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i
ESF, Inc.
Company History
— 1969 – 2006 —
Founders:
Mary Sullivan Esseff, Ph.D.
Peter J. Esseff, Ph.D.
We Succeed Only
When You Succeed
ESF, Inc.  Tampa, FL
© 2005, ESF, Inc.. All Rights Reserved.
i
ESF, Inc. History 2006
WBENC CERTIFICATION
ESF, Inc. is proud to be a Woman-Owned Business Certified by WBENC
through the Women's Business Development Center – Miami. Contact
Information:
11205 South Dixie Highway, Suite 101
Miami, FL 33156
305.971.9446
http://www.womensbusiness.info/
Certification Number: 243772  Exp.: 8/11/07
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ESF, Inc. History: 2006
TABLE OF CONTENTS
WBENC CERTIFICATION
II
ABOUT THE FOUNDERS
1
Mary Sullivan Esseff, Ph.D............................................................................1
Peter J. Esseff, Ph.D......................................................................................2
INTRODUCTION
3
ESF Consulting ..............................................................................................3
ESF Workshops .............................................................................................3
ESF Training Materials ..................................................................................4
ESF Training Software...................................................................................4
ESF'S TOTAL TRAINING SYSTEM
5
Overview.........................................................................................................5
Step 1: Conduct Needs Analysis .............................................................................................6
Step 2: Use Management of Training Processes...................................................................8
Step 3: Use IDLS to Design Training Programs.....................................................................9
Step 4: Conduct Interactive Classes .....................................................................................13
ESF Instructor Certification Process .........................................................14
ESF-ProTrainer Workshops and Materials ................................................15
SELECTED CLIENTS
16
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PROJECTS
17
Automotive & Transportation .....................................................................18
General Motors .......................................................................................................................18
Corporate Training ...........................................................................................................18
UAW/GM ProTrainer Series............................................................................................18
GM Corporate: Secretarial/Clerical Orientation Program (1987) .................................19
GM: Instructor Certification .............................................................................................19
GM: Saturn .......................................................................................................................19
GM: International Union of Electrical Workers (IUE).....................................................19
Federal Express Company Start-Up .....................................................................................20
Sandvik: Federal Express Newark Hub & Fort Worth Hub..................................................20
The Eyre Bus Company .........................................................................................................21
Amtrak Conductor Training ....................................................................................................21
Auto Club (AAA) of Southern California................................................................................21
Chemical & Oil Companies .........................................................................22
The Dow Chemical Company ................................................................................................22
Diamond Service Training Program (SAP) ....................................................................22
U.S. & European Customer Service Representative Training Program ......................22
Accounting Training Program .........................................................................................22
Dow Capital Manager Training Program: US & Europe ...............................................22
Certification of Dow Trainers...........................................................................................22
EXXON ....................................................................................................................................23
Training System Design ..................................................................................................23
Carter Oil ..........................................................................................................................23
EXXON: Baytown ............................................................................................................23
ESSO (Eastern) Australia and Southeast Asia..............................................................23
Monterrey Coal/Carter Oil Company ..............................................................................24
Shell Oil Company ..................................................................................................................24
Financial Management ....................................................................................................24
AutoCare Training Programs ..........................................................................................24
Staff Training ....................................................................................................................25
Shell Refineries ................................................................................................................25
Unocal .....................................................................................................................................25
Goodyear Tire and Rubber ....................................................................................................25
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Communications & Computer Companies ................................................26
AT&T Training Guidelines Revision ...............................................................................26
AT&T PhoneCenter Store Training Program .................................................................26
AT&T Revision of Bell System Training Guidelines ......................................................26
AT&T Information Systems-NAPLPS Training Program...............................................26
AT&T Five-Year Plan for Computer-Based Training.....................................................27
AT&T Information Systems Services: Videotex Sales Training ...................................27
IBM ..........................................................................................................................................28
James River Corporation .......................................................................................................28
R. R. Donnelley Staff Training ...............................................................................................28
3M ............................................................................................................................................28
The Rouse Company .............................................................................................................29
The Timken Company ............................................................................................................29
Unisys......................................................................................................................................29
Corrections & Law Enforcement ................................................................30
Maryland Adult Corrections Pre-Release .............................................................................30
City & County Jail Pre-Release .............................................................................................30
American Correctional Association .......................................................................................30
Illinois State Department of Corrections ...............................................................................30
D.C. Metropolitan Police ........................................................................................................31
D.C. Metropolitan Police Academy Training ..................................................................31
D.C. Metropolitan Police Staff Training ..........................................................................31
Driving Under the Influence (DUI) ..................................................................................31
Maryland Police Training Commission..................................................................................32
Military & Government.................................................................................33
U. S. Department of the Navy................................................................................................33
Joint Uniform Military Pay System (Jumps) ...................................................................33
Navy Industrial Fund (NIF) ..............................................................................................33
Entry Level Financial Management ................................................................................34
Kingdom of Saudi Arabia .......................................................................................................34
Food and Drug Administration ...............................................................................................34
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Manufacturing & Pharmaceutical ...............................................................35
Merck & Company ..................................................................................................................35
Merck Staff Training ........................................................................................................35
SOP Survey......................................................................................................................35
Fluid Manufacturing .........................................................................................................35
Sampling Raw Material in the Warehouse.....................................................................35
American Association of Colleges of Pharmacies................................................................35
Warner Lambert Pharmaceutical...........................................................................................35
Kohler & Co.............................................................................................................................36
Schering-Plough .....................................................................................................................36
Ortho-McNeil ...........................................................................................................................36
Hoffman-La Roche Laboratories ...........................................................................................36
Non-Profit Organizations ............................................................................37
Institute for Priestly Formation (IPF) .....................................................................................37
PBS Users' Guide ...................................................................................................................37
United Way..............................................................................................................................37
Church of the Latter Day Saints ............................................................................................37
Maryland Community Colleges..............................................................................................38
Instructional Technology Training Institute ....................................................................38
Maryland Department of Health & Mental Hygiene Juvenile Services ...............................38
Coppin State, Hampton Institute, & Morgan State ...............................................................38
National Apartment Association ............................................................................................38
Educational Systems for the Future®
11415 Georgetown Circle
Tampa, FL 33635-1560
813.814.1192  813.814.1194 (Fax)
[email protected]
ESF, Inc.
Peter@ ESF-ProTrainer.com
1969
http://www.ESF-ProTrainer.com
Oh by the way... if you know of any other Corporation who would benefit from
ESF’s Consulting Services, Workshops, and Training Materials, please contact us
by phone or email, or share our website address: www.ESF-ProTrainer.com.
vi
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ABOUT THE FOUNDERS
Mary Sullivan Esseff, Ph.D.
President and Director
[email protected]
Oh by the way... if you know of any other
Corporations or Organizations who would benefit
from ESF’s Consulting Services, Workshops, and
Training Materials, please contact us by phone or
email, or share our website address:
www.ESF-ProTrainer.com.
Education:

