An upside down way to self-issue open badges
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1. The document describes an "upside-down" approach to open badge pathways where learners design their own pathways by first adding a parent competency or goal statement and then earning badges to provide evidence supporting that competency over time. 2. It explains how this is different from the standard approach where authorities design linear pathways and learners must earn child badges in a predetermined order before earning the parent badge. 3. An example is provided of someone who worked with their employer to incorporate open badges into their annual performance review process by creating a pathway containing their goals and competencies using the upside-down approach.
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An upside down way to self-issue open badges
- 1. Self-Issuing Open Badges Making it reputable with OB 2.0 and upside-down badge stacking
- 2. Open Recognition Alliance’s MIRVA Project Make Informal Recognition Visible Actionable
- 4. Step 1: A learner identifies a competency or goal that she is interested in developing or achieving, or that she believes she has already developed or achieved. I would like to get better at writing project charters.
- 5. Step 2: The learner adds a competency or goal to a pathway. I’ll use this competency statement from PMI. Competency: Project Charter Develop a project charter during the project initiation phase that aligns the project to business needs, determines scope, identifies risk, and identifies key stakeholders. Competency: Scope Meta-Competency: Manage projects successfully Competency: Budget Competency: Schedule Competency: etc.
- 6. Step 3: The learner earns badges that support the claim of the competency statement, or that serve as evidence of progress toward the stated goal. Badges can be self-issued. Competency/Goal: Project Charter Develop a project charter during the project initiation phase that aligns the project to business needs, determines scope, identifies risk, and identifies key stakeholders. Competency: Scope Meta-Competency: Manage projects successfully Competency: Budget Competency: Schedule Competency: etc. I issued the last two badges to myself.
- 7. Step 4: The learner’s supporting badges are endorsed by others. This badge describes how I’ve demonstrated project charter writing skills at work. Yes! I worked with her on that project and she wrote a great charter.
- 8. Standard badge pathway design Parent / Meta-badge Child Badge 1 Child Badge 2 Child Badge 3 Child Badge 4 How is this different? In the “standard” approach* to badge pathway design, an authority designs the pathway and the learner’s job is to follow the prescribed path. The learner begins by earning the child badges. Once she has earned a predetermined number of badges, only then does she earn the meta-badge. This works well for many use cases. However, the authoritative and predetermined aspects of this pathway design approach don’t work so well for learners designing their own pathway. *There isn’t really a standard pathway design. It’s only my subjective observation that the linear or tiered approaches seem to be the most common.
- 9. How is this different? Upside-down badge pathway design Parent Competency Child Badge 1 Child Badge 2 Child Badge 3 Child Badge 4 Child Badge 5 Child Badge 6 Child Badge 7 Child Badge 8 In the “upside-down” approach to pathway design, it’s reversed. The learner designs her own pathway. The learner begins by adding a parent competency to the pathway, which acts like a meta-badge in that it is an overarching claim about the her own competencies or accomplishments. Only after acquiring the parent competency does the learner start to earn badges, which act as evidence supporting the claim of the parent competency. The more badges and endorsements the learner earns, the more compelling her claim begins to look.
- 10. Let’s try it I wanted to put this approach to the test. My supervisors and HR department agreed to incorporate open badges into my 2018 performance reviews. I identified four goals for the year of 2018. My department has also defined competencies related to title progression. I created a pathway, using Badgr’s Pathways tool, that contains my performance review goals and competencies related to title progression. Here’s a blog post about it: https://stinjitsu.wordpress.com/2018/05/21/designing-a-pathway-for-self-issuing-op en-badges/
- 12. Find this session interesting? Please endorse me for it on MyMantl. https://goo.gl/STLUBn