Personal Competence Development in Learning Networks

Personal Competence Development in Learning Networks Milo š Krav čí k Open Universiteit Nederland

Overview
Central Problem
TENCompetence Approach
Competence Development Procedure
Competence mapping & Gap analysis
Case Study
Personal Development Planner
Hands-on Session / Group Work

Central Problem
Knowledge society demands lifelong learning
Integrated support for informal and formal learning is missing
People are responsible for planning their careers – employability
Support of personal competence development is required

TENCompetence Project
IST/TEL Integrated Project – Sixth Framework Programme, EC
December 2005 – November 2009
15 core partners + Associate Partners
Aim: to build a technical and organizational infrastructure for lifelong competence development

TENCompetence Focus
Supporting individuals in development of their competences during the whole life:
I want to (further) develop a specific competence
I want a better job position
I want a new or different job
I want to keep my competences up-to-date
Integration of learning, working, relaxing

Competence
A competence is the estimated ability of an actor to deal with critical events, problems or tasks that can occur in a certain situation (at work, at home, etc.)
This estimation can be based on:
Self assessment
Informal assessment by others
Formal assessment by others

How will it work?
Members of Learning Network are learners and suppliers of learning activities and resources
Members do things, find learning activities & programmes, learn, share & discuss what they are doing, support each other , provide all kinds of feedback

Project Results
Open Source Software with OSI license
Core functionalities sufficient to set up the entire system
Not all optional components
Open Content with Creative Commons license
allows the content to be redistributed and changed (with credits)

TENCompetence Infrastructure
OSS services can be replaced by commercial ones
Self-sustainable after the project period as long as there are users
Network of (associated) partners to provide commercial and non-commercial services using the infrastructure

Integration Levels

Data Structure

Community
A Community of practice is a group of users who are regular actors in a particular situation and in a particular context. They can share their understanding of competence profiles and competences, as well as their competence development plans, learning actions and resources.

Competence Profile
A Competence profile is a set of necessary competences to handle certain situations. The competence profiles for the same situations or professions may vary from community to community even though the required behaviors are exactly the same.

Competence
A Competence is the estimated ability (disposition) of an actor to deal effectively and efficiently with critical events, problems or tasks that can occur in a certain situation (at work, at home, etc). This estimation can be based on self assessment, informal assessment by others, and formal assessment by others.

Competence Development Plan
A Competence Development Plan is a structured setup to support acquiring a specific Competence. There can be alternative plans for development of a certain competence and the user can choose one that best matches his or her preferences and requirements.

Action
An Action is a learning activity that a user has to perform to meet some educational objectives. It contains a description of the activity and a list of learning resources.

Resource
A Resource is any kind of knowledge resource that can be used in learning. By adding them to an Action the resources are placed in a learning context in which the user can use them in order to achieve a certain goal.

4 Phases of Education Process
Requirements analysis
Development of learning offerings
Provision of learning opportunities
Evaluation of learning outcomes

Competence Development Procedure
Competence Map
Tasks-Competences Matrix
Self-Assessment
Gap Analysis
Training Needs
Expert Facilitators
Competence Networks

Case Study
Paper based self-assessment
Responses from 53 participants
Problems:
people are too busy
personal information & data protection
Solution:
automatic, peer-assessment
access rights and control

18 Competence Profiles
Requirements analyst
Architectural designer
User interface / Interaction designer
System developer
Software tester
Database manager
Etc.

Proficiency Level
0 = none
1 = can apply this with support in a relatively simple and well organized situation
2 = can apply this independently in a relatively simple and well organized situation
3 = can apply this independently in complex situations
4 = can apply this flexible in complex situations, can evaluate the competence and can support others

1. Competence Map
Profile: Pilot Designer & Evaluation
Competences in the profile:
Given the aims of the project and the requirements of the software:
a. Be able to develop and execute an evaluation plan by selecting and applying the most appropriate quantitative or qualitative research design, according to the described principles in the methodological research literature.
b. Be able to develop and implement the data collection instruments (questionnaires, loggings, etc.) that are required according to the evaluation plan.
c. Be able to select and apply the most appropriate statistical methodologies, techniques and tools for statistical analysis. This includes the use of tools for statistical analysis (SPSS, SAS, R, spreadsheets, etc.).
d. Be able to interpret, report, present and discuss the statistical results (including the reporting in scientific papers).
Score: 0 1 2 3 4

2. Tasks-Competences Matrix

3. Self-Assessment

4. Gap Analysis
Compare and analyze what is required (2) and what is available (3)

5. Training Needs
Lowest proficiency levels
deployment (Systems manager, Service provider, Database manager)
design (Architectural designer)
Best proficiency level
TENCompetence member
For each competence - consider how many experts are needed to plan trainings

6. Expert Facilitators

7. Competence Networks
Competence network – purposes
collect and share relevant resources
annotate and rank them
discuss on open issues
find colleagues for collaboration
get guidance and advice from experts
organize and attend live events

Personal Competence Manager

PDP: Open Personal Development Plan

PDP: Select Goal

PDP: Self-Assessment

PDP: Plan Activities

PDP: Perform

Options
PDP: Hands-on session
http:// pdp.tencompetence.org
Competence Development Procedure: Discussion
How to improve it?
PhD Competence Mapping: Group work
Example: http://phd.surft.nl

Contact
Project Website: www.tencompetence.org
PhD Learning Network: www.partners.tencompetence.org
TENCompetence Learning Network: www.linkedin.com/e/vgh/1776107/
Papers: dspace.ou.nl
Contact: [email_address]

Personal Competence Development in Learning Networks

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