The Catholic University of America, 1972: Ph.D., Educational
Technology, Washington, D.C.

Chestnut Hill College: AB, English Literature, Philadelphia, PA, 1965
Responsibilities:

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Identify Short and Long-Term Goals for ESF
Define Strategies to Meet Those Goals
Design, Develop, Validate ESF and Client Training Materials,
including Edit, Design, Layout, and Graphics
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Co-manage ESF's Finances
Design our Software Applications: TaskOutliner, and StyleDoc
Run ESF Workshops
Work with Clients On-Site and at Our Home-Based Office
Oversee Staff and Contractors, as Needed
Write proposals
Design & Maintain Website
1
Peter J. Esseff, Ph.D.
Vice President & Technical Director
[email protected]
Oh by the way... if you know of any other
Corporations or Organizations who would benefit
from ESF’s Consulting Services, Workshops, and
Training Materials, please contact us by phone or
email, or share our website address:
www.ESF-ProTrainer.com.
Education:

The Catholic University of America, 1969: Ph.D., Educational
Technology, Washington, D.C.


Fordham University, 1958: MA, Education, Bronx, NY
Fordham University, 1956: AB, Classics: Latin and Greek, Bronx, NY
Responsibilities:
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Identify Short and Long-Term Goals for ESF
Define Strategies to Meet Those Goals
Create the Overall Mission of Our Company
Design, Develop, Validate ESF and Client Training Materials
Co-Manage ESF's Finances
Run ESF Workshops
Certify Instructors to Conduct ESF Workshops
Supervise Client Development Projects
Conduct Needs Analyses for Organizations
Work with Clients On-Site and at our Home-Based Office
Write Proposals
2
INTRODUCTION
ESF, Inc. dba Educational Systems for the Future®, was founded in 1969 by
Drs. Peter and Mary Esseff. Since its origin, ESF has used the term "Guaranteed
Learning" as a company standard. ESF’s unique validation standard consists of
testing and revising its materials until 100% of the learners can retain 90% or
better of the knowledge skills and 100% of the performance skills.
ESF-ProTrainer Consulting
ESF specializes in the following services:

Developing Customized Training Courses. In addition to its proprietary
materials, ESF has developed thousands of custom-designed courses of
instruction for clients in numerous and diverse training fields from law
enforcement to financial management, from basic technical skills to highly
sophisticated videotex sales training programs. ESF conducts train-thetrainer workshops to certify its clients' trainers to conduct ESF's ProTrainer
Series of Workshops in house to standardize training methods using a
systematic approach to training.
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Reviewing Training Modules developed by clients.

Supervising Training Development Projects undertaken by ESF clients.
Conducting Needs Analysis training to help determine our client
organization’s training needs.
ESF-ProTrainer Workshops
ESF offers a complete line of fully validated Workshops, covering all of the topics
required to become a Professional Trainer. These include:
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IDLS: A Training Development Process
Training Needs Analysis
Interactive Teaching Skills
Dealing with Challenging Learners
Prepare and Conduct Skills Labs
Management of Training
Courses are offered either at the client's site or at ESF's home-office. Workshops
are designed to accommodate small groups of training personnel in an intimate,
friendly environment.
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ESF-ProTrainer Materials
In conjunction with its Workshops, ESF offers the ESF-ProTrainer Series of
Instructional Materials, a complete line of fully validated self-instructional
materials, covering all of the topics below. Each of ESF’s competency-based
training programs has been tested and revised so that the instructional material
is understandable to both trainers and non-trainers alike. The programs can be
used in industrial, government, or educational environments. The ESFProTrainer Series includes:
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Dealing with Challenging Learners
Prepare and Conduct Skills Labs
ESF-ProTrainer Software
In ESF's desire to help clients develop materials faster and easier, it has spent
more than a decade in developing software that aids trainers in the IDLS
process. ESF's TaskOutliner 3.0 and StyleDoc software programs aid clients in
creating Task Analyses and Performance Checklists other.

TaskOutliner 3.0 is the fastest, easiest way to develop Job Task
Analysis-based training or instructional materials. Based on ESF’s
proven IDLS process, TaskOutliner 3.0’s powerful program allows
clients to input tasks as quickly as they can type, rearrange them with
drag-and-drop ease, while TO3 renumbers tasks automatically.

