Breaking  through  to  Open  Learning  Poten2al  by  Unbundling  Achievements  Dr.  Deborah  Everhart,  Director  of  Integra2on  Strategy,  Blackboard,  and  Adjunct  Assistant  Professor,  Georgetown  University    Emily  Goligoski,  Product  +  Design  Researcher,  Mozilla  Founda2on    Anne  Derryberry,  Associate,  Sage  Road  Solu2ons  LLC,  www.imserious.net  

Alterna2ve  Models  of  Postsecondary    Educa2on  are  Gaining  Trac2on  

•  Post-­‐tradi2onal  student  popula2ons  expect  educa2on  that  is  flexible,  relevant,  and  meaningful.  

•  The  public’s  interest  in  MOOCs  is  bringing  aRen2on  to  online  learning.  

•  Expecta2ons  of  ins2tu2onal  accountability  have  amplified  ques2ons  about  whether  and  how  universi2es  should  be  “scored.”  

•  The  “2cking  2me  bomb”  of  American  student  loan  debt  is  changing  consumer  aWtudes  about  the  value  of  educa2on.  

New  opportuni2es  have  emerged    from  changing  expecta2ons  

•  Evalua2ng  and  awarding  credit  for  student  learning,  wherever  and  however  it  has  been  acquired    

•  Degrees  and  cer2ficates  based  on  credits  from  courses  as  well  as  from  assessment  of  prior  learning,  community  service,  and  student  porYolios  

•  Alterna2ve  creden2als  that  recognize  demonstrated  competencies  verified  through  direct  assessment    

New  opportuni2es  have  emerged    from  changing  expecta2ons  

•  In  some  voca2onal  areas,  the  source  of  learning  is  insignificant  in  comparison  to  the  verified  ability  to  perform  a  specific  skill  or  job.    

•  Badges  provide  discrete,  portable  evidence  of  learning  and  skills.  

•  Alterna2ve  creden2als  and  micro-­‐creden2als  vary  broadly  in  their  quality  and  applicability  to  higher  educa2on;  some  may  displace  the  need  to  earn  an  en2re  degree.    

Badges.Coursesites.com  

No badge is an island. No credential stands

alone.

Credentials work within a complex ecosystem.

Open  Badges  Ecosystem  

•  Primary  Stakeholders  – Learners/  Job  Seekers  – Learning  Providers  and  Assessors  – Employers  and  other  Badge  Consumers  

•  Key  Components  – Verifica2on  – Authen2ca2on  – Valida2on  

Learners/  Job  Seekers  

Learning  Providers  and  Assessors  

Verifica2on  

Employers  and  Other  Badge  Consumers  

Authen2ca2on  

Standards  Organiza2ons  

Valida2on  

8  

one summer eight weeks!  

1  

one primary focus: address summer drop-off  

5  

five organizing principles S-T-E-A-M  

100  one hundred+ organizations three core team members!  

3  

three levels entry, city, challenges  

29029  

why climb the mountain? because it’s there.  

11,800,000 unemployed

What’s going on??

3,000,000 unfilled jobs

25  

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•  Employers are dealing with...

jobs go unfilled because qualified candidates cannot be found i.e. “the skills gap” job posting sites don’t work high school and college do not provide skills needed for current job market job-oriented trainers and employers have no easy way to connect or coordinate in the market

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•  Solution: a new way to hire

based on job-skills, representing 15 entry level industries and 150 entry level jobs job skills embodied in Mozilla open badges, providing a common asset to define jobs, training, and qualifications recommendations and endorsements used to submit applicants, reducing resume fatigue leveraging video to show work, providing much richer understanding of the job & applicant

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Health Care

Patient Transporter

• Patient Transport ◦ Assist patients in and out of bed, examination tables, surgical tables, or stretchers ◦ Safely operate transport devices including wheelchairs and stretchers ◦ Position or hold patients in position for surgical preparation ◦ Answer patient call signals, signal lights, bells, or intercom systems to determine patients' needs

• Infection Control ◦ Disinfect or sterilize equipment or supplies, using germicides or sterilizing equipment ◦ Clean hands with antimicrobial soap before and after patient contact ◦ Proper selection and use of PPE Barriers (i.e. masks, gloves, gowns) ◦ Knowledge of hospital transport routes and procedures that minimize risk of transmission to other patients, staff, and guests

• CPR Certified ◦ Check for consciousness ◦ Restore blood circulation with chest compressions ◦ Clear airway using the head-tilt, chin-lift maneuver ◦ Apply rescue breathing techniques

• Physically Fit ◦ Lift, carry, and transport patients of various body weights ◦ Ability to walk long distances ◦ Ability to be on feet for long hours

job training

qualified hiring

onboard training

Job

Skill

Skill

Skill

Skill

Industry

29  

You can see your pathway.

Apprentice Assembler Engineer

Electrical Apprentice Fusion OEM Electrical Engineer

Fusion OEM Electrical Assembler Fusion OEM

- EE Degree

You have a choice.

30  

Learning provides a perspective for all.

Job Opening Candidate Instructor

Electrical Assembler Fusion OEM

Joe Garcia workforce solutions

I train people on:

Timothy Chase Electrical apprentice

“Timothy is a hard worker and pleasure to be around.” - Joe Hanky

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•  Gaining traction...

Chicago: 50,000 accounts supporting summer jobs program, ICNC partnership, FusionOEM, others

Baltimore: Harbor Point, Harbor East developments

Grand Rapids: pilot with community college and local workforce collaborative in manufacturing and healthcare

New Orleans: Invitation from economic development to align trainers and employers in key sectors

•  Badges  issued  iden2fy  Veterans’  military  training  and  present  that  training  to  prospec2ve  employers  in  the  form  of  digital  badges.  

•  Veterans  Unemployment  Issues    

•  Veteran  unemployment  numbers  typically  10-­‐30%  higher  than  civilian  contemporaries.  

•  Ease  of  use    

•  Protect  Veterans  privacy            

•  Engaged  47  Hiring  Officials  and  257  Veterans    •  Majori2es  of  both  Veterans  (70%)  and  poten2al  

employers  (74%)  reported  that  they  would  use  and  encourage  use  of  digital  badges  in  Veterans’  applica2ons.  

•  Veteran    and  employer  groups  shared  concerns  that  use  of  badges  is  rela2vely  novel  and  unfamiliar,  worried  that  badges  may  be  viewed  as  "gimmicky“  and  that  over-­‐reliance  on  technology  may  adversely  impact  human  interac2on  parts  of  the  hiring  process  

The  Manufacturing  Ins2tute  (NAM)  

•  Define  competencies  important  to  various  manufacturing  sub-­‐sectors  

•  Use  badges  to  visually  represent  competencies  •  Badges  recognize  prior  learning  and  on-­‐the-­‐job  training  

•  Ties  directly  into  jobs  and  advancement  

Workforce: Manufacturing Institute

Workforce: Manufacturing Institute

2mbetterfutures.org

Badges.Coursesites.com