BEN HILLSON
DesignByBen.Wordpress.com Ben.Hillson@gmail.com 504.250.7 187
ABOUTME De sign has t h e c a p a c it y to understa n d h ow h u ma n - fa cto r s a ffe ct a n o rga n i zat i on or s e r v ice. I em p loy et h n og ra p h i c re s e arch to u n d ersta n d p rob l e m s a n d id e n t ify insi gh ts to i n for m co n ce p t s . M y fin d ing s i n for m t he way I fa ci l i tate co nver s at io ns w it h p e o p le w h ile th e u s e of sto r y- te l l i ng h e lp s m e co nvey a m e ss a g e. R a pi d proto t yp in g a l lows m e to c reate in for m e d con ce p t s t h at inv ite fee db a ck to b u i l d q u ick ite rat io n s. Th is p ort fol i o i l l u st rate s h ow I a p ply th e d es ig n p ro ce ss a s we ll a s my abi l i t y to c a p t u re co m p lex in form ati on w i t h g ra phi cs .
PROJECTS TO OLS TO E N G AG E W I T H PAT I E NTS deve l op i n g me t h o d s o f e n g a g e m e n t to f ue l conve r s at i on COMM UNI C AT I ON & LE A R NI N G I N H E A LT H C ARE un d e r st a n d i n g h ow to im p rove t h e cul ture arou n d com m u n icat io n a n d le a r n in g GIV E A H UG G ET A H U G de s i g n i n g , d eve lo p in g , a n d im p le m e n ti ng an id e a i n a s h ort p e r io d o f t im e R E F INING N E W M A N AGE R O N- B OA R DI N G ch a n g i n g h ow n ew h ire s a re a cclim ated to the i r new rol e
TOO L S TO EN G AGE WIT H PAT I E NTS
A p ro j e c t t h at foc u se d o n im p rov in g t h e p atient ex p e r i e n ce i n re ce iv in g h e a lt h ca re n ee ded tools to h e l p u n d e r st a n d in g t h e p e r sp e ct ive o f th e p atie n t . I n ord e r to e n g a g e w it h p at ie n t s i n a va luable way, s eve ra l p ro to t y p e s we re cre ate d fo r th e client ’s con s i d e rat io n . Th e se p ro to t y p e s we re d es ign ed a n d d eve l ope d in a 4 8 h o u r p e r io d to g ather fe e d b a c k for i te rat io n .
TOOLS TO ENGAGE WITH PATIENTS
PROTOT Y P E /
PRIORITY C
WHAT I S I T ? Pat i e n t p r io r it ie s h ave b e e n ca p t ure d o n c a rd s t h at c a n b e h e ld a n d so r te d . E ach card h a s a b r i e f de s cr ip t io n o f t h e p r io r ity wi th a v i s u a l re p re s e n t at io n . HOW D OES I T WO R K ? A s p at i e n t s sit in t h e wa it in g ro om, the c a rd s c a n b e in t ro d u ce d to h e lp id e nti f y to p p r i or i t i e s w h e n v is it in g a d o cto r. Th e pati e nts wou l d b e a s ke d to re a d t h ro u g h t h e pri o ri ti e s a n d s or t t h e m b a se d o n t h e ir p e r s o nal ne e ds. Th e g oa l of t h is in te ra ct io n is to g e ne rate conve r s at i on t h at w ill le a d to n ew insi ghts i nto p at i e n t ex p e ct at io n s a n d cu r re n t ex pe ri e nce s w h e n v i s i t i n g t h e ir d o cto r.
CARDS
BEN HILLSON 2013
TOOLS TO ENGAGE WITH PATIENTS
PROTOT Y P E /
I WISH THIS
WHAT I S I T ? “ I Wi s h Th is Wa s ” is a st icke r t h at pati e nts c a n w r i te on. Th e st icke r ca n t h e n b e pl ace d o n a d e s i g n ate d o b je ct su ch a s a ca rd bo ard box. HOW D OES I T WO R K ? At t h e p o in t o f ch e ck- in , p at ie n t s co ul d b e g i ve n s eve ra l “ I Wis h Th is Wa s ” sti cke rs. Th e re wou l d b e n o n d e scr ip t b oxe s di spe rse d t h rou g h ou t t h e p ra ct ice. Pat ie n t s wo ul d have t h e op p or t u n it y to ex p re ss w h at t h ey wi sh was ava i l a b l e to t h e m by w r it in g o n t h e sti cke rs a n d p l a c i n g t h e m o n t h e b oxe s . Th is wo ul d a l l ow p at i e n t s to ex p re ss w h at t h e ir ne e ds are at c h e c k- i n , in t h e exa m in e ro o m , a nd at c h e c k- ou t .
