Here is another of "my summer/kid jobs" as fodder for another APPO (application exercise) for Performance Modeling and deriving the enabling Knowledge/Skills. For practicing steps 2-5 above.
In 1964-5 I was a newspaper boy in LaPorte Indiana for the South Bend Tribune, the "other newspaper" in town. 7 days a week, including a Sunday morning paper that had to be delivered by 7am! Meaning my alarm was reset each Saturday evening for the next morning at 5 am.
I always rode my bike to the Distribution Center and my route and then home - except for twice due to LaPorte's huge snow falls...the "lake effect" known to all who travel the roads of north-western Indiana in wintertime - around the "horn" of Lake Michigan. But I digress.
My route had 68-72 subscribers over the year and a half that I held that job - until I had to quit when we moved back to the southern suburbs of Chicago.
Every Friday, and then on Saturday and/or Sunday as needed, I collected the 35 or 45 cents for the week from each of my customers. There is where I would "catch" any feedback clarifying their requirements as customers/stakeholders...if I hadn't already heard it from the Newspaper Distribution Office Manager first...another stakeholder in my little enterprise's marketplace.
You know...it was the single mother of three who was consistently my biggest tipper...weekly. And she did pretty good at the holidays when my tips exceeded $150 both years. My rich relatives who lived on my route and were my customers gave only at the holidays and gave less than the Single Mother of 3. (BTW lady - I'm still trying to give it forward as you taught me). My mother always speculated that my customer herself must have worked for tips. I understood that much better a few years later.
And then there were the LaPorte cops who pulled me over once for running a red light in my hurry to get to my route. Another stakeholder group heard from. When I was in the 6th grade.
And the parents, who were proud and anxious and demanding that I not screw up, stated in more appropriate parent-child language. But I got the gist.
Here is my set of AoPs for this job. Change them as you see fit...and then apply the acid test. Does it leave no gaps and no overlaps?
For younger people who haven't even seen a newspaper boy or girl delivering papers by bike (I myself cannot remember the last time I saw it) - you can interview someone my age (almost 55) or older. Call up the old man or grandpa or an uncle and interview them over the phone. Sorry to seem to be sexist...but I don't think I ever even saw girl delivering newspapers until the mid-1970s (although I am sure that there were a few). So ask your mom, aunts and grandma too!
For AoP "A" I've started the first Performance Model chart. You can finish it and complete the remaining for the AoPs you've chosen to start with using the following two graphics (click on them for full size and then save/print out or mash up).
Once all of the Performance Modeling is finished it's time to derive the enabling K/S.
Here is my selection of K/S Categories to be used and the start for two categories, plus a blank form for you to use to continue the APPO. Change anything you feel a need to. Before you start detailing.
For those following along, all of these ISD efforts are done by the person/people wearing the "hat" of the PPA - PACT Performance Analyst. As a specialist or as a generalist of a varied spectrum of capability...PACT Practitioner role-wise.
The PPA works in all 3 levels of ISD of the PACT Processes for T&D/ Learning/ Knowledge Management.
The only difference in those 3 types of downstream uses of the analysis data, is typically the amount of data generated...with CADs generating the most, and narrow IADs the least. Although some IAD efforts cdan generate as much data as a CAD effort...such as when the PACT "IAD" project/process framework is used for Qualification/Certification Performance and Knowledge Test development projects.
The 5 ISD PACT Processes, including the common Analysis philosophies, models, methods, tools and techniques, are covered more extensively in my book lean-ISD which is available as a free 404-page PDF at http://www.eppic.biz/
Cover design/production by Geary A. Rummler.
Two of my other books present examples of analysis of larger scopes than babysitting or newspaper boy/girl jobs of the first and second APPOs I've presented.
T&D Systems View presents a model of a department that just happens to be a T&D/ Learning/ Knowledge Management organization.
And Management Areas of Performance presents a framework for analyzing a manager's job.
Both of these books are available as free PDFs on the EPPIC web site as well.
Good luck with the APPO!
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