VISUALIZATION 

 Challenge and selection 

 I work in the central office of the institutional training department of non - profit NGO 

 whose purpose is to promote personal responsibility and social awareness in order to achieve   a model of a just , equal and sustainable society . We have branches in fifty countries on six   continents , with very different cultures and socio - economic conditions . Some branches have   been up and running for over fifty years , and others have been opened only recently . The   central office is responsible for creating products that are regularly distributed national offices ,   and for providing annual training sessions for national managers . Each local office has its own   teachers and adapts the contents they receive to local needs . 

 Some countries have small offices with a maximum or one or two people who are 

 responsible for promoting institutional training . This training is given to managers , employees   and also to volunteers who collaborate in the different initiatives that the institution promotes   to fulfill its mission . This formation needs to be up to date , in order to effectively face the   challenges presented in the social environment . These challenges concern not only concrete   issues that need to be faced , but also effective communication with different types of    audiences . 

 Data has been collected , in personal interviews , with the people in charge of offices in 

 the smaller countries , to better understand their difficulties and their training needs . The   trainers of these smaller locations are convinced and highly motivated regarding the value of   their role . However , they manifest the following pain points in their ability to provide up - to- date training : 

 - They have little time to devote to development and study because they often carry out   various roles in local offices and are not just in charge of training ; 

 - Because of staffing shortages , it is not possible to ramp up the intensity and frequency of the   activity , and thus the cyclical training gets stretched out over a longer period than desirable . 

 - Because of staffing shortages , the teachers have to cover many different areas and thus do   not manage to specialize in a specific area , which would permit them to stay up to date in that   field . 

 The institutional training departments have recently been reorganized on a global level , so that   the smaller offices with less experience and resources have access to advice and support from   more developed national departments . By sharing human resources , the teachers in small   offices will be freed up to specialize in specific areas . However , the problem of being up - to- date remains . We call it the “ Up - To - Date Issue ” . We have planned to use the visualization tool   to arrive at a shared concept of updated training and from there obtain the design criteria for a   tool that offers content and methodology to small local office trainers that can use frequently . 

 Application 

 In the central institutional training department we decided to carry out a workshop to 

 align our team around a shared characterization of the Up - To - Date Issue , using some   visualization techniques . To do this , each team member has individually thought about the   components of the problem . We 've shared them as a group and we 've listed the following :   update scopes , resources , times , and frequency . 

 Then , in four groups , we prepared a slide for each component , characterized by one 

 image and several phrases ( from four to eight ) . The group discussion led us to identify and   keep the most relevant ones . Afterwards , we selected four representatives from the smallest   local offices and each group drew a storyboard of what those four people would say about   they would find most helpful , according to the features we defined . 

 Insight & Approach 

 The use of visualization through the slides of a broad and difficult - to - define concept , of 

 which each person has a different notion , has allowed us to reach common criteria and   objectives about what it means to be updated . At this point , we are a little stuck , because we   have still not reached a common and objective definition . 

 The use of storyboards helped us to think empathically , putting ourselves in the place 

 of the end users we intend to reach , in order to establish preliminary design criteria for the   tool we wish to design . We have articulated the tool according to the Management Project   Aid , summarized in the following aspects : purpose of the design , perceptions of users , physical   attributes , functional attributes , and constraints . 


EMAIL: 
ID_NUM: 
NAME_STUDENT: 
PHONE_NUM: 
STREET_ADDRESS: 
URL_PERSONAL: 
USERNAME: 

### Task: You are a PII (Personal Identity Information) Detection. Given a essays written by students, you have to identify ONLY the following:
NAME_STUDENT - The full or partial name of a student that is not necessarily the author of the essay. This excludes instructors, authors, and other person names.
EMAIL - A student’s email address.
USERNAME - A student's username on any platform.
ID_NUM - A number or sequence of characters that could be used to identify a student, such as a student ID or a social security number.
PHONE_NUM - A phone number associated with a student.
URL_PERSONAL - A URL that might be used to identify a student.
STREET_ADDRESS - A full or partial street address that is associated with the student, such as their home address.
### Input: VISUALIZATION 

 Challenge and selection 

 I work in the central office of the institutional training department of non - profit NGO 

 whose purpose is to promote personal responsibility and social awareness in order to achieve   a model of a just , equal and sustainable society . We have branches in fifty countries on six   continents , with very different cultures and socio - economic conditions . Some branches have   been up and running for over fifty years , and others have been opened only recently . The   central office is responsible for creating products that are regularly distributed national offices ,   and for providing annual training sessions for national managers . Each local office has its own   teachers and adapts the contents they receive to local needs . 

 Some countries have small offices with a maximum or one or two people who are 

 responsible for promoting institutional training . This training is given to managers , employees   and also to volunteers who collaborate in the different initiatives that the institution promotes   to fulfill its mission . This formation needs to be up to date , in order to effectively face the   challenges presented in the social environment . These challenges concern not only concrete   issues that need to be faced , but also effective communication with different types of    audiences . 

 Data has been collected , in personal interviews , with the people in charge of offices in 

 the smaller countries , to better understand their difficulties and their training needs . The   trainers of these smaller locations are convinced and highly motivated regarding the value of   their role . However , they manifest the following pain points in their ability to provide up - to- date training : 

 - They have little time to devote to development and study because they often carry out   various roles in local offices and are not just in charge of training ; 

 - Because of staffing shortages , it is not possible to ramp up the intensity and frequency of the   activity , and thus the cyclical training gets stretched out over a longer period than desirable . 

 - Because of staffing shortages , the teachers have to cover many different areas and thus do   not manage to specialize in a specific area , which would permit them to stay up to date in that   field . 

 The institutional training departments have recently been reorganized on a global level , so that   the smaller offices with less experience and resources have access to advice and support from   more developed national departments . By sharing human resources , the teachers in small   offices will be freed up to specialize in specific areas . However , the problem of being up - to- date remains . We call it the “ Up - To - Date Issue ” . We have planned to use the visualization tool   to arrive at a shared concept of updated training and from there obtain the design criteria for a   tool that offers content and methodology to small local office trainers that can use frequently . 

 Application 

 In the central institutional training department we decided to carry out a workshop to 

 align our team around a shared characterization of the Up - To - Date Issue , using some   visualization techniques . To do this , each team member has individually thought about the   components of the problem . We 've shared them as a group and we 've listed the following :   update scopes , resources , times , and frequency . 

 Then , in four groups , we prepared a slide for each component , characterized by one 

 image and several phrases ( from four to eight ) . The group discussion led us to identify and   keep the most relevant ones . Afterwards , we selected four representatives from the smallest   local offices and each group drew a storyboard of what those four people would say about   they would find most helpful , according to the features we defined . 

 Insight & Approach 

 The use of visualization through the slides of a broad and difficult - to - define concept , of 

 which each person has a different notion , has allowed us to reach common criteria and   objectives about what it means to be updated . At this point , we are a little stuck , because we   have still not reached a common and objective definition . 

 The use of storyboards helped us to think empathically , putting ourselves in the place 

 of the end users we intend to reach , in order to establish preliminary design criteria for the   tool we wish to design . We have articulated the tool according to the Management Project   Aid , summarized in the following aspects : purpose of the design , perceptions of users , physical   attributes , functional attributes , and constraints .
### Output: 