S WAS
BEN HILLSON 2013
TOOLS TO ENGAGE WITH PATIENTS
PROTOT Y P E /
PRIORITY V
WHAT I S I T ? Pat i e n t p r io r it ie s a re re p re s e n te d o n pape r a n d p a i re d wit h a b r ie f d e scr ip t io n o f the p r i or i t y a l on g w it h a v is u a l re p re se ntati o n. E a c h p r i or i ty h a s sp a ce to a cco m m odate the p l a ce m e n t o f st icke r s. HOW D OES I T WO R K ? At t h e t i me o f ch e ck- in , p at ie n t s can be g i ve n a vot i n g d o cu m e n t a n d st icke rs. The p at i e n t s would b e a s ke d to re a d t h ro ugh the p r i or i t i e s a n d p la ce st icke r s n ex t to the p r i or i t i e s b a se d o n t h e ir p e r s o n a l n ee ds. The p at i e n t i t f re e to ch o o s e to p la ce m ul ti pl e st i c ke r s n ext to a sin g le p r io r it y to he l p e m p h a s i ze i t s im p o r t a n ce. Th e d o cume nt can t h e m b e re t u r n e d w h e n fin ish e d o r at c h e c k- ou t .
VOTING
BEN HILLSON 2013
TOOLS TO ENGAGE WITH PATIENTS
PROTOT Y P E /
PUZZLE PIE
WHAT I S I T ? E a c h p u z z le p ie ce h a s a d iffe re n t wo rd that h e l p s ex p re ss h ow t h e p at ie n t fe e ls abo ut the i r c u r re n t ex p e r ie n ce. Pat ie n t s ca n s o r t thro ugh t h e p i e ce s a n d b u ild se n te n ce s to expl ai n what t h ey a re fe e lin g . HOW D OES I T WO R K ? A s a p at i e n t is wa it in g at ch e ck- i n o r c h e c k- ou t , t h e p u z z le p ie ce s ca n b e i n t rod u ce d to t h e p at ie n t . Th is ca n act as a b ou n d a r y obje ct to h e lp st a r t co nversati o n a b ou t t h e p at ie n t ex p e r ie n ce. Wh ile the pati e nt b u i l d s t h e s e n te n ce, t h ey ca n ve r b a ll y e l a b orate on w h at co m p o n e n t s t h ey appre ci ate a n d w h at n e e d s h ave ye t to b e m e t .
ECES
BEN HILLSON 2013
TOOLS TO ENGAGE WITH PATIENTS
RE SULTS /
DISCOVERIES
Af te r g e t t in g fe e d b a ck fro m t h e cl i e nt, we m od i f i e d one o f t h e d e s ig n s to a m ore fami l i ar c a rd for m at . We we re t h e n a b le to use thi s to b e t te r u n d e rst a n d p at ie n t p r io r it ie s.
Patient Priorities
Number of Occurrences
4
Knowing What to Expect
Time to See
Answering My Questions
Seeing a Specific Doctor
Knowing & Trusting My Doctor
Knowing Wait Time
Feel of the Practice
Feeling Personal Attention
Reputation
Getting In & Out
3
2
Checking-Out
Transportation
1
BEN HILLSON 2013
COMM UN I C AT I ON & LE AR NI N G IN HE A LT HC AR E
In Sp r i n g 201 1 I wo r ke d w it h a te a m o f g radu ate st u d e n t s to im p rove co m m u n icat io n a n d learni n g i n a h e a lt h ca re o rg a n iz at io n . We con d u cte d a n org a n i z at io n a l cu lt u ra l a sse ss me nt w hich in for m e d t h e d eve lo p m e n t o f a wo r k s ho p. Th is works h op i n t rod u ce d a n ew m e t h o d o f com m u n i c at i n g u s i n g t h e o rg a n iz at io n ’s p re ferred l e a r n i n g st y le.
