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Open Badges - Milestones for Learning and Careers

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Originally developed for the CAPLA 2015 Conference and updated several time since then, this fast-paced presentation explores evolving global practices for digital credentialing systems using the Mozilla Open Badges standard.

It frames the needs, outlines how Open Badges meet those needs, then provides living examples, case studies, and active research across a wide variety of contexts.

Open Badges are used as digital credentials by educators, professional bodies and employers around the world because they provide a better way to recognize learning, especially learning that takes place outside a classroom. They are trustable quality tokens of skills and achievements that can be displayed in e-portfolios and social media.

Open Badges are modular and ”stackable”: they can be linked together into flexible development pathways and can support Competency Based Education and RPL.

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Open Badges - Milestones for Learning and Careers

  1. 1. Open Badges Milestones for Learning and Careers Red River College “RPL@Noon” January 21, 2016 Presentation support page: bit.ly/openbadges4he
  2. 2. “Paper Silos” Issues with certification today freedesignfile.com/92259 Transparency issues  “Dumb” paper often needs other documents, e.g. syllabus  Proxy only – not the “whole story”  Easy to forge Physical issues  Difficult to share, easy to lose Recognition issues  Lack of granularity  Lack of context  no links to supporting evidence  Experiential learning not valued  Lack of alignment, transfer, articulation (“stackability”)
  3. 3. Employers want competency credentials cwf.ca April 2015 “...training to competencies is faster, easier and cheaper than “going back to school” to earn a new credential.”
  4. 4. Education à la carte: Udacity www.udacity.com/nanodegree
  5. 5. “The Ones That Got Away” Study: completion stats miss the point! WestEd Slideshare Key Findings about non-completion of programs: 1. Many non-completers had significant earnings gains 2. Economic value: content vs. credential 3. Non-completers are “non-traditional” students 4. Unknown factor: value of 3rd party credentials
  6. 6. Trends in Professional Credentialing • Use technology to: • reduce waste (paper, effort) • increase quality • Re-use credential information for: • onboarding • HR planning • Performance review • Accreditation • Quality Assurance, systemic analysis • Enable “continuous credentialing” SEER Health: The Future of Provider Credentialing
  7. 7. Soft Skills disconnect... 2015 AACU Study
  8. 8. 70:20:10 Rule Not all learning takes place in the classroom deakinprime.com wikipedia.org Estimated time spent in school and informal learning environments. Best available statistics for a whole year basis on how much time people at different points across the lifespan spend in formal instructional environments. (Reproduced with permission of The LIFE Center.) Continuing Education learning delivery model at DeakinPrime (Australia) “Balances the need for you to practise and learn in the workplace while providing you with the foundational understanding required to reposition your mind.”
  9. 9. Co-Curricular Records A transcript for graduate employability ccr.utoronto.ca bit.ly/TrentU_CCR
  10. 10. ePortfolios What are they? “…collections of digitally represented artifacts that: • document practice • include reflection • integrate experience • map to goals and/or standards • promote deep learning & knowledge transfer Tracy Penny Light, CAPLA 2013 • NB: Formative and Summative (“FOR/OF”) • Workshop/Showcase
  11. 11. >75% 5 key learning outcomes: critical thinking, complex problem-solving, written and oral communication and applied knowledge in real-world settings “It Takes More than a Major” 2013 survey of 318 employers bit.ly/AAEEBL13_AACU Association of American Colleges & Universities (AAC&U) 93% Candidate’s demonstrated capacity to think critically, communicate clearly, and solve complex problems is more important than their undergraduate major >80% An electronic portfolio would be useful to them in ensuring that job applicants have the knowledge and skills they need to succeed in their company or organization
  12. 12. Your “Accidental ePortfolio” Tracking your digital footprints – study 0% 10% 20% 30% 40% 50% Use Google or other search engines to research candidates Research the candidate on Facebook Monitor the candidate’s activity on Twitter Employers who would… n = 2,775 US/Canada July 2013 cb.com/18xbgez Some of the search activity happens before candidates are even called for a job interview.
