I have been tasked with creating a policy that outlines system purpose, user and contributor access rights, and the administrative role, for our LMS.
Looking online, there are many educational policy examples but I am hoping that someone in this forum might be able to share some guidelines or best practices when creating a policy in the corporate environment. If you are able to share your policy, that would be great as well.
Adam - unfortunately I don't have an example to share with you, but do have some advice. You could go out to the LMS makers sites and find some examples. Several of them produce articles and how-to's as part of their service or to attract new clients.
Your company or someone should have outlined the LMS's purpose with it's purchase and installation?? I would talk to the leaders, managers, and end-users to find out what they want from the LMS.
Most of the time, they want to track training participation, completion (usually compliance related), and progress of the learner to validate training, etc. If you create learning tracks, you will want to track the progression thru the track.
It's a good idea to have some sort of collaboration tool (if not already in the LMS) where managers and users can discuss important take-aways and how they implemented what they learned in the day-to-day operations.
Almost always, the user rights and permissions are established through the user and/or group permissions that they are added to. In other words, it's set for you. The only thing you would have to establish would be what a manager can see or access.
Most companies don't plan well for their administrators, usually not understanding the workload necessary to perform admin functions. It's typically a full-time job, depending upon the number of users, etc.
Make sure and have a back up plan for admin vacation times, sickness, or attrition. I've seen some companies push admin rights to managers so that they can manage it at the lowest level and take care of their own needs.
Lastly, be fluid in what you set as policy. You will more than likely find that your procedures and policies will need to be changed over time, as users and managers grow in understanding what it is and can do for them.
An LMS can be just as limiting as it can be liberating, but much of that depends on how you use it. There's a reason that there are so many new LMS companies and models popping up in the industry. The learning industry is evolving and LMS's need to evolve too.
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Adam - unfortunately I don't have an example to share with you, but do have some advice. You could go out to the LMS makers sites and find some examples. Several of them produce articles and how-to's as part of their service or to attract new clients.
Your company or someone should have outlined the LMS's purpose with it's purchase and installation?? I would talk to the leaders, managers, and end-users to find out what they want from the LMS.
Most of the time, they want to track training participation, completion (usually compliance related), and progress of the learner to validate training, etc. If you create learning tracks, you will want to track the progression thru the track.
It's a good idea to have some sort of collaboration tool (if not already in the LMS) where managers and users can discuss important take-aways and how they implemented what they learned in the day-to-day operations.
Almost always, the user rights and permissions are established through the user and/or group permissions that they are added to. In other words, it's set for you. The only thing you would have to establish would be what a manager can see or access.
Most companies don't plan well for their administrators, usually not understanding the workload necessary to perform admin functions. It's typically a full-time job, depending upon the number of users, etc.
Make sure and have a back up plan for admin vacation times, sickness, or attrition. I've seen some companies push admin rights to managers so that they can manage it at the lowest level and take care of their own needs.
Lastly, be fluid in what you set as policy. You will more than likely find that your procedures and policies will need to be changed over time, as users and managers grow in understanding what it is and can do for them.
An LMS can be just as limiting as it can be liberating, but much of that depends on how you use it. There's a reason that there are so many new LMS companies and models popping up in the industry. The learning industry is evolving and LMS's need to evolve too.
Hope this helps,
Mark
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