I interview the people who manage training, observe the people doing the job, and audit existing courses for reading level and assessment quality — producing a clear picture of the gap between what training delivers and what the work demands.
Optimize teaching and training outcomes.
Learning science, instructional design, and full-stack development — across face-to-face, online, and blended solutions, in one engagement. I diagnose the gap between what your training delivers and what the work actually demands, then design and build the system to close it.
Diagnose. Design. Build.
One engagement spanning the whole arc — from understanding the real problem to delivering working tools, not just recommendations.
I apply learning science to the specific problems I find: curriculum frameworks, cognitive-demand progressions, role-based competency matrices, and assessments that test judgment rather than recall.
I deliver working tools — custom learning platforms, supervisor dashboards, interactive modules, learning record systems, and AI tutors grounded in your own documentation, with citations back to source.
Training organized by the thinking the job requires.
Here's one in active use — a cognitive-demand model that structures learning by the kind of thinking each task actually demands, not by topic.
Working systems, delivered at scale.
- Audited 200+ courses in a workforce LMS — slide-by-slide content extraction, reading-level scoring, and Bloom's-taxonomy classification of every quiz item.
- Quantified the quality gaps: 79% of quizzes test recall only, ~20 near-duplicate courses, 46% weak objectives — turned into a prioritized redesign plan.
- Built a rules-based course upgrader that rewrites slides, objectives, and quiz distractors at scale; 44 courses upgraded with side-by-side SME review reports.
- Designed the KNOW → DO → CHOOSE → HANDLE → LEAD framework for cognitive-load progression; used to restructure 10 course stacks with targeted gap-fill content.
- Stood up a custom learning platform with supervisor dashboard, role-based learner views, an AI tutor grounded in client documents, and an AI support assistant with citations.
- Built one pipeline for three media types — email screenshots, recorded calls, tutorial videos — each producing interactive modules with a consistent learner-event shape.
- Migrated to a learning record store with parallel dual-write — old and new systems running together until reads could safely flip; no outage, no lost progress.
- Wrote automated content quality gates that run before any module ships — reading level, answer-length parity, distractor uniqueness, and transcript-confidence flagging.
Thirty years of watching people learn and not learn gives you an instinct for where instruction connects and where it slides past. That pattern recognition is what I bring to every engagement.
— Jeff Mummert, HQ Learning SolutionsStart with any phase. Combine as needed.
Each one stands on its own. Begin where the problem is clearest and let each phase inform the next.
Training Audit
I evaluate what you have, identify gaps and strengths, and deliver a report with prioritized recommendations.
Start an audit →Targeted Build
Interactive modules, a supervisor dashboard, an AI tutor grounded in your docs, redesigned assessments — I design and build it.
Scope a build →Full Partnership
…but aren't sure exactly what needs to change. I start with diagnosis, and each phase informs the next.
Begin a partnership →Tell me what you're trying to fix.
Send a few details and I'll respond personally to set up a conversation. Available for in-person engagements in Central PA and remote consulting anywhere.