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InstCon16 | Intro to Bridge (Instructure’s new platform for employee training and development)

InstCon16 | Intro to Bridge (Instructure’s new platform for employee training and development)


[00:00-00:06][country music introduction] Davis Bell: My name is Davis Bell. I am the VP of Product Strategy here at Instructure. Really grateful that you’ve taken some time
to come and learn more about Bridge. I’m going to talk a little bit, just quickly,
about how we’re going to spend our time together. I’m going to give you just a little bit
of context on what Bridge is and where it came from, and then we’re going to hear
from Karin Roberts, who’s the Canvas service manager at the University of Washington. University of Washington is a longtime Instructure
Canvas client – I think four or so, five years. Okay. I didn’t mean to shortchange you there. Then we’re going to hear from Daniel Delgadillo
from Utah Valley University. He is the employee, learning, and development
manager there. Utah Valley University is one of our very,
very oldest clients – I think five, six years. Yeah, five and a half – so very, very early. We are very lucky to have them be working
with us on Bridge. They’re going to spend some time telling
you what they use Bridge for and how it’s going. Then we’re going to actually see a demo
of Bridge from Eric Smith, who’s one of our regional directors, and then we’re going
to try to leave a little time for Q&A. That’s kind of how we’re going to spend
the time. I am a little out of breath, I’m not going
to lie. I hope I’m not the only one. It’s a little embarrassing because I live
in Utah, which is high altitude. I walked up the stairs like 45 minutes ago,
and I’m still recovering. A lot of people want to know what Bridge is. I think that’s the first question that we
ought to address. As you can see here, Bridge is a modern, mobile
learning platform for the training and development of employees. A lot of people ask, “What’s the difference
with Canvas?” I mean, it’s right there. Canvas primarily developed for teaching and
learning – for teachers and learners in an academic context. Bridge developed primarily for organizations
to help train and develop their employees, so that’s the main difference. When you see the demo, the differences will
become a little bit more clear for you. The next question that we often hear is, “How
did Bridge come about?” My presentation has – I don’t know, are
you guys [02:16][phonetic] “JIFF” people or are you [02:18][phonetic] “GIFF” people? “JIFF?” “JIFF?” Raise of hands for “JIFF.” Raise of hands for “GIFF.” Oh, wow. Okay. All right. “JIFF” people, be on notice. Okay. I know, the founder says differently. I’ve heard. Yeah. I’m familiar with the debate. Anyway, how did it come about? Well, basically, it came about because something
weird started happening. That’s just my symbol for something weird. Not long after we released Canvas, we had
clients come to us and say, “Hey, we love Canvas. Can we use it to train a bus driver on safety
techniques?” or “Can we use it to help a lab tech learn about bloodborne pathogens?” Those kinds of things. We thought, “Ooh, okay. That’s a little off-the-beaten-path for
what we built it for,” but it wasn’t too weird. Then something even weirder happened. This is the weirdest thing I’ve ever seen
in my life. [03:18][laughter] Davis: It was like that level of weird. It’s impressive though, right? It’s weird and impressive. I hope one day she makes it to, I don’t
know, the Kentucky Derby or something. The weirder thing was that lots of people
outside of education came to us – nonprofits, corporations, government agencies, municipalities,
and said, “Hey, we’re hearing so much about Canvas. We’ve heard it’s great. Can we use it? We don’t even have students. Can we just use it to train and develop our
employees?” The reason that’s weird is because we know
that there are hundreds and hundreds of companies making employee-oriented learning management
systems. We thought, “Man, that’s so weird. There are so many companies out there doing
that, and yet they’re coming to us, and we’re completely different. We’re an academically oriented, teacher-student
learning management system. Why are they coming to us?” We decided to do a little digging. I feel like that puppy’s so lazy. Look how easy he gives up – just three seconds
of digging. We did more than that. We went out and met with tons of different
folks across all different industries, different sizes of organizations. The reaction was interesting. We’d say, “Okay, tell us how you train
your employees. Are you using a learning management system?
