The Dick and Carey Model

instructional design

If you’ve ever found yourself creating a lesson plan, designing a training course, or putting together learning materials, you’ve probably thought, “Where do I even start?” That’s where a model like Dick and Carey comes in handy. Created by Walter Dick and Lou Carey in 1978, this instructional design framework breaks the whole process down into clear, manageable steps that help you create effective learning experiences, whether you’re working with kids in a classroom, employees in a corporate setting, or learners online.

In this guide, we’ll walk you through the Dick and Carey model, step by step, and explore why it’s such a powerful tool for designing meaningful instruction.

What is the Dick and Carey Model?

At its core, the Dick and Carey model is all about creating instruction that actually works. It’s an instructional systems design (ISD) model, which means it looks at teaching as a system—a set of interconnected parts that need to work together to help learners achieve specific outcomes.

Instead of focusing only on the teacher or the content (like many traditional models), this approach considers everything: the learners, the goals, the environment, the materials, and how you’ll assess success. The model gives you a clear path from start to finish, helping you avoid guesswork and design instruction that’s based on data and solid planning.

So, how does it all work? Let’s break it down into the nine steps that make up the Dick and Carey model.

The 9 Steps of the Dick and Carey Model

1. Identify Instructional Goals

First things first: what do you want your learners to be able to do by the end of your instruction? These are your instructional goals. Defining them up front gives you a target to aim for as you design the rest of your materials.

Example: If you’re designing a training program for employees, your goal might be something like, “By the end of the training, employees will be able to use the company’s new software effectively.”

2. Conduct Instructional Analysis

Now that you know your goals, it’s time to figure out what steps the learners need to take to get there. This step, called instructional analysis, breaks down the skills and knowledge learners need to achieve the goal. Think of it as mapping out the journey they’ll take.

Example: For the software training, you’d break it down into steps like logging in, navigating the interface, and using key features.

3. Analyze Learners and Contexts

This step is all about knowing your audience. You’ll look at the characteristics of your learners: what they already know, what they need to know, and how they prefer to learn. You’ll also consider the context, like the learning environment and any potential constraints (e.g., time, technology).

Example: You might find that some employees are comfortable with technology, while others need more basic guidance. You’d adjust your approach based on that.

4. Write Performance Objectives

Now, let’s get specific. Performance objectives are the clear, measurable statements that define exactly what learners will do by the end of the instruction. These should be action-oriented and measurable.

Example: “By the end of the training, employees will be able to navigate the software’s dashboard and complete a task with 95% accuracy.”

5. Develop Assessment Instruments

How will you know if your learners have met the objectives? That’s where assessments come in. This step involves creating quizzes, tests, or practical tasks that measure the learners’ performance against your objectives.

Example: You might design a task where employees have to perform a specific function in the software, like running a report, to see if they’ve mastered it.

6. Develop Instructional Strategy

Now comes the fun part—deciding how to teach. Your instructional strategy outlines how you’ll deliver the content. Will it be through lectures, videos, hands-on practice, group discussions, or something else? You’ll also think about the order in which you present the material to make learning flow logically.

Example: You might choose a blended strategy, with video tutorials for basic navigation, followed by hands-on practice sessions for more advanced features.

7. Develop and Select Instructional Materials

Once you’ve got your strategy, it’s time to create or gather the instructional materials you’ll need. This could be anything from videos and handouts to interactive tools and software demos.

Example: For the software training, you could create a series of video tutorials, a printable guide, and maybe even an interactive simulation where employees can practice without fear of breaking anything.

8. Design and Conduct Formative Evaluation of Instruction

Before you roll out your instruction to everyone, it’s a good idea to test it with a small group first. This is called formative evaluation. It’s like a practice run where you gather feedback and identify any areas that need tweaking before the final version is ready.

Example: You might test the software training with a small team and ask for their feedback on how clear the instructions were and whether they felt confident using the software afterward.

9. Revise Instruction

Based on the feedback from your formative evaluation, you’ll go back and revise your instruction as needed. This iterative process ensures that when it’s time for the full rollout, your instruction is as effective as possible.

Example: If the pilot group found one part of the software particularly confusing, you might add an extra tutorial or make that section more detailed.

Why Use the Dick and Carey Model?

So, why should you use this model when designing instruction? Here are four major reasons.

It’s systematic: The step-by-step process ensures you don’t miss anything important. You’re not just jumping straight to creating materials—you’re thinking about goals, assessments, and the learner’s journey.
It’s learner-centered: Because you analyze your audience early on, you’re able to tailor your instruction to their needs, ensuring it’s relevant and engaging.
It’s data-driven: Formative evaluation allows you to test your materials before launching them fully, which helps avoid mistakes and ensures better results.
It’s adaptable: Whether you’re working with young students, adult learners, or anyone in between, the Dick and Carey model can be adjusted to fit your context.

Final Thoughts

The Dick and Carey Model gives you a clear roadmap for creating instruction that’s thoughtful, data-backed, and learner-focused. Whether you’re designing a course, planning a lesson, or developing a training program, this model helps you take the guesswork out of the process and ensure that your learners actually achieve the goals you’ve set. By following these nine steps, you can build engaging, effective instruction that truly makes a difference.

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