COMMUNICATION & LEARNING IN HEALTHCARE
R E SEARC H
SY NTHESI S
PR OTOTY P E
M E E T I N G W I T H STA K E H O L DE R S AT T EN D I NG O R I E NTAT I O N CON T E X T UA L I N T E RV I E WS C ULT UR A L P R O B E S
P ROF I L E DO C U ME N TS QUOT E C A R DS D I SCOV E R I E S
WO RKSH O P DE S I GN WO RKSH O P I MP L E ME N TAT I O N RESULTS & F E E DB AC K
R E SULTS CON C E P TS & F E E DB AC K
COMMUNICATION & LEARNING IN HEALTHCARE
RE SE A R C H /
MEETING WIT
Un d e r st a n d in g ex p e ct at io n s, g o al s, and the con tex t for t h e p ro je ct h e lp e d b u ild the fou n d at i on fo r o u r wo r k . We m e t w ith the p rofe ss i on a ls w h o we re in t ro d u cin g new i n i t i at i ve s fo cu s e d o n e it h e r le a r n in g o r com m u n i c atio n . Th e s e co nve r sat io n s reve al e d t h e d e s i re d o u tco m e s fo r t h e p ro je ct.
TH STAKEHOLDERS
BEN HILLSON 2013
COMMUNICATION & LEARNING IN HEALTHCARE
RE SE A R C H /
ATTENDING O
To f u r t h e r u n d e r st a n d t h e cu lt u re and st r u c t u re of t h e o rg a n iz at io n , we at te nde d a n ew e m p l oye e o r ie n t at io n . Th is h el pe d us u n d e r st a n d t h e h ie ra rch ica l st r u ct u re o f the org a n i zat i on w h ile in t ro d u cin g im p ortant voc a b u l a r y a n d a cro ny m s co m m o n ly use d a m on g e m p loye e s.
ORIENTATION
BEN HILLSON 2013
COMMUNICATION & LEARNING IN HEALTHCARE
RE SE A R C H /
CONTEXTUA
To g a i n a b e t te r u n d e r st a n d in g o f the c u l t u re s u r ro u n d in g le a r n in g & co m muni cati o n, e m p l oye e s we re in te r v iewe d in t h e ir wo rk e nv i ron m e n t s. We e n g a g e d w it h b o t h f ro nt-l i ne st a f f a n d m an a g e r s to g a in a n u n d e rstandi ng t h at a cc u rate ly re p re s e n te d t h e o rg ani z ati o n as a w h ol e.
L INTERVIEWS
BEN HILLSON 2013
COMMUNICATION & LEARNING IN HEALTHCARE
RE SE A R C H /
CULTURAL P
We c re ate d a “ le ave - b e h in d ” t h at co nsi ste d of a c a m e ra a n d a sm a ll b o o k le t . Th e se to o l s a l l owe d i n d i v id u a ls to g ive u s fe e d b ack that cou l d n ot b e ca p t u re d fro m t h e co n strai nts o f a n i n te r v i ew.
ROBES
BEN HILLSON 2013
COMMUNICATION & LEARNING IN HEALTHCARE
SYNT H ES I S /
PROFILE DOC
A st r u c t ure d p ro file d o cu m e n t was c re ate d to t ra ck t h e re su lt s o f t h e inte rvi ews. Th i s h e l p e d ex te r n a lize t h e in te r v iew ex p e r i e n ce s fo r te a m m e m b e r s to revi ew. It a l s o a l l owe d fo r q u ick co m p a r iso n b e twe e n e m p l oye e s .
CUMENTS
Interview Documentation understanding the user Typical Work Day
Use/of The Square Pilot
Description: Handles anything that involves money in recreation.
Computer Access
Not Pilot
FeedBack/Description of Use:
No Access
Knowlege Link Experience
Patrick Silver
FeedBack/Description of Use: Limited experience, only there for 3 months. Thinks its ok, but info is not always relevent to him.
32 Learning Style
Collabortive Work Yes
Interview Location: Penn Rec
Description: Likes hands on approach, and direct training.
General Observations: An all around nice guy... Seemed very openminded and content with his current cicumstances.
No
Minimal Access
Moderate Access
Full Access
Details: Has a personal comuter in the office but the systems are not up to date...
Ideas and Needs
Sometimes
Description: Works very closely with his own team but nothing beyond that.
Details: He wants more transparentcy and collaboration between departments, mainly facilites, to better plan for the future.