How’s that going for you?” Here were some of the reactions we got: there
was rage and anger, there was absolute frustration, and, in most cases, just complete resignation. [04:51][laughter] Davis: Just people with broken spirits. There were a lot of reasons why that was,
but we kind of boiled them down to two that we heard the most frequently. It was so emotional that a lot of times, I
was like, “Oh, man. I’ve got to get out of here. These people are broken. These people are sad.” The main reason was number one: the software
is bad. We heard all kinds of adjectives, okay? They ranged from “clunky” to “clicky”
to “outdated” to “ugly” to “hard to use” to “complicated” to “complex,”
and I’m editing the swear words that went with those adjectives. The second one was people were extremely frustrated
with the level of customer service and support that they were receiving. As you can see here, the FedEx – that’s
a TV or something, by the way. You can’t really see it, but it’s a computer
screen or a TV that he’s just delivering there. Anyway, they were extremely frustrated. They felt like there was no partnership. They had no voice into the product and couldn’t
get people on the phone. Those were really the two key driving frustrations
that we encountered as to why people were so frustrated with their employee training
LMS. It reminded us quite a bit of what Devlin
and Brian, our founders, found when they first started looking into the academic LMS market. People were frustrated with bad product and
they were frustrated with poor customer service and support. We feel like we’re really good at those
things. We feel like we build great software and we
serve it with great support, so we built Bridge. Now we’re going to have Karin come up here
and tell you a little bit about her experience with Bridge, and then we’ll hear from Daniel
and then Eric. Thanks, Karin. [06:41][applause] Karin: Can you hear me now? As Davis said, I’m the Canvas service manager
at the University of Washington, which means I’m responsible for Canvas end-to-end, from
integration into our information systems to user support. I had similar experience that I’ll tell
you about as the company did when we launched Canvas at UW. I’ll tell you a little bit about our history
with learning management systems in the past. We’re a large university with about 50,000
students, and very decentralized. In the past, we had multiple learning management
systems that were in use. We had schools running Noodle, we had schools
running Blackboard, and we also built our own tool. We have a history of a DIY attitude when it
comes to software. We built – and I have this picture here
because our strategy with our own teaching and learning modular set of web applications
was the “Field of Dreams” strategy. If you build it, they will come – and in
fact, they didn’t even have to play baseball. We had people using our home-built tools for
supporting academic courses, but they used them for lots of other things as well – including
supporting employee training, administrative collaboration, distributing information… When we moved to Canvas, this made it really
hard to support the service. When we moved to Canvas, we took that opportunity
to change our strategy. We piloted in 2011, and we’ve been using
it campus-wide since 2012, with our branch campuses as well. We started with a very strict policy. We only let academic courses use Canvas. They’re all automatically created and ready
with enrollments available for instructors to use. We don’t let them create courses outside
of that, and if they want a course that’s not listed in the time schedule, they need
to contact us and tell us why. I got lots of people asking me to use Canvas
for other reasons. I got the nickname from my staff as “The
Enforcer” because they would pass along these requests from different groups, and
I would say no. That’s my nickname. Some of these requests were very legitimate. They either were training that was directly
related to academic programs, or they really persuaded me that they had absolutely no other
alternatives. I took a screen capture of some of our sub-accounts
that we do. For non-academic programs, we have set up
sub-accounts. For example, the Office of Minority Affairs
and Diversity has some programs that they use to help the economically disadvantaged
students. The Office of Research provides a tremendous
amount of training, and they wanted to try Canvas. University Advancement persuaded me that they
were a legitimate use of Canvas, and that’s to train faculty and staff who are involved
in the development process. That’s fundraising, by the way. Again though, this makes it really hard for
me to do things like implement data retention policies, because for these uses, it’s very
different than it would be for academic courses. In the five years since we’ve adopted Canvas,
we have so many use cases for training specifically. I’ll pauses here to say that the LMS context
for employee training is just as decentralized and diverse as it was for your academic learning
