AI prompt for training program design

Design a training program for [AUDIENCE] on [TOPIC AND BUSINESS NEED] within [DELIVERY CONSTRAINTS]. Use these governing rules and materials: [POLICY AND SOURCE MATERIAL]. The program must support this outcome: [SUCCESS STANDARD].

Start by identifying the performance gap: what learners must do differently on the job, what they need to know, and what conditions or tools they will use. Do not treat attendance as proof of competence.

Produce a training design brief of 900–1,200 words with these sections:
1. Scope and exclusions: what this program covers, does not cover, and which policy source controls if materials conflict.
2. Learner profile: prior knowledge, accessibility needs, language considerations, and reasonable accommodations without lowering essential job standards.
3. Four to six measurable learning objectives, each using an observable action, condition, and passing criterion.
4. Curriculum map: sequence each module with duration, format, key content, practice activity, facilitator role, and required materials. Put safety-critical or policy-critical content before any independent practice.
5. Assessment plan: distinguish knowledge checks from demonstration of skill; specify scoring, retake rules, remediation, and how to document completion consistently.
6. Implementation plan: pilot group, facilitator calibration, learner communications, feedback collection, and a 30/60-day transfer-to-job check.
7. Risks and decisions needed: flag content gaps, conflicting policy, capacity limits, or any requirement that needs HR, legal, safety, or subject-matter-owner approval.

Use plain workplace language. Do not invent policies, legal requirements, statistics, or subject expertise missing from my materials. Before answering, check that every objective has a matching practice and assessment, and flag every recommendation not supported by the supplied policy or sources. Ask up to 3 clarifying questions only if a required input is missing.

Create a pilot plan for [TRAINING PROGRAM] with [PILOT GROUP] over [TIMELINE]. Produce a one-page plan covering pilot goals, entry criteria, facilitator briefing, learner feedback questions, assessment data to capture, success thresholds, and go/no-go decisions. Separate defects in the content from delivery issues and workplace barriers. Do not claim statistical certainty from a small pilot. Ask up to 3 questions only if a required input is missing; flag any decision that requires the policy owner’s approval.

Build a scoring rubric for [TASK TO DEMONSTRATE] using [POLICY OR STANDARD]. Give 4–6 observable criteria, three performance levels, critical-fail conditions, evidence an assessor must record, and a consistent retake/remediation path. Make each criterion assess behavior or output, not personality or confidence. Do not add requirements absent from the standard. Ask up to 3 questions only if a required input is missing, then check that two trained assessors could score the same performance consistently.

Create a 30-day manager reinforcement plan for [NEW SKILL] used by [EMPLOYEE GROUP] in [WORK SETTING]. Include weekly observation moments, two coaching questions, one practical job aid, escalation for repeated errors, and a simple record of completed support. Align it to [POLICY OR PERFORMANCE STANDARD]. Avoid turning normal coaching into punitive surveillance. Ask up to 3 questions only if required inputs are missing and flag any step that conflicts with labor, privacy, or HR policy.