Use of Social Media Yes
No
Description of Use:
Interview Synthesis
11.01.2011
BEN HILLSON 2013
COMMUNICATION & LEARNING IN HEALTHCARE
SYNT H ES I S /
QUOTE CARD
D eve l op i n g a fo r m a l a r t ifa ct to c ate go ri ze q u ote s a l l ows t h e co nve r s at io n s to be re duce d to g ra n u l a r p ie ce s w h ile st ill m a in t a i ni ng con tex t . Th e ca rd s a ls o a ct a s a t a n gi bl e re i n force m e n t to o l w h e n e n g a g in g wi th m a n a g e m e n t w h ile a llow in g e m p loye e s to m a i n t a i n a n o ny m it y.
DS
collaboration
culture
LMS
the square
“I am not about reinventing the wheel. If someone else is making it work or has the toolset that I need why do...” learning
collaboration
culture
LMS
the square
“We don’t always share our accomplishments until it reaches a higher level.” OPPORTUNITY
O B S TA C L E S
NEEDS/IDEAS
learning
learning
collaboration
culture
LMS
the square
“Healthy competition encourages involvement.”
BEN HILLSON 2013
COMMUNICATION & LEARNING IN HEALTHCARE
SYNT H ES I S /
DISCOVERIES
Th e re s ea rch reve a le d fo u r p r im ary the me s for foc u s a n d t h at t h e p re fe r re d le a rni ng sty l e s i n c l u d e a h an d s - o n ex p e r ie n ce a n d l e arni ng by exa m p l e. Too many e-mails Synchronous communication
Appropriate methods More personal contact
Variety
Communication
Under-utilization Too many passwords Paper and then re-entry
Information systems
Silos Cross department collaboration
Redundant
Netw
Reso
Logis
Lower power + credibility
Pow
Physical divide Hierarchy More custom solutions Penn-wide Entity specific
Cultural divides
Transparency
Clash of priorities
Cultu
Past experience No recognition of there role in the large system
Feeling inferior
Under utilization of skills Judgement Criticism
Fear Lack of support for new
S Supportive of individual Learning culture + Support
Unsupportive of group advancement Closed system (siloed)
Visual engagement (Non-KL)
Interactive demonstration
Hands on training
Learning by doing
Autonomy No formal training
Learning Goals
No interactivity
Face to face
Aesthetically unappealing
Unengaging (KL)
Lack of professional development
Customized classes
Needs Strengths
Growth plan
Interdepartment
Outside resources
s
UPenn
Outside leaning opportunities
working
External to Penn
Interhospital collaboration
ources
Authority distribution
stical challenge
Autonomy Power in numbers
Individual / unappealing gain Political influence
wer structure
Buy in
Political connections
Who you know
Lack of time for learning
Accessible classes
Lack of feedback
Where’s the money?
Who controls it?
No meeting structure to address problems
Location
Condensed content Lack of meeting structure
ure
Scheduling
Time consuming
Too much time planning (Not enough time doing)
More collaboration
Teamwork
Need process
Address anxiety Openness to criticism
Planning actions
Time
Taking responsibilities
Resistance to change Ambiguous
ideas
Schedule
No resources
Process
Accommodating Too much time scheduling (Not enough time doing)
Lots of monkey wrenches (Bureaucracy) No structure No transparency
Progress status Feedback
BEN HILLSON 2013
COMMUNICATION & LEARNING IN HEALTHCARE
PROTOT Y P E /
WORKSHOP
A wor ks h o p wa s d e s ig n e d to in t ro duce i n n ovat i ve pro b le m so lv in g w h ile d eve l o pi ng con ce p t s to a d d re ss cu r re n t issu e s re gardi ng l e a r n i n g a n d co m m u n icat io n . 1 2 3 Brainstorm Ideas
Prioritize
Analyze Findings
{{
Revise Prototype
Implement Prototype
P DESIGN
{ { Sort, Sythesize, Make Sense
1 2 3
Prioritize
Develop Prototype
BEN HILLSON 2013
COMMUNICATION & LEARNING IN HEALTHCARE
PROTOT Y P E / Two wor k s h o p g ro u p s we re r u n i n p a ra lle l. O n e g rou p foc u s e d o n op p or t u n i t i e s to im p rove l e a r n i n g w i t h in t h e org a n i zat i on w h ile t h e s e con d g roup ex p lo re d op p or t u n i t i e s to a d d re ss a ny on e of th e fo u r t h e m e s t h at we re d i s cove re d .