management systems. We do have some people using SumTotal. We have a lot of units that have spent a lot
of money with consultants building things on Drupal. It’s really not a good investment of, in
our case, what is state resources to do that. We’re excited that Bridge is emerging. Here are some of the use cases that I have
encountered for employee training, who came to me asking to do these things with Canvas. A lot of compliance training, and that includes
Title IX and ADA training, grant administration – with grants comes a lot of requirement
for verification that the principal investigators are aware of and will follow certain policies. HIPAA training – we have a huge medical
center and medical and dental professional schools, and a lot of clinicians who work
with us as well, that all need to have HIPAA training. FERPA training – the registrar provides
that, and they have no system to do it, so right now it’s all voluntary. There’s no tracking of that kind of compliance
training. Then the data security training, which is
a growing need coming from our chief information security office. Also, staff training – just training your
own staff on how to use the systems and the processes that they need to complete their
job. Systems like that don’t exist. Even things like new employee onboarding – it’s
all one-off solutions, custom-built websites – maybe training built on Articulate, but
it’s not a good, efficient approach to that. My unit of Professional and Continuing Education
has been interested in using Bridge as well. They provide a lot of non-credit and certificate
program courses that don’t really fit into Canvas. They may have students who are just pursuing
their professional development and are not matriculated to the University of Washington,
so that’s really awkward. As you might know with Canvas, the authentication
is not very flexible. We’re always telling them, “You have to
get a net ID.” We have some disciplines that get grants or
contracts to do specific training interventions. In particular, the College of Education has
a lot of programs like this where they get a contract with a school district or the state
to provide specific intervention training for a group of teachers. Again, that’s very difficult to try to manage
on Canvas. General change management and communication. When UWIT rolled out a new help ticketing
system, we were struggling ourselves for a way to provide that kind of training and communicating
about the change. Then that’s not even thinking about the
benefit you could provide to an institution like ours with professional development and
even talent management. Thinking about the concept of talent management
is really beyond us, because we’re struggling just to meet – and not really meeting the
basics of compliance training that we’re required to do. A lot of use cases. I have, for certain groups, worked with the
company to spin up separate domains that they can administer themselves under our Canvas
contract. We have the College of Education that has
a cross-institutional collaboration training program in early education. They have their own instance. That is time-consuming and we don’t manage
it for them, so they have to provide the staff who will be the Canvas admin and support their
users, and it has additional cost for themselves for that unit. Why are we interested in Bridge? The need is obvious. Why would we look at Bridge as a solution
instead of all the commercial products that are out there? One is that it’s software as a service. It’s a native cloud application, and it’s
operated by the company. Operations is a tremendous cost – part of
the cost of licensing and ownership – and it’s often overlooked. There are a lot of systems at the university
that are run on a box underneath someone’s desk still, to be honest. Having that really experienced company who
can scale and operate the product is really important to us. In fact, we are now moving to move our own
applications that we build locally still into the cloud. The open API is important to us. We’re a large enough unit, and we have a
history of software development, so we have engineers who are interested in working on
the integrations and even customizing the product and the reporting and integrating
with other systems through the open API. Like I said, we have a long relationship – five
years in technology is a long time – with the company. A lot of trust there, and a lot of experience
of how open the company is and how responsive they are to customers. The initial product that we looked at met
our basic needs, has good features, and the road map is very interesting and useful. This is near and dear to my own heart: they
have a user-centered design process. They’re really listening to clients. They’re understanding client workflow and
needs, and treating that information as valuable and important to their development process. Scalability is always an issue with us. The product is scalable. I don’t have any worries about performance
or supporting the numbers of employees. We have 25,000 employees, I think, at the