  13. 13. Is LinkedIn enough? With ideas from: Does LinkedIn work as an ePortfolio? PRO Awareness Workplace focus Evidence Slideshare, infographics, videos Recommendations (?!) Social network “Friend of a Friend” Personal Learning Network LinkedIn Groups Timelines Lynda.com CON Lack of flexibility Customization, alignment Versioning Interoperability - feeding to/from other sites No Archiving File storage No private modes Reflection, formative assessment, mentoring Minimal learning support Self-assessment, plans, rubrics, etc. Audience bias White collar Older worker (79% are 35+) Ownership/privacy control Terms of Use, business model
  14. 14. Is LinkedIn Your Competitor? jobboardfinder.net
  15. 15. Benefits of ePortfolios Employer acceptance 2015 AACU survey aacu.org 2015 EVIDENCE OF SOFT SKILLS IS KEY e.g. “effective communication, applied skills, evidence-based reasoning, and ethical decision-making” Designed for learning and development More supportive, flexible than Web 2.0 tools; good for RPL Personal control and privacy Not at the mercy of social media business models Integrated public/private use Archive, reflective chamber, showcase, recognition tool
  16. 16. University President’s Vision Alan Davis, Kwantlen Polytechnic University What would Proust have done with an eportfolio – Dr. Alan Davis, ePIC 2013
  17. 17. Idealized as a Personal Learning Environment Individualized learning & performance support Alec Couros 2010
  18. 18. ePortfolio Use in Canada Informal CarletonU scan in 2014 Ontario  Carleton, Brock, Guelph, McMaster*, Guelph, Mohawk, OCAD, OISE, Ottawa, Queens, UOIT, Toronto, Windsor, Western, Wilfrid Laurier, Waterloo  Royal College of Dental Surgeons of Ontario, College of Medical Radiation Technologists of Ontario, De Souza Institute (Nursing) Outside Ontario  Athabasca, Alberta, Saskatchewan...(RRC Pilot!) More prevalent in US, UK, AUS, NZ
  19. 19. Critical mass in the US 52% US undergraduates use ePortfolio Campus Computing 2013 (n=451)
  20. 20. ... But Not a Magic Bullet Implementation-dependent  Need to be clear about purpose, ownership  Need to make it work for multiple stakeholders  Needs clear outcomes, competencies “Softness”  Can be hard to assess at scale  Pros & cons of “holistic” assessment  Remixable, but not modular or “articulate-able” Technology limitations  Often an LMS extension (technically and cognitively)  Silo - integrated toolset may not mesh with learner’s actual PLE (arriving or leaving)
  21. 21. www.britishbadgeforum.com/forums/showthread.php?t=7253 metronews.ca/ Origins of Badges Authority Badge Tracking Android App Since pre-Roman times Blue Light Achievement Affiliation Skills Military Scouting Heraldry
  22. 22. A digital representation of an accomplishment, interest or affiliation that is visual, available online and contains metadata including trusted links that help explain the context, meaning, process and result of an activity. As an open artefact, the earner can present the badge in different contexts from which it was earned. What is an Open Badge? Micro-credential – portable record of learning Clear progress markers motivating learners, supporting advisors Flexible learning pathways granular, incremental, multi- source, laddered, remixable Online trust system demonstrate skills & capabilities proof of performance backed by issuer Visual branding issuers and earners
  23. 23. What is an Open Badge? Different perspectives… “…a simple digital standard for recognizing and sharing achievements, skills and performance over networks.” or: ...a node in a network of trust SUMMATIVE ASSESSMENT A micro-credential A discrete record in a modular eportfolio TECHNICAL DESCRIPTION A portable “smart” graphic with embedded data and links to supporting information FORMATIVE ASSESSMENT A reward for positive (prescribed) behaviour A marker on a development path
  24. 24. Some uses of badges can be combined... Recognize Status Reputation Group affiliation transformingassessment.com/TA_webinar_5_mar_2014_Simon_Cross.pdf Keep artefacts Souvenirs of experience Motivate learning “Game mechanics” Set goals (missions) Track progress Set goals Learning pathways Assess & Recognize Learning Formal, non-formal, informal Fill recognition gaps not currently well- served
  25. 25. Open Badges and Gamification Some similarities, some differences Game Mechanics Open Badges Points (xAPI), sub-badges Levels Milestone badges Quests Badge pathways Mastery Competency Bonuses, “easter eggs” Stealth badges Leader boards Social networks Formative Formative & summative Internal recognition External recognition