StyleDoc is a series of Microsoft Word and PowerPoint templates that
you can use to quickly lay out your instructional Workbook, Instructor's
Guide, and Overhead Transparencies and/or PowerPoint
presentations. This process completes the third step in developing
instructional or training materials based on ESF's IDLS process.
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ESF'S TOTAL TRAINING SYSTEM
Three Decades of Professional Training
Overview
The steps in ESF's Total Training System were formalized during the past three
decades in the four basic ESF Processes outlined below. They include:
Step 1: Needs Analysis (1983)
Step 2: Management of Training (1985)
Step 3: Instructional Development Learning System (IDLS) (1970)
Step 4: Interactive Teaching Skills (1981)
These processes have been revised and updated over the years and have been
expanded to include a full curriculum of processes leading to certification as a
Professional Trainer, hence the term ProTrainer. The Total Training System can
be represented as a Training Cycle as depicted in this graphic:
© 1995, ESF, Inc. All Rights Reserved.
A Process Approach to Solving
Complex Human Resource Needs
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Step 1: Conduct Needs Analysis
The first step in the Total Training System process that we always recommend to
a client is to conduct a Needs Analysis. This is a proactive, rather than reactive,
approach since all problems are looked at, rather than simply developing a
training program to react to what appears to be a training problem, but might be
caused by one or more non-training problems. Training Needs Analysis is the
process of analyzing symptoms and causes in order to provide a solution mix to
performance problems based on a cost/benefit analysis of the solutions.
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Performance Problems relate to the absence of a desired outcome, i.e., a
discrepancy between the "should" and the "actual." To identify the
Performance Problem, ask: What is missing that you expect to achieve?
Symptoms are observable indicators of performance problems. To identify
the Symptoms of a Performance Problem, ask: What can you observe that
indicates the performance problem?
A Cause explains why a symptom exists. Various possible causes are
analyzed in order to determine the root cause, i.e., why the symptom
exists. Causes are EITHER a lack of training or, a lack of Resources,
Environment, and Systems (RES). A lack of training is determined by the
absence of the specific knowledge skills, physical skills, and attitudinal
skills needed to perform specific job tasks.
Resources, Environment, and Systems on the other hand can be grouped
into five categories:
1. Physical Resources
2. Internal Environment
3. External Environment
4. Reward Systems, and
5. Organizational Systems
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To identify a lack of Resources Environment, and Systems (RES) as
possible Causes of the observed Symptoms, ask: Does a lack of RES
explain the observed symptoms?
To identify possible RES Solutions for each of the RES Causes, ask: What
changes in RES can you make to correct the causes?
To identify a lack of training as a possible Cause of the observed
Symptoms, ask: Does a lack of training explain the observed symptoms?
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To identify possible Training Solutions for each of the Training Causes,
ask: What changes in training can you make to correct the symptoms?
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To Verify Symptoms, Causes, and Solutions, ask: How can I verify the
symptoms, causes, and solutions? Solutions are methods of correcting the
symptoms by eliminating causes.
To identify Costs and Benefits of each proposed Solution, ask: What are
the costs for each solution? What are the benefits in relationship to the
costs?
A Solution Mix is a combination of training and non-training solutions. To
select the best Solution Mix ask: What is the best combination of training
and non-training solutions?
To implement the best Solution Mix, ask: What methods and persons are
needed to implement the proposed solution mix?
A Cost/Benefit Analysis can be completed for both training and nontraining solutions.
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Step 2: Use Management of Training Processes
The second step in the Total Training System process includes various steps that
involve the Training Manager and are outlined in ESF's Management of Training
Course. This training program is designed to take the Training Manager through
a training cycle that involves three major training responsibilities as outlined
below:
Plan
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Perform a Training Needs Analysis
Find the Right Training Programs and Gain Organizational Support
Design, Develop, and Validate training programs using ESF's IDLS
process (See Step 3: IDLS: Design Training Programs below)
Project your Return on Investment (ROI)
Develop a Training Plan
Prepare a Training Budget
Forecast training needs for unit's Five-Year Business Plan
Run
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Schedule facilities, equipment, programs, and people
Keep Records and Reports
Hire and Support Staff
Arrange Meetings, Correspondence, and Publicity Evaluate
Develop instruments to Collect Evaluation Data
Assess Program Effectiveness
Evaluate Training results in light of Training Needs Analysis
Calculate Return On Investment (ROI)
Provide input for new Training Needs Analysis
Evaluate
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Develop instruments to Collect Evaluation Data
Assess Program Effectiveness
Evaluate Training results in light of Training Needs Analysis
Calculate Return On Investment (ROI)
Provide input for new Training Needs Analysis
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Step 3: Use IDLS to Design Training Programs
The third step in the Total Training System process includes various steps that
involve developing competency-based training programs as outlined in ESF's
IDLS process. Since its origin, ESF has used the term "Guaranteed Learning" as
a company standard.
ESF's unique Validation Standard consists of testing and revising its materials
until 100% of the learners can retain 90% or better of the Knowledge Skills and
100% of the Performance Skills.
ESF can make this pledge because of the foundation of learning it builds from
the Knowledge Skills Hierarchy that enables a learner to move from basic
Recall/Recognition knowledge skills to Problem Solving Performance Skills.
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This process ultimately lays the foundation for many well-developed craftsmen to
jump from Problem Solving to the ultimate performance, Creativity.
© ESF, Inc., 1971. All Rights Reserved.
During the past three decades, ESF has derived a proprietary approach to
training. ESF begins its unique process by asking several questions:
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Question 1: What do I want the learner to do/perform on the job?
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Question 4: How do I evaluate the effectiveness of my training
materials?
Question 2: How well do I want the learner to perform on the job?
Question 3: How do I create training materials to allow the learner to
perform most effectively on the job?
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The answers to these questions are contained in the following IDLS Modules:
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Task Analysis
Performance Measures
Develop Interactive Materials
Validation
The following graphic shows the relationship between the IDLS Questions and
the IDLS Modules:
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ESF's process works because of ESF's IDLS Interactive Strategy:
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Read a little (45 minutes to an hour) using a self-paced, self-instructional
workbook [What goes into the Learner's Head.]
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Talk a little (no more than an hour) through an instructor presentation
which ensure the knowledge skills covered in the workbook have been
digested by the learner [What comes from the Instructor's Heart.]
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Do a lot (2 - 4 hours) in a hands-on applied learning skills lab that can be
as close to on-the-job performance of tasks as feasible. [What the
Learner's Hands produce.]
These three steps in the IDLS Interactive Strategy allow the learner to retain the:
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Maximum amount of information in the
Shortest amount of time with the
Greatest amount of efficiency.
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During the past decade, ESF has aimed to keep abreast of the changing times
and thus, have streamlined its instructional modules and developed several
software tools that enable clients to develop their training/instructional materials
even more quickly and efficiently than before. These tools include:

TaskOutliner 3.0, software that enables clients to create Task Analyses
and turn them, with a keystroke, into Performance Checklists.
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StyleDoc that enables clients to standardize the format of their
instructional materials.
Step 4: Conduct Interactive Classes
The fourth step in the Total Training System process is to conduct classes
interactively using the various techniques gained from ESF's Interactive Teaching
Skills program.
The process taught in this class is based on ESF's Stimulus-Response-Feedback
(SRF) Loop.
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In ESF's S-R-F Process, the learner:
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Receives Stimulus from either the Workbook or Instructor
Gives a Response either by answering questions in the Workbook or
responding to questions asked by the Instructor
Receives Feedback from the Workbook through answer keys or from
the Instructor's positive affirmations
The S-R-F Process includes Modules on how to:
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Use Interactive Teaching Techniques: S-R-F
Use Media Interactively
Conduct one of the following types of Interactive Skills Labs:
 Demonstration
 Case Study
 Role Play
In addition to the basic ITS program, ESF also offers several other programs
related to classroom instruction. These include courses on how to:
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Interact with Challenging Learners
Develop and Conduct Skills Labs:
 Demonstrations
 Case Studies
 Role Plays
ESF Instructor Certification Process
ESF certifies instructional curriculum developers and licenses instructors to
conduct ESF Workshops.
To ensure continued quality offerings, whether taught by ESF staff members or
by trainers in various client companies, ESF offers a rigorous licensing program.
This allows clients to perform ESF processes and conduct ESF workshops in
house.
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ESF-ProTrainer Workshops and Materials
ESF offers a full range of ProTrainer Instructional Materials and ProTrainer
Workshops, a complete line of fully validated, self-instructional materials,
covering all of the topics below. Each workshop contains Learner Workbooks and
Skills Labs, Instructor's Guide, and Instructor Presentational Materials. The
ProTrainer Series include:
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Using TaskOutliner
Using StyleDoc
Interact with Challenging Learners
Develop and Conduct Skills Labs
Each of ESF's competency-based training programs has been tested and revised
so that the instructional materials are understandable to both trainers and nontrainers alike. The programs can be used in industry, government, or schools.
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SELECTED CLIENTS
3M
AAA of Southern California
Adam Opel
American Correctional Association
Amtrak
AT&T-Mountain Bell: PhoneCenter
Store Start-Up Development
AT&T: Training Revision Guidelines
AT&T: Five-Year Plan for ComputerBased Training
AT&T: Videotex & NAPLPS
AT&T: Bell Labs
Carter Oil / Monterrey Coal
Church of the Latter Day Saints:
Genealogical Society
D. C. Metropolitan Police Department
Dow Chemical: Capital Project
Dow Chemical: Diamond Service
(SAP) Training Development
Dow Chemical: CSR Training: Europe
Dow Chemical: CSR Training: US
Dow Chemical: Accounting
ESSO Australia
ESSO International
Exxon: STIP
Federal Drug Administration (FDA)
Federal Express Start-Up Training
General Motors: Corporate
General Motors: ProTrainer Series
GM Knowledge Center
Goodyear
Glaxco
Hoffman-LaRoche
IBM
Illinois Department of Corrections
Institute for Priestly Formation
James River
Kerr McGee
Kohler, Inc.
Merck & Company, Inc.
Merck - Brazil
Maryland Community Colleges
Maryland Corrections
Maryland Juvenile Services
Maryland Police Training Commission
National Apartment Association
National Association of Securities
Dealers (NASD)
Navy Comptroller: JUMPS
Navy Comptroller: NIF
Navy Comptroller: Financial
Management
Ortho-McNeil
R. R. Donnelley
Rochester Products
The Rouse Company Mall
Management Training
Sandvik Sorting Systems: FedEx Hubs:
Newark & Dallas/Fort Worth
Saturn
Schering-Plough
Shell Oil: AutoCare
Shell Oil: Financial Management
Shell Oil: Staff Training
Timken
Training Institutes: Coppin State,
Hampton Institute, Morgan State
UAW-GM
Union Oil Company
United Way
Unisys
Wachovia
Warner-Lambert
16
PROJECTS
Since 1969, ESF, Inc. has undertaken a wide diversity of projects with clients
from industry, government, school systems, and small privately owned
companies. In all of these projects, ESF's co-owners, Drs. Mary and Peter
Esseff, directed and participated fully in each phase of the project. Thus, clients
knew and trusted that the project would be completed in the most efficient, costeffective manner. This allowed Mary and Peter to take on only projects that were
appealing and challenging. Virtually all projects came through word of mouth
referrals. On only one project throughout these many decades was ESF's staff
larger than five professionals. Mary and Peter have maintained close personal
relationships with many clients they have worked with throughout the years.
Looking back on the work accomplished, ESF can sort the projects into the
following categories:
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Automotive & Transportation
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Chemical & Oil
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Communications & Computer
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Corrections & Law Enforcement
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Military & Government
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Non-Profit Organizations
Manufacturing & Pharmaceutical
17
Automotive & Transportation
General Motors
Corporate Training
Since 1983, ESF provided GM trainers with training in ESF’s programs. ESF
instructed GM’s trainers and developers in the IDLS process, Training Needs
Analysis process, Interactive Teaching Skills concepts, and Management of
Training techniques. ESF trained GM staff to train their trainers throughout the
corporation in ESF’s approach.
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Instructional Development Learning System (IDLS): How to design,
develop, and validate instructional materials.
Interactive Teaching Skills (ITS): How to conduct interactive classes.
Training Needs Analysis (TNA): How to analyze performance problems
by determining cost/beneficial solutions.
Management of Training (MOT): How to plan, run, and evaluate a
training department.
Dealing with Challenging Learners (CL): How to interact with various
types of personalities in the classroom.
How to Conduct Skills Labs (SL): How to transfer the technology
learned in the IDLS Workshop to enable learners to perform required
tasks both in the classroom and on the job.
ESF trained several hundred GM staff and plant trainers to run the above
workshops so that in-house personnel could conduct training. GM has required
the above courses for those trainers desiring to hold the "Professional Trainer"
status.
UAW/GM ProTrainer Series
In the late 1990's, the UAW/GM took over training ESF's courses. During this
long and successful partnership with both the Training Center and UAW/GM,
ESF has "professionalized" GM's salaried and hourly trainers both by instructing
its training personnel in the ProTrainer series of courses and certifying a select
group of trainers to conduct ESF's courses.
18
GM Corporate: Secretarial/Clerical Orientation Program (1987)
ESF revised GM's corporate-required Orientation Program for Salaried and
Secretarial/Clerical employees to make them competency-based. Modules in the
program included:
Your First Day
 You and GM
 Your Conduct
 Take a Look at Yourself
 New Secretarial and Clerical Orientation
 Clear Writing
 Grammar And Punctuation
 Effective Telephone Communications
GM: Instructor Certification
Since 1983, ESF has provided GM trainers with Instructor Certification training in
ESF's programs. ESF has instructed GM's trainers and developers in the IDLS
process, Training Needs Analysis process, Interactive Teaching Skills concepts,
and Management of Training techniques. ESF has certified GM staff to train their
trainers throughout the corporation in ESF's approach.
GM: Saturn
ESF provided training for GM personnel involved in Project Saturn, which
involved in-plant supervisors and affects assembly-line personnel.
GM: International Union of Electrical Workers (IUE)
In 1998-99, ESF combined two of its courses, IDLS and ITS Workshops, to
provide General Motors' IUE Labor Union with the interactive skills required for all
IUE/GM Health and Safety Representatives. The Representatives were both
salaried and hourly employees and used these skills in classrooms, large
presentations, or small meetings.
19
Federal Express Company Start-Up
When Federal Express first opened its doors in 1977, it hired ESF to train its
trainers in all of the various areas of the company's operations, such as
management training, computer operations, flight engineering, flight mechanics,
sales, courier operations, mail handling, etc.
Subsequently, Federal Express adopted ESF's curriculum model to meet its
unique needs.
Sandvik: Federal Express Newark Hub & Fort Worth Hub
In 1994-5, ESF designed and developed thirty-five Modules and eleven training
videotapes for Sandvik Sorting Systems to train FedEx operations and
maintenance employees at the new FedEx hub in Newark, NJ. The FedEx
operations and maintenance jobs included:
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Singulators
Flow Control
Diverters
Scanners
Dimensioning Frame, and
Other conveyor equipment.
ESF also developed modules on WonderWare, sophisticated software that drives
and monitors the entire conveyor system. ESF developed Workbooks, Learner's
Guides, Instructor's Guides, viewgraphs, and training videos.
From 1996-1997, ESF redesigned and developed forty-three modules for
Sandvik Sorting Systems to train FedEx operations and maintenance employees
at the new FedEx hub at the Dallas-Fort Worth, TX airport.
20
The Eyre Bus Company
In 1993, ESF performed a Needs Analysis for the Eyre Bus Company, Glenelg,
Maryland, as part of Eyre's process of providing an up-to-date computerized
approach to scheduling, tracking inventory, and tracking mileage and gas usage.
ESF interviewed drivers, schedulers, dispatchers, cleaners, and mechanics to
determine problems within the company.
ESF's Needs Analysis process uncovered a variety of problems that was costing
the bus company tremendous amounts of money in terms of wasted time,
disorganization, and poor methods of performing various jobs. ESF
recommended solutions to each problem uncovered and sent up a plan to
implement the solutions. Some of the solutions could be implemented at a
minimal cost thus saving the company thousands of dollars annually.
Amtrak Conductor Training
ESF designed, developed, and validated a series of programs to train Amtrak
conductors. The training materials used a combination of self-instructional
workbooks and instructor-led classroom activities.
ESF also conducted a series of training programs for the staff of Amtrak trainers.
As a result, the Amtrak courses followed ESF's IDLS course design principles.
Auto Club (AAA) of Southern California
ESF trained the trainers of the Auto Club (AAA) of Southern California (the
nation's largest auto club) at its Los Angeles, California headquarters. AAA
trainers who participated were from various auto club activities, including
insurance, sales, computers, towing, etc.
21
Chemical & Oil Companies
The Dow Chemical Company
ESF has completed a variety of developmental projects for Dow including:
Diamond Service Training Program (SAP)
ESF designed, developed, and validated over eighty instructional modules to
enable Dow employees to use a customized version of the SAP software that
Dow introduced into its company worldwide.
U.S. & European Customer Service Representative Training Program
ESF designed, developed, and validated a series of instructional modules to
enable Dow Customer Service Representatives to use the correct procedures in
each phase of the CSR's and the ECSR's job.
Accounting Training Program
enable Dow accountants to use the correct procedures in each phase of their job.
Dow Capital Manager Training Program: US & Europe
enable Dow Capital Managers to use the correct procedures in each phase of
their job.
Certification of Dow Trainers
ESF trained Dow staff in IDLS techniques and procedures. ESF has also certified
training coordinators at Dow's Freeport, TX and Sarnia, Canada sites.
22
EXXON
Training System Design
During 1970 and 1971, ESF designed a new training system for Humble Oil and
Refining Company. ESF's overall design incorporated all the elements of the
instructional systems design model in its approach to training key Humble
personnel. Basically ESF implemented a series of "performance-based" training
institutes that enable each task force to learn new skills as well as to utilize those
skills while under the supervision of ESF personnel. The Humble task forces
then, over a six-month period, developed their own training program under the
guidance of ESF.
Carter Oil
In June 1977, members of the participants of the 1970 workshop attended an
ESF workshop in order to reinforce their skills and apply them to the
development of a training program for Carter Oil, a subsidiary of EXXON.
Subsequently, ESF conducted several on-site workshops for EXXON to train
their trainers in curriculum development.
EXXON: Baytown
Before the EXXON Chemical Company in Baytown, Texas began production,
ESF trained its training designers/developers and classroom instructors. The
EXXON Chemical Company staff used the ESF's IDLS design principles.
ESSO (Eastern) Australia and Southeast Asia
ESF conducted several series of workshops for ESSO in Sidney, Melbourne, and
Sale, Australia. As a result of these on-site workshops, crude plant operators and
offshore operators were trained and, subsequently, designed, developed, and
validated training programs in numerous different subject matter areas.
ESF conducted training workshops similar to those in Australia for Southeast
Asian staff personnel with similar results. ESF-designed training courses for
crude plant, as well as offshore operators, in Singapore, Indonesia, Malaysia,
and Thailand.
23
Monterrey Coal/Carter Oil Company
In June 1977, members of the participants of EXXON's 1970 IDLS workshop
attended an IDLS refresher workshop to reinforce their skills and apply them to
the development of a training program for Carter Oil, a wholly owned coal
company subsidiary of EXXON. Subsequently, ESF trained Monterrey Coal's
training staff to design, develop, and validate training programs. Monterrey Coal/
Carter Oil trainers subsequently prepared numerous training programs following
ESF's IDLS design criteria.
Shell Oil Company
Financial Management
In 1979, ESF designed, developed, and validated a series of self-paced, selfinstructional training materials for use by owners/dealers of Shell Oil Company
gas stations trained in The Shell Oil National Training Centers. The modules
covered every aspect of managing the Shell Oil gas station. These modules
included:
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Inventory
Budgeting
Payroll
Taxes
Financial Statement
AutoCare Training Programs
In 1978, ESF revised and validated two of the major Shell Oil Company
AutoCare Training Programs designed for use in their National Training Centers
with Shell Station owners/dealers. These programs are:


Air Conditioning Repair and Maintenance
Brakes Repair and Maintenance
24
Staff Training
ESF conducted an on-site training program for staff trainers from the various
Shell Oil Co. chemical plants.
Shell Refineries
ESF provided training to the various exploration, production, processing, and
refinery divisions of Shell Oil Company to help training developers and instructors
to apply ESF's training design, development, and validation model to their own
unique problems.
Unocal
ESF has trained Union Oil staff in the IDLS and Interactive Teaching Skills
process. Union Oil also used ESF's training program to certify its course
designers/developers as well as its instructors.
Goodyear Tire and Rubber
ESF conducted IDLS Workshops for Goodyear corporate headquarters training
staff at Akron, OH in sales training as well as in the plant manufacturing and
production areas.
25
Communications & Computer Companies
AT&T Training Guidelines Revision
AT&T PhoneCenter Store Training Program
In 1979, ESF as consultant to the Mountain Bell Telephone Co., supervised a
Task Force of Bell employees in the design, development, and validation of a
series of training programs for employees of The Bell System's PhoneCenter
Stores nationwide. Over 1,500 PhoneCenter Stores in the Bell System
throughout the U.S. benefited from this training. Over 1,500 PhoneCenter Stores
in the Bell System throughout the United States benefited from this training.
These included training for personnel in the following positions:

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Sales Personnel
Supply Attendant/Clerks
Supervisors
Managers
Greeters
AT&T Revision of Bell System Training Guidelines
ESF contracted with AT&T to revise its training materials design, development,
and validation Guidelines. The entire Bell System intends these Guidelines for
use. ESF based the revisions on its own proprietary IDLS process.
AT&T Information Systems-NAPLPS Training Program
In 1984, ESF also developed a second self-instructional training program for the
technical systems representatives in the technical aspects of installing and
servicing the videotex systems. A portion of the program was delivered via the
videotex system. This was the first training program in the country delivered via
videotex.
26
AT&T Five-Year Plan for Computer-Based Training
ESF was contracted by AT&T to prepare its five-year plan to use the computer to
assist in the training of its employees. The plan included the development of
computer software and hardware.
AT&T Information Systems Services: Videotex Sales Training
In 1984, ESF designed, developed, and validated a self-instructional Initial
Training Program for AT&T's national sales organization for marketing AT&T's
videotex system. Modules in the Program included:
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Videotex Applications:
Banking and Insurance
Publishing, Advertising and Direct Marketing
Sales Strategies
Product Knowledge of Videotex System
ISO Levels 1 - 5
ISO Level 6, Section 1
ISO Level 6, Section 2
Selling Products:
Personal Styles of Buying and Selling FSC
Plan Sales Presentations
Sales Presentations Techniques: Listening, Observing, Questioning
The Sales Cycle
Leasing Programs
27
IBM
ESF conducted a training program over a several-month period for IBM trainers
at the Corporate Training Office in Washington, D.C. IBM trainers from a number
of different areas of operation received the training and were able to adopt and
adapt the ESF model to meet its highly unique training design and development
needs.
James River Corporation
ESF trained James River's staff in IDLS techniques and procedures. James River
used the IDLS process to certify its trainers in developing instructional materials.
R. R. Donnelley Staff Training
ESF trained R.R.D. staff in IDLS and Interactive Teaching Skills techniques and
procedures. Since 1974, the R. R. Donnelley Company, the largest printing firm
in the U. S., has used ESF's IDLS system design process to certify RRD's
trainers in developing instructional materials at many sites including:

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Elgin, IL (1998)
Des Moines, IA (1996)
Elgin, IL (1998)
Greeley, CO (1998)
ESF trained and supervised the design, development, and validation of the
training program for the new Mattoon, IL printing plant start-up. The successful
effort resulted in the R. R. Donnelley & Sons Company adopting the ESF model
for use throughout its entire company.
3M
ESF trained virtually all of 3M's course designers to design and develop training
materials for 3M's variety of office machines, products and equipment. 3M
developed many training modules using ESF's IDLS design principles.
28
The Rouse Company
In 1983, ESF designed, developed, and validated a series of self-instructional
programs to train the management staff of The Rouse Company Shopping
Centers throughout the United States. Modules in the Marketing Program
included:
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Consumer Research
Legal Requirements
Special Events
Risk Management
Financial
Accounting
Advertising
Marketing Plan
Publicity
Merchants' Association Communications
The Timken Company
The Timken Company, a multi-national company, and the world's largest supplies
of roller bearings, adopted ESF's IDLS process for training both its technical and
human skills training staffs. After a series of IDLS workshops, the Timken trainers
produced training programs using the IDLS process.
Unisys
ESF provided training for instructional developers and trainers from numerous
areas of Unisys. These trainers represent training design and development as
well as the delivery of instruction in various technical skills. Training in the human
skills areas, such as sales, supervision, and management, are also being
designed, developed and delivered via the IDLS process. Trainers received both
IDLS and Interactive Teaching Skills training.
29
Corrections & Law Enforcement
Maryland Adult Corrections Pre-Release
ESF designed, developed, and validated a series of programs to train inmates
who are scheduled for release from Adult Corrections Centers. The selfinstructional units included:
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Job Interview Techniques
Job Search Procedures
How to Apply for and Receive Credit
Budgeting
How to Fill Out Job Applications
City & County Jail Pre-Release
ESF designed, developed, and validated a series of Pre-Release programs
similar to those prepared for the State of Maryland. These training units were
designed for use in correctional centers throughout the United States.
American Correctional Association
ESF conducted a series of regional workshops nationally for the American
Correctional Association. The workshops involved training for correctional
training officers from adult correctional institutions throughout the United States.
Illinois State Department of Corrections
ESF conducted training for the in-house training development staff of the Illinois
State Department of Corrections, who designed, developed, and validated the
entire correctional officers training program for the new training academy in
central Illinois. ESF was responsible for the design and supervision of the
development of the first systematically developed and individualized statewide
correctional officers training program.
30
D.C. Metropolitan Police
D.C. Metropolitan Police Academy Training
In November 1971, ESF began a nine-month effort to develop a Basic Officer
Training System Design for the Metropolitan Police Department, Washington, D.
C. ESF brought the entire breadth of instructional systems design. Throughout
the design of the police-training program, ESF developed alternative instructional
strategies to meet the needs of the Department. Finally, ESF also assisted the
Metropolitan D.C. police-training department in implementing its newly designed
recruit officer-training program. The result of all the effort expended by the
Academy faculty was the development of 120 individualized learning modules
covering all aspects of Basic Officer Training. Individualized instruction in Law
Enforcement became a reality at the Metropolitan Police Academy in 1973. While
the efforts and energies of Academy instructors were enormous, ESF takes great
pride in its own contribution to the success of the venture, and especially in the
workshop sessions on individualized instruction, which introduced most of the
Academy faculty to the principles, strategies, and appropriate media for
modularized learning.
D.C. Metropolitan Police Staff Training
After designing the Basic Officer Training Program, ESF conducted extensive
workshops and consultation sessions with the Police Academy faculty. While the
efforts and energies of Academy instructors were enormous, ESF takes great
pride in its own contribution to the success of the venture, and especially in the
workshop sessions on individualized instruction, which introduced the Academy
faculty to the principles, strategies, and appropriate media for modularized
learning.
Driving Under the Influence (DUI)
In conjunction with the D.C. Metropolitan Police Department, ESF designed and
produced a validated learning package for in-service roll call training related to
handling cases involving persons driving while under the influence of alcohol. A
series of slide-tape presentations were designed to allow for group instruction
while three self-instructional workbooks provided for independent study. The
1972 passage of an implied consent act for the District of Columbia required that
all officers be aware of the act's implications in making a DUI arrest. ESF
provided the first mediated and validated modules to be used in D.C.'s InService Roll Call Training Program.
31
Maryland Police Training Commission
From 1975-1978, ESF designed, developed, and validated a series of selfinstructional packages for the Maryland Police Training Commission (MPTC).
MPTC establishes the requirements for police training throughout the State of
Maryland. Modules were developed on the following topics:
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Emergency Driving Skills
Court Presentation Techniques
Accident Investigation
Patrol Techniques
Highway Surveillance
Driving While Intoxicated (DWI)
Traffic Direction and Control
The self-instructional units were field-tested with Maryland police officers. In
addition, the units were review by subject matter experts. The intensive review
process resulted in updating all self-instructional units. These training materials
were made available throughout Maryland to large and small police jurisdictions.
The self-instructional, self-paced nature of the materials allowed officers to
receive in-service training at a reduced cost without affecting the quality of their
training. In many cases, the ESF materials led to more effective training since it
freed instructors from the burden of large group-scheduled classes.
32
Military & Government
U. S. Department of the Navy
From 1973-79, ESF designed, developed, and validated a series of training
programs for the Office of the Navy Comptroller U. S. Department of the Navy.
These included the following courses:
Joint Uniform Military Pay System (Jumps)
ESF, under contract to the Office of the Navy Comptroller, designed a series of
learning packages for recruit training in the Joint Uniform Military Pay System
(JUMPS). These learning packages were used by the Navy to introduce its
150,000 new recruits to the JUMPS computerized pay system.
Modules included:
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Navy Pay
Leave and Pay Procedures, and
Financial Management.
Navy Industrial Fund (NIF)
ESF, under contract to the Office of the Navy Comptroller, designed a series of
learning packages for training in the Navy Industrial Fund (NIF) area.
Programs included those for the following activities:

Research, Development, Training & Evaluation, Navy Activities
(RDT&EN)
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Shipyard Activities
Ordnance Activities
33
Entry Level Financial Management
This Navy Financial Management Package included four individual entry-level
programs:

Navy Audit: A series of self-instructional programs to train Navy
Financial Managers in basic practices and procedures of Internal
Auditors of the U. S. Navy.

Navy Industrial Fund (NIF): A series of revised self-instructional
programs to train Navy Financial Managers in basic practices and
procedures of Cost-Center Managers of Navy activities worldwide.

Accounting: A series of self-instructional programs to train Navy
Financial Managers in basic accounting practices and procedures.