Seattle campus of the University of Washington, including the medical center, and more statewide
that may be eligible to use it. Finally, cost. So far, they’re coming in way under other
commercial products in cost, and as a state institution, that’s really important to
us. At the University of Washington, we are starting
with a pilot of Bridge. I am not – and there isn’t one person
or one office that’s responsible for employee training at the university, so because we
heard the needs, we are starting a pilot and trying to gather requirements and create buy-in
with the product, get people interested in it. We have six groups who are piloting, and in
fact, we’re going live with our production instance hopefully tomorrow, with possibly
about 10,000 learners who will be participating. We’re conducting things like driver safety
training. It’s interesting that the University of
Washington basically runs its own car rental agency, and everybody who drives has to complete
a training. Also, my business analyst and I have been
gathering needs. There are some requirements that are unmet. We wouldn’t want to go campus-wide yet with
this product. The reason mostly is that we have a very decentralized
institution, so we need features that support the distributed authoring and management of
training. Those aren’t quite there yet. I believe they’re on the road map. I’m very excited and looking forward to
meeting all of these complex needs with Bridge. Thanks. [18:08][applause] Daniel Delgadillo: All right. My name is Daniel Delgadillo. Anyone speak Spanish here? Man 1: Sí. Daniel: Sí. Awesome. Don’t speak Spanish – Delgadillo comes
from the word “delgado.” Delgadillo. “Delgado” means thin, “delgadillo,”
really thin. I’m Daniel, the really thin person. [18:35][laughter] Daniel: It’s a hard last name to live up
to, as you can imagine. I’m from Utah Valley University, UVU. I’m the manager over Employee Learning and
Development. I’m actually with Human Resources. Anyone here in HR? Oh, one person? Awesome. A little bit about me: before coming to HR,
I used to work as an instructional technologist for the Innovation Center at Utah Valley University. My job was to welcome new faculty and train
them, and show them how to use Canvas. Now, I’m in HR. One of the reasons why I came into HR was
because they needed help coming up with trainings – just revamping the trainings at UVU. The first thing I did when I came in was,
“Well, let’s look at our demographic. Let’s look at our employees.” The first thing I noticed was that most of
our employees, as you can tell, they’re part-time employees. Fifty-two percent of our staff are part-time,
62 percent of our faculty are – we have our adjuncts. This number does not include, also, our student
employees. Obviously all of our student employees are
part-time. I noticed that we needed to be somewhat flexible,
because most of them don’t work eight-to-five. Their training needed to be somewhat flexible
for them, with their schedule. If we look at the total workforce, this is
as of fall 2015. It’s 4900 – we’re not as big as University
of Washington. We’re growing. In fact, this year – I just checked before
I left – we are about 5,028, and that doesn’t include all the students that are going to
be hired here in the next couple of weeks for the fall semester. We’re definitely growing. Something that I found interesting was that
most of our employees have access to a computer on a day-to-day basis – almost 95 percent. They other 5.5 percent are those that are
with maintenance, grounds, facilities – they don’t need to use a computer, but they do
have access, if they wanted to, to any of our computer labs on campus. Also, about UVU: we are Orem. UVU is in Orem, Utah. We’re the largest employer, the fourth in
the county, and we’re in the top 25 in the state. We feel like we need our employees, because
we have a lot of them, they need to be trained well. As it was mentioned, we’ve been using Canvas
for a while. At the beginning, one of the reasons why they
hired me was because they knew I had that background with Canvas. When I came in, they said, “Hey, we went
to use Canvas to do our employee training.” Like I said, we had been using Canvas since
2011. Everyone on campus knew about Canvas. The problem that I thought that we were facing
was, Canvas was created for faculty and students. It was run by Academic IT. You don’t really think of employee training
in Academic IT. The Office of Teaching and Learning – they’re
helping with that. The courses were meant to be semester-long
courses, with a few exceptions. When I came in, I started looking at, “Hey.” Actually, about a year ago, I went to a Bridge
session. I remember hearing about Bridge and so I thought,
“Hey, maybe we can use Bridge.” Just recently – about a month and a half
ago – we implemented Bridge. We want all of our university employees to
use it. It’s not just for faculty. Faculty, full-time, part-time employees, temps,
student employees, and even interns have access to Bridge. In Human Resources, we’re managing that. We have the admin role, so we’re over that. We’re changing the whole perspective of,