  26. 26. Adding value to grades Purdue University Open Badges Grades Learner control over presentation and “ownership” A-F grading system focuses on sorting-based assessment. Transparency of learner attainments and mastery Can be opaque, not always indicators of actual capabilities. (Often) provide specific evidence for learner attainments from life- wide contexts Do not explicitly address informal learning except via Recognition of Prior Learning (RPL) processes Adapted from Bill Watson, PurduePoly 2014 (YouTube )
  27. 27. ADULT YOUTH Open Badges: Lifelong, Lifewide Learning LOW STAKES HIGH STAKES Volunteer Experience After School Programs Classroom Engagement Workplace Engagement MOOCs Co-Curricular Record Admission to Higher Ed Admission to Post Grad Schools Job Hire Conferences Recognition of Prior Learning Employability Portfolio Career Transition Communities of Practice Memberships, Affiliations Awards, Achievements Tracked PD Professional Credentials “Soft” Credentials Formative Feedback Awards, Achievements Continuing Education Employee Development
  28. 28. www.badgealliance.org/why-badges/ A new skills ecosystem Open Badges, micro-portfolios in social networks Going digital helps… searchingdeconstructingvalidating aligning sharingcombiningassessing “valorizing”
  29. 29. Open Badges & social media Curated in ePortfolio Interactive criteria Pulled from Backpack LinkedIn Profile Facebook timeline
  30. 30. Workforce lifecycle with Open Badges City & Guilds (UK vocational qualifications body) bit.ly/pipeline-CandG
  31. 31. Open Badges & workplace learning Filter new hires Track internal training Broker external training Recognize informal, experiential learning Build skills passports, eportfolios Assemble teams Build organizational portfolios Develop careers, groom talent Benefits for employers
  32. 32. Early Trends
  33. 33. Early Trends - Summary • >6 million badges issued, thousands of issuers • Early adoption: • K12, After School, Community Programs (youth) • Professionalization and PD • Product training (esp. ICT) • Business Soft Skills • PACE, non-degree programs, contract training • Testing Recognition • Pre-employment training, testing • (In-course game mechanics) •Emerging: badge ecosystems
  34. 34. Supporter to Reporter (S2R-UK) Transforming interests into skills www.digitalme.co.uk/s2r Project based learning programme that develops skills and confidence through sports reporting
  35. 35. Cities of Learning: Next Chapter www.lrng.org/cities
  36. 36. Professionalization & PD Unregulated: •AXELOS •HR Certification Institute •AACE (total cost management) •Society for Human Resource Management (SHRM) •International Board of Credentialing and Continuing Education Standards (IBCCES) •ASIS International Regulated: •American Board for Certification in Orthotics, Prosthetics & Pedorthics •Institute of Management Accountants •Association of Clinical Research Professionals
  37. 37. Regulator & Sector Council: 192,000 workers in Scotland badges.sssc.uk.com/badges  Work based qualifications:  enter with little education, achieve a degree  Open Badges to recognized informal learning  Potential for formalized RPL later
  38. 38. Educator PD (K12 & PSE) One example, lots more to show educause Community Service Communications Leadership Development Awards Subject Matter Development
  39. 39. Product training (esp. ICT) REALLY popular Sample issuers: •IBM •Adobe •Oracle • Autodesk •Hortonworks
  40. 40. US Community Colleges (PACE, ICT) ict-dm.net
  41. 41. Madison College CBE PACE & Contract Training Strategic Objective: Creation and promotion of innovative, market-based credentials in credit, non- credit and customized programming (i.e. Badges) Modular curriculum, learning pathways based on clear standards and outcomes Kate Radionoff “Digital Badges 3.0”
  42. 42. Colorado Community College System Badge Consortium Consortium of PSE institutions, business and workforce to create a comprehensive badging ecosystem to address stakeholders (education, industry/ business & workforce) needs.. ...where digital badges convey value through micro- credentialed learning. slideshare.net
  43. 43. Colorado State University Granular learning pathways Community focused Industry driven Learner centric Ecosystem friendly slideshare.net/secret/xBjQY3Ipdsc06l bit.ly/1E0TqAM “...an opportunity to facilitate large numbers of learners from across the world with just- in-time education from a multitude of educational providers.”
