The group conducted a brainstorming session, using a Gallery Walk to address the topics: Bottlenecks, Processes to Start/Keep/Stop, and Innovative Communication. Among the trends identified, one of the largest was the organization's onboarding program for new managers. This leads to my PBL learning activity. 

Scenario
1.) Present the core group with the question, "Given the identified shortfalls of the current onboarding program, how do we improve the current onboarding process for managers to fully prepare them for their role with MCCS?" The end-state is to create a revised, organizational-level policy for new managers. 
Note: Subsequent PBL activities will involve further developing onboarding programs for the subordinate-level divisions within the organization. 

2.) Learning Outcomes: 

• Inspect the current onboarding program

• Identify both federal and organizational onboarding requirements

• ​Diagram the onboarding process

• Examine necessary administrative tasks from unnecessary ones

• Determine necessary acculturation information

• Identify required assets needed

• Diagram the full onboarding process   

• Test the effectiveness of the new onboarding process

3.) Project Structure:

• Outline the Plan of Action and Milestones (POA&M), to include primary task, subordinate tasks (that feed into the primary task, suspense dates, responsible members, and supporting agencies.

• Create the groups (a mix of Core Managers and other mid-level managers)

• Identify the roles and responsibilities for each group member

Note: Because an underlying goal of the Division Advisory Group is empowerment, the structure will not be created for the members but co-created, using the educator (myself and one other facilitator) for guidance, cultivate collaboration, and assist with conflict resolution. 

4.) Employ scaffolding by promoting the following questions to the learners:

• What can I achieve or find on my own?

• When do I need to rely on my peers and Core Mangers?

• What information do I need to seek from subject-matter experts

• What will need to be elevated to the facilitators (as a last-result)

5.) Throughout the learning process, the facilitators will incorporate feedback and reflection, creating opportunities for learners to explore what they've learned, what challenges they face, and how they are working, or have resolved) problems. 

6.) The end product, a newly revised policy to be reviewed and approved by the Assistant Chief of Staff and, once published, will be showcased at the next Employee of the Quarter event.