Budgeting: A series of self-instructional programs to train Navy
Financial Managers in basic budgeting practices and procedures in the
Navy.
Kingdom of Saudi Arabia
In 1998, the Saudi Arabian Mining Company (Ma’aden) requested ESF to
replace a large global company in trying to uncover why its gold mines were not
producing at the level indicated by the wealth of gold ore know to be at the site.
ESF conducted a Needs Analysis for the mine located at Mahad Ad Dahab and
spent one month in Riyahd and Jeddah analyzing the mines' performance
problems. The analysis reported seventeen different performance problems and
succeeded in identifying the symptoms, causes, and solutions that would save
the mine nearly 30,000,000 Riyals.
Food and Drug Administration
ESF trained FDA staff in Training Needs Analysis techniques and procedures.
The FDA used the process to analyze performance problems, causes, and
solutions at their Rockville, Maryland site.
34
Manufacturing & Pharmaceutical
Merck & Company
Merck Staff Training
Beginning in 1994, ESF trained Merck staff in the IDLS process to develop
modules at many of their sites including West Point, PA and Rahway, NJ.
SOP Survey
In 1998, ESF interviewed every department within the Rahway site to obtained all
SOP titles and SOP training information. The survey categorized the training
from On-the-Job (OJT) to Competency-Based.
Fluid Manufacturing
In 1998, ESF developed Merck's Fluid Manufacturing Program Task Analyses by
reviewing the client's documentation, getting feedback from Subject Matter
Experts (SMEs), and videotaping West Point's new department 110 Fluid
Manufacturing operation. The Task Analyses were converted into Performance
Checklists for the Fluid Manufacturing operators.
Sampling Raw Material in the Warehouse
In 1998, ESF developed Merck's Sampling Raw Material Task Analyses, selfpaced, self-instructional interactive Workbooks, Instructor Guides including
presentation slides, and hands-on skills lab for the Rahway division. ESF also
conducted an on-site validation (field test) for the Sampling module.
American Association of Colleges of Pharmacies
ESF designed, developed, and validated a series of learning modules on an
Orientation to the Study of Pharmacy.
Warner Lambert Pharmaceutical
In 1994, ESF trained Warner Lambert staff in Interactive Teaching Skills.
35
Kohler & Co.
In May 2006, Kohler asked ESF to train its small staff in Monterrey, Mexico to
design, develop, & validate training programs for its vitreous plant that produces
commodes, sinks, and tubs. In the next couple of years, they plan to open a
second vitreous plant in northern Mexico and be able to use the modules for a
quick start-up of the plant.
Schering-Plough
Beginning in 2003, ESF trained Schering-Plough's staff in the IDLS process to
develop modules at their sites. ESF certified several of their trainers both in the
U.S. and Ireland to train staff members in designing training materials. These
materials are further developed into distance learning materials and made
available through their intranet to employees throughout the world.
Ortho-McNeil
ESF developed a series of instructional materials for Ortho-McNeil on how to
operate and clean the Fette Compression Machine (models 3000 and 3100)
used to produce pharmaceutical tablets. Twelve modules were developed for this
project.
Hoffman-La Roche Laboratories
In the early 1970s, ESF developed task analyses and further specifications for
the jobs of sales representative and division sales manager of Hoffman-La
Roche Laboratories. Initial stages of the work involved soliciting opinions from
many current holders of these two positions through a mail survey and through
personal interviews.
One reason for Roche's activity in this line of endeavor was to create an objective
means of evaluating performance in these positions. In addition, sales personnel
felt a need for specification of their duties. As usual when dealing with a
nationally active sponsor, ESF attempted to gain as broad as possible a
knowledge of the thoughts and recommendations of the real subject-matter
experts—those who have performed the jobs in question successfully. Personal
interviews were held throughout the country. At selected sites, ESF personnel
accompanied the Roche salesmen on their marketing rounds. At each stage of
the process—after the mail survey, the personal interviews, and the on-site
observation—the task analysis was completed.
36
Non-Profit Organizations
Institute for Priestly Formation (IPF)
In 2003, ESF developed a preliminary Task Analysis and Needs Analysis for the
Institute for Priestly Formation. This was the beginning of a project to study how
to implement a non-academic, interiority-based approach to seminarian training
based on Pope John Paul II's Apostolic Exhortation PASTORES DABO VOBIS.
The Task Force's intent was to develop a program for U.S. seminarians that
would inculcate within them a deeper spirituality. Courses would follow ESF's
IDLS process integrated with the spirituality model so effectively used at the
Institute for Priestly Formation.
In addition to the IPF staff, members of the Task Force included Bishop Robert
James Carlson, Diocese of Sioux Falls, Archbishop Charles A. Chaput, O.F.M.,
Archdiocese of Denver, Bishop David L. Ricken, Diocese of Cheyenne, Bishop
Samuel J. Aquila, Diocese of Fargo, Monsignor John A. Esseff, Diocese of
Scranton, as well as priests who are Spiritual Directors, Rectors, and Parish
Priests in the Dioceses listed above.
PBS Users' Guide
In 1998, ESF created a Users' Guide for the Public Broadcasting System's (PBS)
on-line users.
United Way
ESF designed, developed, and validated two series of training programs for use
by volunteer Key-workers and Chairpersons who, as employees in corporations,
institutions, and organizations, solicit United Way funds from their fellow
employees, 1985.
Church of the Latter Day Saints
ESF conducted a course design, development, and validation workshop for staff
members of the Genealogical Society of the Church of the Latter Day Saints in
Salt Lake City, Utah, 1977.
37
Maryland Community Colleges
Instructional Technology Training Institute
In 1973, ESF personnel conducted a two-day workshop on individualized
instruction for technical and vocational faculty members from all community
colleges in the State of Maryland. The sessions were conducted in a completely
individualized way, with each participant receiving a set of programmed
workbooks, a set of slides and tapes, and the use of a cassette player and a slide
projector. Participants were free to consult with ESF about the materials
throughout the sessions. The objective of the workshop was to take each
participant step-by-step through the preparation of an actual module of
instruction from his own particular field of expertise. In most cases this objective
was met, and participants who met it showed justifiable pride in their efforts as
well as eagerness to expand their activity into wider areas of their subject matter.
Maryland Department of Health & Mental Hygiene Juvenile
Services
ESF conducted several workshops to train the staff of Victor Cullen Vocational
School to develop instructional materials for 3M's Sound-Page System. ESF
developed 200 Sound-Page units for eight different subject areas: Health, Arts
and Crafts, English, Math, Science, Special Education, and Basic Electricity.
Each unit contained self-diagnosis, audio instruction with worksheet activities,
and Skills Lab activities.
Coppin State, Hampton Institute, & Morgan State
ESF ran several In-service workshops to train the instructors of Coppin State,
Hampton Institute, & Morgan State how to use the IDLS process to develop
instructional materials.
National Apartment Association
Through the National Apartment Association, ESF designed, developed, and
validated a series of self-instructional programs to train apartment managers in
the principles of management.
38

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