  44. 44. Testing recognition
  45. 45. Pre-employment training youracclaim.com/
  46. 46. Business soft skills
  47. 47. Business soft skills training http://bit.ly/1LhzYTp
  48. 48. Leadership Training – BC Can you say BRANDING? http://badges.roygroup.net/cert/?CID=88827 • Issued: 952, accepted: 220 • Accepted on LinkedIn: 92% ENDORSEMENT:
  49. 49. Lipscomb University/Polaris Fortune 500 Competency Performance Model www.lipscomb.edu/professionalstudies/core-for-employers “CORE measures 15 competencies on a badge system, which is based on a nationally respected and Fortune 500-proven competency performance model—the Polaris Assessment System. Companies already utilizing this system include Nike, PetSmart, Disney, Mars, Wendy’s among many others.”
  50. 50. Recognizing Co-Curricular Learning University of Michigan
  51. 51. “If you add up all the time undergraduate students spend in their four years at college, only about 8 percent of their time is on the curricular, and 92 percent is on everything else. ....the light really went on when we saw how well the service learning students picked up on this opportunity to earn badges and showcase them in their eportfolios, at the same time truly highlighting, as never before, their co-curricular experiences.” G. Alex Ambrose Professor of Practice, Associate Ass. Director of ePortfolio Assessment Kaneb Center for Teaching and Learning University of Notre Dame Showcasing the Co-Curricular ePortfolios & Open Badges at Notre Dame campustechnology.com
  52. 52. Deakin University Badges for Employability Soft Skills “Communication is the fundamental generic skill needed to attain employment and to engage in professional written, oral and interpersonal communication with colleagues, clients and the general public.” deakin.edu.au
  53. 53. Deakin University Displayed on Social Media t.co/ior8y5pbqe
  54. 54. DeakinDigital: Credentials for your career deakindigital.com Recognition of Professional Practice Targeted at mid-career professionals; an alternative to traditional higher education Lower cost, less time commitment Modular evidence-based credentials for capabilities achieved through independent learning, experience and employment Meaningful to employers Used for continuous career development
  55. 55. Emerging in Canada Early Adopters (#badgeCAN)
  56. 56. Career Pathways Humanitarian PLE - across the career lifecycle Talent Pipeline Recruitment Induction Formative Assessment Gap Training Team Building Performance Management Talent Management Experience Achievements Professional Development Career Development Leadership Development SME Specialization Career Change Outplacement External Performance Support Google, YouTube External repositories Coaching and Mentoring Other External Learning MOOCs, Open Ed Resources, Personal Learning Network, Communities of Practice OCBA OCG Academic recognition? New Career? OCB OCA OCP Other MSF LMSs such as: HRIS/ERP Systems Performance Management System Talent Management System Skills Marketplace Demand Supply Badge Passport/ ePortfolio Digital Credentials External Recognition Other Humanitarian LMSs such as: Workplace Assessments & Achievements New Mission? New MSF role?
