+ Manage multiple deliverables and timelines to adhere to the established quality standards and processes, like Section 508 compliance, style guide consistencies, and other required review cycles.+ Participate in call reviews, test calls, and other quality activities to ensure effectiveness of training products.+ Assist new hires with onboarding plan, tasks and shadowing as needed.+ Maintain a current knowledge of design and development of instructional materials, incorporating adult learning principles, Blooms Taxonomy, Kirkpatrick’s Levels of Evaluations, and other instructional design concepts.+ Possess a knowledge of instructional design tools that include, but are not limited to, Microsoft Office suite, Section 508 Accessibility Tools, SharePoint, Adobe Acrobat reader, and Snagit.+ Ability to conduct needs analysis, write instructional objectives, recommend varied instructional models, create learning solutions, and integrate measurement standards.+ Possess strong written and verbal communication skills along with sound presentation and facilitation skills.+ Customer service-focused approach to problem-solving.+ Ability to collaborate and develop strong partnerships across the team, department, and organization.+ Attend team, curriculum, and client meetings as needed.+ Occasionally lead curriculum projects, including driving leadership level decision/initiatives down to project teams.+ Lead key projects/initiatives.+ Select, modify, or create a design and development model appropriate for a given project.+ Occasionally represent the Training team in presenting to the client (e.g., presenting small segments of a formal presentation of curriculum redesign).+ Is viewed as a key contributor and a leader on the team to achieve the overall goals of the training organization.EDUCATION AND YEARS OF EXPERIENCE REQUIREMENTS+ Bachelor’s degree from a four-year college or university; or four years of instructional design and/or training delivery experience combined.ABOUT HIGHPOINTHighPoint is a growth-oriented firm that provides a unique, differentiated employee culture relative to our Federal market peers.

We leverage this growth-oriented and employee-focused culture to attract and retain a higher grade of talent than our peers to be an employer of choice.HighPoint helps government agencies elevate the citizen experience (CX) by improving the touchpoints through which citizens interact with government.

We were founded in 2006 by Ben Lanius with the spirit of transforming how agencies connect with and empower citizens to deliver on mission-critical objectives.At HighPoint, our focus is on delivering results that matter.

We support and modernize our federal customer’s mission critical systems and functions.

Agility is at our core: it is the mantra that drives us to succeed.

We work quickly, analytically and deliver on agency priorities.HighPoint is privately held with 300 passionate employees across offices and locations in Indianapolis, Indiana; Baltimore, Maryland; and Herndon, Virginia.HighPoint Digital, Inc.

is an equal opportunity employer.

We do not discriminate on the basis of race, color, gender, sexual orientation, age, religion, national or ethnic origin, disability or veteran status.HighPoint Digital, Inc.

will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with HighPoint’s legal duty to furnish information.