“We don’t want semester-long courses. We want something that they can go in, get
trained, and go out,” because most employees have a lot of things to do. Training is just a small part of what they
need to do at work. You’re probably wondering, “Why Bridge?” Like it was mentioned, there are a lot of
companies out there. What we found – number one – was the simplicity. I know Eric’s going to show you a demo here
in a few minutes. If you stop at the booth, you’ll see how
simple it is. Most of our Authors don’t have a background
in any kind of instructional design or eLearning. Most of them are just your average, maybe,
accountants, admissions… they’re drivers. They don’t have eLearning backgrounds. Another thing was, everyone on campus seemed
to be familiar with Instructure. They love Instructure. They love Canvas. Bringing Bridge, they could tie that in right
away with Canvas, and they felt like, “Hey, we’ve enjoyed Canvas so far. I know we’re going to like Bridge.” Then the features. Again, I don’t have time to go over all
the features, but the Smart Groups, the managers’ roles – you can get weekly reports. You can customize a lot of things, and it’s
so simple to do it at the same time. This is what’s happening at UVU. This current semester, my role is more to
be an advisor. It’s only me in HR that’s over training,
so I can’t come up with hundreds of trainings. My role is to work with departments, train
them, show them how to use Bridge. When I was working with Canvas, it used to
take me about an hour to get a faculty comfortable with Canvas. With Bridge, 20 minutes, and they’re on
their way. It’s that simple. Right now, we’re doing a pilot. Like I said, we just released this about a
month ago. We have about 200 employees actively taking
courses. We don’t have a lot. We have 15 that are available, but we’re
planning on growing that. Right now, we have HR courses, accessibilities,
travel, equal opportunity, purchasing, and web development, and other ones. Looking forward here in the fall, we expect
to have an additional 10 to 12 departments that we are going to be working with. We expect the number of courses to grow, 30
to 40 courses. We’re going to revamp everything. We’re starting to revamp our new employee
orientation. We used to do that. It used to be a whole day event. We noticed that was hard on our part-timers,
because, well, they have to adjust to their schedule. We’re going to be putting that online – talk
about their benefits. As you can see, we’re going to have a few
more courses. We’re also going to have the first mandatory
crime prevention and sexual harassment course. All the courses that we have right now are
electives. Anyone can go and choose to take them. It’s not mandatory. Coming up here in the fall, we’re going
to have the first one that’s going to be mandatory for all the employees. Some of the response that we’ve received
– actually, we’ve received very positive. We have, right now, the person that goes over
those sexual harassment training. That’s what she does pretty much all day
long. At UVU, everyone that’s hired, within the
first month, they have to go through that training. Right now, we hire about 60 to 70 new employees
every month. She’s having to meet with them, and she
spends tons of hours doing this and doesn’t have time to do anything else. When I told her about Bridge and the possibilities,
she was excited because she doesn’t have to do those face-to-face trainings anymore. Our AVP of HR said that this will be great
for employees. I’m starting to get people saying, “Hey,
when can I start? How soon?” The best is from our part-timers. In the past, because we could only do face-to-face
trainings, they had to adjust their hours. They had to either come in early or come in
late to do that. People are excited. The best part is that we have the President’s
Cabinet support. We are all on board to run with this. [27:50][applause] Daniel: I’m going to turn to Eric. Eric Smith: Okay. Cool. Thanks, guys. I’m excited to show you Bridge. We’ve just got a couple minutes to show
you the platform today, so I just want to point out: if you have interest, come down
and see us downstairs. We’ve got a little lounge there. If you have further interest, let us know. We’d love to get in touch with you. With that said, let’s just jump into the
platform and show you what it looks like. What we’re going to focus on today is ease
of use from a learning standpoint, and also an administrative standpoint. We’re going to start off from the learning
perspective. Let’s just pretend that I am a learner at
an institution. I’ve been assigned a course by my manager
or my administrator. Now we’re going to jump in and take the
course. There are a couple ways that we can get into
Bridge. Number one is, when I’m assigned a course,
I’ll receive an automated email sitting in my inbox. I can jump into the course right from my email,
so it makes it very easy for those of us that sit in our emails day in, day out. Additionally, each of your users will be assigned