WORKSHOP
P IMPLEMENTATION
BEN HILLSON 2013
COMMUNICATION & LEARNING IN HEALTHCARE
RE SULTS /
CONCEPTS & FE
On e of t h e co n ce p t s t h at wa s g e ne rate d wa s a m e n to r in g p ro g ra m to h e lp e mpl oye e s l e a r n f rom t h e ir p e e r s a b o u t t h e ir work e nvi ron m e n t . A no t h e r co n ce p t wa s a d igi tal to o l t h at m a p p e d o u t le a r n in g o p p o r t u n i ti e s whi ch wou l d b e ava ila b le to e m p loye e s t h ro ugho ut t h e i r p rofe ss io n a l d eve lo p m e n t .
EEDBACK
At the e n d of t h e wo r k s h o p, p articipa n t s we re a s ke d to complete fe e d b a c k fo r m s. Th e se forms hel p re f i n e t h e wo r k s h o p for fu tu re i m p l e m e n t at io n . Th e in form ati on f rom t h e s e fo r m s a ls o reinfo rce d t h at a fa c i lit ate d wo rksho p wa s a p re fe r re d m e t h o d o f learnin g a n d com m u n icat io n .
BEN HILLSON 2013
GIVE A HUG G E T A HUG
A co n ce p t d eve l op e d d u r in g a t h re e d ay d es ign cha re t te. I wo r ke d o n a te a m to cre ate a m eanin g f u l g ra p h i c t h at co u ld b e d e p loye d in va rio u s p l a ce s t h rou gh o u t t h e cit y.
GIVE A HUG GET A HUG
D E V E LOP M E N T
M y te a m a n d I sp e n t t wo h ou r s d eve l o p in g va r io u s con ce p t s to im p le m e n t o u r d e s i g n . On ce we s e t t le d o n a con ce p t , we d eve lo p e d b a s i c g ra p h i cs a n d a ste n cil. Th e g ra p h i c s we re p la ce d o n a p or t a b l e st a n d t h at co u ld e a s i l y b e m ove d a n d t h e ste n c i l s a l l owe d fo r fo o t p r in t s to b e d raw n o n t h e g ro u n d .
BEN HILLSON 2013
GIVE A HUG GET A HUG
I M PL EM EN TATIO N
Th e d e s i g n wa s im p le m e n te d in seve ral p l a ce s i n c l ud in g b u s - sto p s, st re e t corne rs, and p u b l i c s q u a re s. We d is cove re d t h at pe o pl e we re m ore w illin g to e n g a g e w it h e ach o the r i n a re a s w i t h h ig h to u r ist t ra ffic ve r su s p e d e st r i a n s in t h e b u sin e ss d ist r ict .
BEN HILLSON 2013
GIVE A HUG GET A HUG
R E S U LTS Th e d e sig n s u cce ss fu lly in it iate d hugs b e t we e n st ra n g e r s.
BEN HILLSON 2013
RE F I NI N G NE W MA N AG ER ON- BOA R D I NG
I worke d w i t h t wo o t h e r g ra d u ate st u d e n t s to identif y t h e m e s s u r ro u n d in g n ew m a n a g e r s n eed s d u r i n g t h e i r f i r st 1 8 0 d ays o f employme n t . Th e re s e a rch in fo r m e d t h e content a n d re f i n e m e n t o f fa cilit at in g a wo rksho p w h i c h wa s a p lat fo r m fo r e m p loye es to h elp co- c re ate s ol ut io n s .
RE F I NI N G NE W M AN AG ER ON- BOA R D I NG
R E SEARC H
SY NTHESIS
PR OTOTY PE
R E SU LTS
FO C US G RO U P S G EN ERAT I V E I NT E RV I E WS
CO M M UN I CAT I N G DATA
WO RKSHO P DE S I GN WO RKSHO P I MP L E ME NTAT I O N
N E W M A N AGE R TO O L K I T
REFINING NEW MANAGER ON-BOARDING
RE SE A R C H /
FOCUS GROU
We h e l d seve ra l fo cu s g ro u p s w it h new m a n a g e r s . Th is fo r m at o f g at h e r in g i nfo rmati o n a l l owe d p a r t icip a n t s to h ave a co lla bo rati ve d i s c u ss i on w h e re t h ey co u ld b u ild o ff o f share d ex p e r i e n ce s. Th e g e n e rat ive to o ls t hey we re g i ve n h e l p e d ex te r n a lize t h e ir t h o u ghts and h e l p e d e n co u ra g e co nve r s at io n .