  57. 57. A Badge-Enabled Skills Ecosystem “Small pieces, loosely joined” Promotion New Specialization New Career New Mission TYPES OF LEARNING AND RECOGNITION RECORD OF LEARNING DISPLAY OF LEARNING TRANSFER OF LEARNING and/or: Mozilla Backpack Open Badge Passport & other Backpacks Websites: Online Communities: ePortfolios: Skills Passport LMS Profiles: Informal and Non-formal Workshops, CoPs Formal PSE/PD e-Campus Logistics Roles Awards & Recognition Experiences (debriefed) HAITI 2010 Functional Skills Trainer WatSan
  58. 58. “The Ones That Got Away” Study: completion stats miss the point! WestEd Slideshare Key Findings: 1. Many non-completers had significant earnings gains 2. Economic value: content vs. credential 3. Non-completers are “non-traditional” students 4. Unknown: value of 3rd party credentials Implications for Open Badges: 1. Badge sub-skills for employability Recognize discrete sub-skills within larger programs that are valuable in the workplace 2. Badge individual program outcomes Quantify the value of short-term course-taking: granular measurement of program quality
  59. 59. Badge Quality Report Card How Open Badges can support RPL RPL Principles Open Badges Context, Purpose, Value, Benefits To Learners, Organizations, Society “Get recognition for skills you learn anywhere.” Learner centred, employer friendly, lifewide Internal governance Policies, management, administration External to the technology Assessment Processes and technical requirements Requires good badge system design “Easy to do badges badly” Quality Assurance Procedures, standards Transparent criteria, evidence, assessment Requires good program design & admin Validation (valorization) Equivalency; qualification frameworks & standards Modular, stackable, remixable, exchangeable Pathway mapping, progress indicators Alignment, Endorsement (coming in 2016) External roles and responsibilities Coordination of stakeholders, jurisdictions Global community, open standard Requires regional engagement, protocols capla.ca/quality-assurance/
  60. 60. The value in Open Badges Bryan Mathers
  61. 61. Open Badges, CCR, ePortfolios Friends...with benefits? Academic Transcript Co-Curricular Record Experienced Learning Formal Learning ePortfolio/ Passport Accredited Experiential Learning Degree Courses Thesis / Capstone Project Unapproved Co-Curricular Activities Work Experience -past -current Open Courses, PD Approved Co-Curricular. Activities Personal Life Experience -past -current PLAR/RPL
  62. 62. How do I get started?
  63. 63. Wait - Are Open Badges for You? Some questions to ask (similar to ePortfolio) Behavioural goals? Redeemable worth? (Recognition Value) Worth the effort? Filling a void? Marketing ROI? Value add? Champions? Sustainability? What would your badges “buy”? Have you talked to employers? Internal leadership? Professional bodies? Employers ? Cost structure? Who will maintain & improve it over time? Engagement, feedback, recognition, development? Skills frameworks?
  64. 64. Bringing Badges in … should you decide to do so Based on: MichaelBoll.me Begin with “why”? Lead with the need: engagement, retention, behaviour change, branding, etc. Learn from others Join the global community Sr. Leadership support to sustain & scale Find early adopters PACE? Co-Curricular Records? Work Integrated Learning? Make the mechanics easy for both issuers & learners Make it Professional Get appropriate technical & design resources Plan Consider building a logic model “Fail early” Start small, get it working Improve over time Market! Presentations, elevator pitches, gentle nagging Publicize adopters (news, awards, etc.) Reports, statistics
  65. 65.  Make/adapt your own (FOSS)  Extend your LMS*  License & install proprietary SW  Software as a Service Getting started DIY versus Supported  Explore: earn a badge, display it  Immerse: research, LPP (lurking) in badge community  Experiment: design a badge, design a small badge system  Pilot, build internal support, implement, maintain and improve Badge Canvas Design Principles Card Deck Do It Yourself  Workshops: awareness, train the trainer  Design & implementation support  Technology support Supported Technology choices
  66. 66. Open Badges Ecosystem Road Map Open skills exchange – modular, flexible, interoperable Mozilla Backpack Store, Share, Display Open Badges Open Badge Factory Create, Issue, Manage Open Badges Open API Global Badge Community Issuers, earners, consumers eLearning Platforms ePortfolio Platforms Community Platforms WordPress (CMS) New & future plug-ins to: Open Learning Massive Open Online Courses (MOOCs) Open Educational Practices (OEPs) ePortfolios Personal Websites Communities of Practice ERP/HRIS Other display alternatives Career portals LMS SAP, Oracle (ERP/HRIS) LinkedIn, Facebook Talent Management Open Badge Passport store, share, connect skills passports badge communities “badge analytics” Issuer Groups Earner Passports Push, Share, Upload Upload
  67. 67. The future is already here; it’s just not very evenly dis tributed. William Gibson Final thoughts en.wikiquote.org openepic.eu
  68. 68. Don Presant don@learningagents.ca @donpresant littoraly.wordpress.com bit.ly/openbadges4he