a personalized and customized dashboard, just like this. You’ll see Bridge, just like Canvas, is
very simple, very intuitive. That’s by design. The last thing that we want is for users to
log in and get lost and get confused – “Where am I going? What am I doing?” We make it very easy. If it’s confusing and it’s difficult to
use, no one’s going to use it. It’s going to lead to low adoption. We want to make it very simple. Just to point out the flow here, at the very
top, I’ve got any instructor-led trainings that I can go in and I can register for. Down below, I’ve got anything that’s overdue
right up at the top. I’ve got anything “next up,” and anything
that I’ve ever completed in the past is readily available. If I need to go brush up on something, it’s
sitting there for me. Now, these courses on this page are more mandatory. They have a due date on them. They’ve been assigned by my management team. We also have a learning library, where you
can make optional courses available to your learners, allow them to come in and find courses
that are applicable to career development or anything that is of interest to them. Make them available, and they can take them
optionally. What’s nice about this is you guys on admin
can create tags. If I want to search for all my onboarding
courses, for example, it’s going to find those tags. Very quickly, I can find what I’m looking
for. Okay? Let’s go back to my learning really quick
and go back to my “next up.” I’ve got a course here that’s due in a
day. It’s going to take about nine minutes to
complete. Let’s just jump in and take this course. I want to point out, really quick – this
course I’m about to take, I have authored this using the native authoring tool that
you guys will have access to. For you instructional designers out there,
Bridge is awesome to create courses. We also support SCORM. We have a marketplace where we partner with
Lynda.com and OpenSesame. We have a variety of options for you to get
content into Bridge. We’ll jump in and take this course. I’ll have the ability to customize a cover
slide – a GIF or an image here – with a title and a description. As we jump in and start taking this course,
you’ll notice at the top, I’ve got my progress bar. I know exactly how far I am in the course. We’ve got images – very clean and very
simple. It’s the same way in the mobile device,
which I’ll show you in just a second. We’ll continue the next page. On the authoring site, we have a variety of
quiz questions that you can ask your learners. This is a vocabulary question, so I want to
make sure that my learners are understanding the new terms that are being introduced. We’ll click here, click “submit.” I got that correct. Go to the next question – really easy to
get videos in. I’ll show you in just a second. I’ll author a quick course and show you
how easy it is to embed videos. The next question, I’ve got a sorting question
where I need to sort the correct order. Just by drag and drop, I’m going to come
up here and I’m going to sort what the right SMART goal order is. We’ve got that correct. We’ll click “submit” and click “continue.” Now, let’s say I’ve got another video
here. Let’s say I start this at home, and I want
to go finish it. I start this in the office on my desktop,
and I want to go home and finish it on my smartphone. We’re built in responsive design, so it
doesn’t matter what device your users are using Bridge on and taking courses – smartphone,
tablet, desktop. They’re going to have the same great experience. I’ll scroll down to my “next up” course
– S.M.A.R.T. Goals. We’ll jump right into it. Bridge is automatically going to remember
right where I left off, so I’ll never lose my spot. Watch this video here. You’ll see here, the Author has opened up
some Q&A or some comments, which they’ve turned on, which you guys will have the ability
as Authors to turn on or off per page. You’ll see here, I’ve got some interaction
with my users here. You can upload images, reply – just have
a really nice, social, interactive experience. We’ll click “continue.” There is one more question here at the end,
just a “fill in the blank” that I’ve made available here. I’m just going to get it wrong on purpose. We’ll say “March.” Click “submit” – incorrect. The Author, in this instance, has required
100 percent, so I’m going to have to go and re-take it. That hopefully, you guys, gives you an idea
of how easy it was for me to get into Bridge and take the course really quick. I’ve got a few minutes. You mind if we open it up after this? Okay. I’m going to jump over right now to the
admin site, and show you what it looks like to be an administrator. When you first log in as admin, you’re going
to see who’s overdue, who’s completed. If I’m a manager and I have a team of five
or 10, I’ll be able to see and manage those individual teams – so I don’t see everybody
within the organization. Okay? Down below, we gave you some additional insights,
so you can really look into the adoption of Bridge and see what’s going on within your