UPS
BEN HILLSON 2013
REFINING NEW MANAGER ON-BOARDING
RE SE A R C H /
GENERATIVE
We i n te r v iewe d e m p loye e s w h o pl aye d a s u p p or t i n g ro le to n ew m a n a g e r s to gai n an u n d e r st a n d i n g fro m t h e ir p e r sp e ct ive. Us i n g g e n e rat ive in te r v iew m ate r ia ls he l pe d m a i n t a i n t ra n s p a re n cy w h e n sh ow in g the cl i e nt t h e re s u l t s o f t h e in te r v iews. As we di scove re d re occ u r r i n g t h e m e s , we a d ju ste d o u r to o l s to h e l p c a p t u re w h at we we re h e a r in g .
E INTERVIEWS
B efo re
Afte r
BEN HILLSON 2013
REFINING NEW MANAGER ON-BOARDING
SYNT H ES I S /
COMMUNICA
I m m e r sin g o u r se lve s in t h e d ata al l owe d u s to d i s cove r p at te r n s a n d t h e m e s as we d i ss e c te d t he m ate r ia ls fo r g ra p h ic i n te r p re t at i o n . B e ca u se we e m p loye d a t ra n s p a re n t , g e n e rat ive m e t h o d fo r co l l e cti ng i n for m at i on , it wa s e a sy fo r o u r clie nt to u n d e r st a n d t h e d at a . Th e g ra p h ic o n thi s page s h ows h ow re s p o n sib ilit ie s a re d ist r ibute d fo r h e l p i n g a n ew m a n a g e r g e t a cclim ate d to the i r p os i t i on .
Responsibilities Distribution
ATING DATA
28
41
26
46
38
118
36
46
CHRO
Generalist
Sta ng Recruiting
Academy
Entity Leader
Hiring Manager
Peer Mentor
New Manager
BEN HILLSON 2013
REFINING NEW MANAGER ON-BOARDING
PROTOT Y P E /
WORKSHOP
M ate r i a l s we re cre ate d to fo r m a f ramewo rk for e a c h t a sk t h e g ro u p s wo u ld p e r form duri ng t h e wor ks h o p. Th e s e m ate r ia ls a cte d as s c a f fol d i n g to re d u ce t h e p a r t icip a nts cog n i t i ve l oa d a n d a llow t h e m to fo cus o n the t a s ks at h a nd . Th is s ca ffo ld in g h e lp ed y i e l d m ore com p l e te co n ce p t s co m p a re d to previ o us wor ks h op s .
P DESIGN
BEN HILLSON 2013
REFINING NEW MANAGER ON-BOARDING
PROTOT Y P E /
Bu ild i n g f rom ou r p rev io u s su ccess, t h e wor ks h o p we facilitate d wa s org a n ize d to inv ite employee s w h o p l ay va r io u s ro le s in th e on - b oa rd i n g p roce ss. New m a n a g ers we re g i ve n t h e o pp ortu n i t y to s h a re t h e ir p e r so n a l ex perience w i t h va r i o u s s u p p o r t in g ro l es fro m d i re c t i n g ma n a g e r s , to sen io r st a f f. Th e re s u lt s o f t h e wo rksho p we re f l u s h e d - o u t co n ce p t s th at add re ss s p e c i f i c o b st a cle s su rrou n d i n g t h e n ew m a n a g e r o n- b oa rdi n g ex p e r i e n ce.
WORKSHOP
P IMPLEMENTATION
BEN HILLSON 2013
REFINING NEW MANAGER ON-BOARDING
RE SULTS /
ON-BOARDING
Organi zat i o n al St r u ct ure & Networ k i n g
Te a m B uild ing & Communicat io n
C ard s co n t a i n i n g FAQ ’s c an b e u s e d to re q u e st con ta ct i n for m at i on fo r im p orta n t p e op l e.
An inv it at io n invi ti ng new m a n a n g e r s to me e t the i r te a m in d iv id u a ll y and as a g ro u p.
TOOLKIT E n su ring Cl ar i t y
B a re N e ce ss it ie s
O utlinin g the g oa l s of b oth th e d e p a r t m e n t a n d t h e em p loye e to b e u s e d a s a reference t h rou g h o u t em p l oymen t .
A ch e ck list t h at is to rn o ff to e n su re t h e new m a n a n g e r ’s b a s ic ne e ds a re m e t .
