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From Badges to Breakthroughs


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Follow-up to #openbadgesMOOC,

Presentation to 2013 WCET Annual Meeting

Published in: Education, Business
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From Badges to Breakthroughs

  1. 1. From Badges 
 to Breakthroughs Dr. Deborah Everhart 
 Director of Integration Strategy, Blackboard
 Adjunct Assistant Professor, Georgetown University 
 Carla Casilli
 Director of Badge System Design + Implementation
 Mozilla Foundation 
 Anne Derryberry
 Associate, Sage Road Solutions, LLC
 Moderator: Dr. Ellen D. Wagner, Executive Director, WCET
  2. 2. Alternative Models of Postsecondary 
 Education are Gaining Traction •  Post-traditional student populations expect education that is flexible, relevant, and meaningful. •  The public’s interest in MOOCs is bringing attention to online learning. •  Expectations of institutional accountability have amplified questions about whether and how universities should be “scored.” •  The “ticking time bomb” of American student loan debt is changing consumer attitudes about the value of education.
  3. 3. New opportunities have emerged 
 from changing expectations •  Evaluating and awarding credit for student learning, wherever and however it has been acquired •  Degrees and certificates based on credits from courses as well as from assessment of prior learning, community service, and student portfolios •  Alternative credentials that recognize demonstrated competencies verified through direct assessment
  4. 4. New opportunities have emerged 
 from changing expectations •  In some vocational 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. •  Alternative credentials and microcredentials vary broadly in their quality and applicability to higher education; some may displace the need to earn an entire degree.
  5. 5.  
  6. 6. No badge is an island. No credential stands alone. Credentials work within a complex ecosystem.
  7. 7. Open Badges Ecosystem •  Primary Stakeholders –  Learners/ Job Seekers –  Learning Providers and Assessors –  Employers and other Badge Consumers •  Key Components –  Verification –  Authentication –  Validation
  8. 8. Learners/ Job Seekers
  9. 9. Learning Providers and Assessors
  10. 10. Verification
  11. 11. Employers and Other Badge Consumers
  12. 12. Authentication
  13. 13. Standards Organizations
  14. 14. Validation
  15. 15. 8 one summer eight weeks"
  16. 16. 1 one primary focus: address summer drop-off!
  17. 17. 5 five organizing principles S-T-E-A-M!
  18. 18. 3 three levels entry, city, challenges!
  19. 19. 100 one hundred+ organizations three core team members"
  20. 20. A-Z one massive canonical spreadsheet entry level!
  21. 21. 3 three types of badges participation, skill, achievement!
  22. 22. 6 six weeks reviewing + rationalizing countless fitful dreams!
  23. 23. Badge metadata criteria"
  24. 24. 1 one visual design template one bespoke tool!
  25. 25. ∞ one simple and effective tool many different designs"
  26. 26. 7 five + two beautiful city level badges S-T-E-A-M!
  27. 27. 3 three badge levels how do I get there?!
  28. 28. many one great experiment many happy kids!
  29. 29. 2014
  30. 30. 11,300,000 unemployed What’s going on?? 4,000,000 unfilled jobs
  31. 31. •  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            
  32. 32. •  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  
  33. 33. The Manufacturing Institute (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
  34. 34. Workforce: Manufacturing Institute
  35. 35. Workforce: Manufacturing Institute
  36. 36. 43  
  37. 37. •  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 44  
  38. 38. •  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 45  
  39. 39. Health Care Industry Patient Transporter Job Skill Skill • 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 Skill • CPR Certified ◦ Check for consciousness ◦ Restore blood circulation with chest compressions ◦ Clear airway using the head-tilt, chin-lift maneuver ◦ Apply rescue breathing techniques Skill 46   • Physically Fit ◦ Lift, carry, and transport patients of various body weights ◦ Ability to walk long distances ◦ Ability to be on feet for long hours
  40. 40. You can see your pathway. Apprentice Electrical Apprentice Fusion OEM Assembler Engineer Electrical Assembler Electrical Engineer Fusion OEM Fusion OEM - EE Degree You have a choice. 47  
  41. 41. Learning provides a perspective for all. Job Opening Candidate Instructor Electrical Assembler Timothy Chase Joe Garcia Fusion OEM Electrical apprentice workforce solutions I train people on: “Timothy is a hard worker and pleasure to be around.” - Joe Hanky 48  
  42. 42. •  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 49  
  43. 43. Postsecondary Badge Initiatives
  44. 44.
  45. 45.  
  46. 46. Thank you! Dr. Deborah Everhart 
 Carla Casilli
 @carlacasilli @openbadges 
 Anne Derryberry