environment. We gave you some really nice tools for that. A couple other things, really quick, on the
admin site: we allow you to control your roles and permissions. You can get really granular – “who does
what inside of Bridge.” Maybe you want to give a subject matter expert
or someone authoring privileges, you know, in a different department, and you just want
to give them authoring privileges. You can turn that on here. Also, I’ve got a logo here that I’ve picked
out. We want to keep your brand consistent throughout
the Bridge experience, from logo, from colors, so we make that consistent throughout the
process for you. Now, let’s go in and build a course really
quick. I’m going to go into my course library. This is where all of your courses are going
to live, whether they’re Bridge-authored, if you bring in a SCORM course, or if it’s
one of our marketplace courses. I’ve got them all sitting here. I can easily search for them. Uploading SCORM courses – very easy. Starting a brand-new Bridge course from scratch
up at the very top-right – very easy. I’ve got one I’ve already started. I’m just going to come in here and edit. This is going to launch the Bridge authoring
tool. This is what it looks like. I’ll have the ability to come in here and
put the title. Again, I can customize a cover slide. I’ve got an image here on my desktop that
I’m just going to pull in – a cover slide – just so you see how quick and easy it
is to make a front door to the course. Here’s my “Technology Security Best Practices.” Now let’s go back and start building the
course. I’ve got “Cyber Security.” Now, you’ll see some standard formatting,
like a Google doc or a Word document with bold and bullets and that. I’ve got a button here that’s our media
button, and this is going to allow me to bring in images and videos. I’ve got an image sitting out here on my
desktop that we’ll just pull in really quick. Then I’m going to go out to a website here
and just grab some of this information here – just some information on technology and
security. We’ll grab it, paste it in. You’ll see it keeps all of the bolding and
the bullets – makes it really nice and clean. The hyperlinks are all still there, so copying
and pasting – really easy to do. It saves you guys a ton of time on the authoring
site. Let’s do a video. We have a “Cybersecurity 101” video. I’ve already got some content in here. Let’s go to YouTube, grab that URL. I’m just going to copy it. We’ll go back to the media button, paste
that in. That quickly, that video is now embedded into
Bridge. We support Vimeo, YouTube, or if you have
an internal video, you can upload it just the same. Okay? Now, I want to open up some comments. I mentioned you guys will have the ability
to turn this on or off. Just right here, I can turn on or off comments,
allow that interaction within my employees. Okay? Last thing I’ll show you here – I’ll
show you a couple more things in the last couple minutes. We have a variety of quiz questions that you
can ask, from vocabulary, steps and process, sorting, all that kind of stuff. I’ve got one already built here, which is
a factoid question. I’ve pasted in a factual statement here. It’s broken out the statement word-by-word. Now I have the ability to come in and add
some distracters and build a question bank of potential questions to ask my users. If I get this wrong and I go on and retake
it, a different variation of the question will be presented to me the next time around. Okay? We’ll go back to the master course. We’re ready to publish this and distribute
it. There are some settings here. I can adjust the required score, the “due
within.” I can make a certificate available. I can turn that on in the library – some
different features you can have for setting up the course. Now, it’s ready to go. I’m ready to send it out to a group of employees. This is the last thing I want to talk about,
is we allow groups. Assigning groups and enrolling users – really
easy on Bridge. We’ll work with you and we can pull your
users from your SIS, and we can pull that on a nightly basis so you have a refresh of
employees every night. Once you get users in here, this is all kind
of a long list of everybody I’ve got in the system. Once you’ve got them in the system, based
on the attributes we’re pulling from – your SIS or a CSV file that we’re pulling in
– we can come and we can start to make some custom Smart Groups. You’ll see I’ve got some already set up
here. Let’s just build one: “Student Employees
on the North.” Based on those attributes – let’s say
the campus is going to be North. I want to add one more rule, and I want this
to be department – student employees. Now I’ve got all of my student employees. Okay? I’ve got that group. I can go assign, enroll that particular group,
and take that course. There’s some additional reporting that I
don’t have time to get into. Please come and see us if you’ve got more
questions. We’d love to continue conversations with
you guys. Thank you. [37:40][applause]

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