BEN HILLSON 2013
GRAPHICS INFOR M AT I O N A RC H I T E C T U R E g i v i n g for m to a b st ra ct infor m at i on YOUTH E M P LOYM EN T & J U V E N I L E J U ST I C E v i s u a l i zi n g d at a to s h ow cor re l at i on s a cro ss in fo r m at io n IND U STRY T I M E L I N E v i s u a l i zi n g t he evo lu t io n o f t h e a u to i n d u st r y
I NFO R M AT I ON A RWEBSITE C HITE C TUR E EXAMPLE This g ra p h i cINFRASTRUCTURE i s a v isu a l rep res e n t at i on of a d ig it a l 1 e im a g e d o e s infra st r u c t u re. Th Responds to site traffic fluctuations site performance. n ot repre s e n t t htoeoptimize p hysica l Provides secure passage of customer information. attribu te s of t h eEliminates te ch no lo g y,peakb u t need to purchase rather c a p t u re s performance i t s fu hardware. n ct io n s a n d secu rit y c a p a b i l2i tRobust i e s.& centralized virtual infrastructure for all vendors to build in, creating secure build standards for 3rd party vendors to improve Brand security. 3
Bi-coastal region environments with multiple intraregional instances solidifies website uptime against external outage risks.
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Access control to database prevents long term security risks to sensitive customer information to secure brand from hackers.
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Autoscaling spins up website instances to respond to surges in site traffic & scales down as traffic slows to minimize cost.
D Log N S
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Automated data backup allows for restoration of data up to 35 days old. Ba RD Re ckup S sto re &
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BEN HILLSON 2013
YOU T H E M P LOYME N T & JU V EN I L E JUSTIC E I de s i g n e d a co n ce p t a fte r re view ing raw d at a p rov id e d by t h e Annie E C a s ey Foun d at io n . Th is wo u ld b e u s e d a s a re in fo rce m e n t to ol w h e n d i s c u ss in g le g is lat io n reg a rdi n g you t h e mp loy m e n t a n d incarce rat i on .
YOUTH EMPLOYMENT & JUVENILE JUSTICE
UNITED STATES (NATIONAL AVERAGES)
295
PERSONS RESIDING IN JUVENILE DETENTION & CORRECTIONAL FACILITIES (2006)
8%
TEENS AGED 16 TO 19 NOT ATTENDING SCHOOL & NOT WORKING (2008)
TEENS 65% UNEMPLOYED AGED 16 TO 19 (2008) 1 - 134 135 - 268 269 - 403 403 - 537 538 - 672
WEST
MIDWEST
SOUTH
PERSONS RESIDING IN JUVENILE DETENTION & CORRECTIONAL FACILITIES (2006)
UNEMPLOYED TEENS AGED 16 TO 19 (2008) TEENS AGED 16 TO 19 NOT ATTENDING SCHOOL & NOT WORKING (2008)
Ages 10 to 15 All Youth 800
700
600
500
ALABAMA
400
SOUTH
300
CONNECTICUT MAINE MASSACHUSETTES NEW HAMPSHIRE NEW JERSEY NEW YORK PENNSYLVANIA RHODE ISLAND VERMONT
200
NORTH
100
0
0.0
10
20
30
40
50
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70
80
90
100
PERCENT
NORTH
AMOUNT
BEN HILLSON 2013
I NDU ST RY T I ME LIN E
I cre ate d a t i m e lin e w it h classmate s to u n d e r st a n d t h e evolut i on of t h e U. S . a u to in d u st r y. Researc h wa s con d u cte d a ro u n d va rio u s t h e m e s i n c lu d in g p o lit ics , oil price s , a n d c h an g e s in infra st r u c t u re. Th i s v is u a l a llows a viewe r to g a i n a n u n d e r st a n d in g of com p l ex i n for m at io n ca p t u re d in a sing l e v i s u a l .
AMERICAN AUTOMOTIVE INDUSTRY 1900 - 2011
WWI 124,000 0.00 3,160,000
76,000 0.00 3,160,000
1,468,000 0.25 3,160,000
Automotive industry annual production (per million units)
Annual average gas price (per dollar)
Annual miles of road(per million miles)
1900
1910
1920
New Imperialism
Politics Enviroment Technology Industry
1929 Great Depression
1913 Assembly Line
This refers to the colonial expansion adopted by Europe’s powers and, later, Japan and the United States, during the 19th and early 20th centuries; expansion took place from the French conquest of Algeria until World War I: approximately 1830 to 1914. The period is distinguished by an unprecedented pursuit of overseas territorial acquisitions.
Ford Motor Company develops the first moving assembly line for automobiles. It brings the cars to the workers rather than having workers walk around factories gathering parts and tools and performing tasks. Under the Ford assembly line process, workers perform a single task rather than master whole portions of automobile assembly. Ford’s process allows it to drop the price of its Model T continually over the next 14 years, transforming cars from unaffordable luxuries into transportation for the masses.
1906 Diesel Engine
The depression originated in the U.S., starting with the fall in stock prices that began around September 4, 1929 and became worldwide news with the stock market crash of October 29, 1929 (known as Black Tuesday). The Great Depression had devastating effects in virtually every country, rich and poor. Personal income, tax revenue, profits and prices dropped, while international trade plunged by more than 50%. Unemployment in the U.S. rose to 25%, and in some countries rose as high as 33%.
1925 Forma
Stop Sign
Rudolf Diesel demonstrated the diesel engine in the 1900 Exposition Universelle (World’s Fair) in Paris using peanut oil fuel (see biodiesel). Rudolf Diesel originally designed the diesel engine to use coal dust as a fuel. He also experimented with various oils, including some vegetable oils, such as peanut oil, which was used to power the engines which he exhibited at the 1900 Paris Exposition and the 1911 World’s Fair in Paris.
Walter Chrysler buy and changes name corporation. Later Chrysler purchases
The first recorded stop sign was installed in Detroit Michigan in 1915. This sign had black letters on a white background printed on a sheet of metal.
1925 Numb
The government ta numbering of feder names for highway highway” are replac
1902 Drum Brakes Standard drum brakes are invented by Louis Renault. His brakes work by using a cam to force apart two hinged shoes. Drum brakes are improved in many ways over the years, but the basic principle remains in cars for the entire 20th century.
1914 World War I
Shocks
1903 Wright Brothers Take Flight The Wright brothers, Orville and Wilbur, were two Americans credited with inventing and building the world’s first successful airplane and making the first controlled, powered and sustained heavier-than-air human flight, on December 17, 1903. In the two years afterward, the brothers developed their flying machine into the first practical fixedwing aircraft. Although not the first to build and fly experimental aircraft, the Wright brothers were the first to invent aircraft controls that made fixed-wing powered flight possible.
1920 Palmer Raids/ Communism vs Democracy
the First World War or World War I thereafter, was a major war centred in Europe that began on 28 July 1914 and lasted until 11 November 1918. It involved all the world’s great powers, which were assembled in two opposing alliances. The automobile will affect the war greatly. The truck transports men and goods. Getting them to the first lines faster than ever before.
C. L. Horock designs the “telescope” shock absorber, using a piston and cylinder fitted inside a metal sleeve, with a one-way valve built into the piston. As air or oil moves through the valve into the cylinder, the piston moves freely in one direction but is resisted in the other direction by the air or oil.
1911 Indy 500 A departure from previous Speedway policy of holding numerous smaller racing meets during 1909 and 1910 racing seasons, the singular, large-scale event attracted widespread attention from both American and European racing teams and manufacturers. 1916 Highways National highway system established with President Woodrow Wilson signing Federal Aid Road Act
1911 Electric Starter Charles Kettering introduces the electric starter. Until this time engines had to be started by hand cranking. Critics believed no one could make an electric starter small enough to fit under a car’s hood yet powerful enough to start the engine. His starters first saw service in 1912 Cadillacs.
Palmer Raids were attempts by the United States Department of Justice to arrest and deport radical leftists, especially anarchists, from the United States. The raids and arrests occurred in November 1919 and January 1920 under the leadership of Attorney General A. Mitchell Palmer. Though more than 500 foreign citizens were deported, including a number of prominent leftist leaders, Palmer’s efforts were largely frustrated by officials at the U.S. Department of Labor who had responsibility for deportations and who objected to Palmer’s methods. The Palmer Raids occurred in the larger context of the Red Scare, the term given to fear of and reaction against political radicals in the U.S. in the years immediately following World War I.
Steel Body Dodge introduces the first car body made entirely of steel, fabricated by the Budd Company. The Dodge touring car is made in Hamtramck, Michigan, a suburb of Detroit.
MiD/uArts Methods 604 Project 3 Ben Hillson Charles Lee Lonnie Petersheim
BEN HILLSON 2013
1925 Linco merge
The acquisition cam Ford was losing ma competitor Genera offered a range of a while Ford continue utilitarian Model T. T to compete with GM automobile market.
Ford Secur
During this decade number of purchas hands further into t process of its vehic includes the purcha railroad for logistica and securing sever thousand acres of f raw materials
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