Presentation to the President and Vice-President of Instruction at Community College of Denver

1. Market Relevant
Credentials:
The New “Normal”
Brenda Perea, Colorado Community College
System
November 11, 2016

2. 1. Paint a picture of how diverse credentials can add value
for students, workers, employers and other stakeholders
2. Identify actionable opportunities for:
 Using innovations underway to improve how we use credentials to
support learners and employers
 Priorities for changes that can be set in motion within our own
business practices
Goals for this session

3. • A documented award by a responsible and authorized
body that has determined that an individual has achieved
specific learning outcomes or attained a defined level of
knowledge or skill relative to a given standard.
• Umbrella term that includes:
Degrees
Certificates
Industry/Professional Certifications
Licenses
Badges
What is a Credential?

4. Credentialing
Marketplace
Many types of credentials
Fragmented, multi-layered, complex “system” that
doesn’t work well for employers, individuals or educators
Highly diverse and decentralized
Many actors:
schools, industry groups,
occupational groups,
licensing boards,
accreditors, and more
• Different purposes
• Different quality
assurance
mechanisms
• Different metrics for
awarding
• Difficult to understand
Public and employer policies struggle to keep pace with new
developments
The Problem…..

5. Why Do We Need Connected Credentials?

6. Connected Credentials Create On and Off Ramps for
Learners in the Journey Post-Secondary Education and
Careers

7. • 76 percent of CEOs of companies in the Inc. 5000 say finding
qualified people is a major concern for their companies.
• In a survey of 126 CEOs of major U.S. companies conducted by
the Business Roundtable and Change the Equation, 97 percent of
respondents cited the skills gap as a problem, and 62 percent
reported trouble finding applicants for jobs requiring information
technology and advanced computer knowledge
Finding and retaining people with the skills they need.
Employers Frustration

8. Connecting Credentials
Lumina Foundation/CSW/106 Co-Sponsors
National Summit – October 2015
Work Groups/Action Plan –
September 2016
Field-Based
Experimentation/Change
www.connectingcredentials.org
Connecting Credentials

9. • All learning matters -- wherever it’s obtained
• All credentials are based on learning outcomes/competencies
• Credentials are portable, transferrable, and easily understood by learners
and employers
• Learners and employers – the consumers of credentials -- can make
informed choices about the value of different credentials for their needs
• Credentials are supported by digital, comprehensive learner records that
communicate what the learner knows and can do, aggregate learning from
multiple providers, and add depth by providing access to work products
from the learner.
Key Attributes of a “New” System

10. • Workforce agencies have long worked with nondegree
credentials:
 certificates of completion
 work readiness credentials
 occupational certifications (e.g. CDLs)
• Shifting policy emphasis now:
 Competencies rather than seat time
 Stacking/combining credentials – career pathways
 Focus on employer adoption/use of credentials
Credentials & Workforce System

11. • Increasing use of smaller credentials to meet “just in time”
skill training
Looking Ahead
What Matters
• Concentrating on NOT creating dead end credentials and
trapping people in employment silos.
• Using credentials to help to connect K-12, higher
education, industry training to workforce pathways

14. Setting Badge Standards
• IMS Global Open Badge Extension for Education project
• Credential Transparency Initiative
• Right Signals Grant – Lumina/AACC
These initiatives are interested in:
– badge specification
– meaning of badges
– connecting badges to other credentials
– signaling the value of badges to students and employers.
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15. In Colorado--Why Badges?
Why Now?
Demands
Industry
Manufacturing Sector Shortage
of qualified workers =15,000
per year
May 2015
Executive Branch of Colorado
state government requested
alternative credentials
Solution
Identified Competencies that are
Learner Focused, Community
Centered and Industry Driven in
the form of Digital Badges
Transparency of learning
 Competencies at a granular level
 Link what knowledge to what a
badge earner “can do”
Portability
 Follows the learner through a life
long learning pathway
 Data can be verified and certified by
badge consumer

16. Digging Deeper into Badge Metadata

17. CCCS Badge Anatomy
This badge validates that an individual has the skills and knowledge to
successfully complete process planning, basic drilling applications,
machine set ups, operations, inspection techniques and safety
standards.
• Demonstrate safe and proper use of cutting tool assembly , tool
selection, process planning and setup to include: machine
configuration, selection, operation sequencing, and work-holding
concepts/devises, aligning cutters to center bunch, mounting stops,
movable vise-jaw adjustment.
• Effectively use machining applications of counter-boring,
countersinking, drilling, reaming and tapping applying correct
operations such as deburring and part loading (vise/fixture).
• Demonstrated ability to interpret block tolerances, line
types/conventions, orthographic projection, surface finish
requirements, and title blocks /revisions.
• Use geometrical dimensions and tolerancing feature control frame,
control symbols, tolerancing categories, characteristics in
inspections to ensure compliance to block tolerances, line types
and conventions, orthographic projection surface finish
requirements and title block and revisions.
• Link to the NIMS Credentialing site

18. Employer Decision-Making In
Credentials
How Can Digital Badges Help a Company With Talent
Management?

19. Digital badging can
connect employers to job
seekers.
Employer must have
access to a database of
badged specialists
Badged candidates must
have visibility into
employment opportunity
Seamless connection
as a result of
technology

20. 38% of organizations use or
plan to use digital badging in
the future.
81% will maintain or increase
their use of badges in the
future.

21. What’s the Difference
•Are easily understandable
•Assure quality
•Up to date
•Be interconnected
•Enable comparisons.
Digital Badges Capture Competency in Different Ways
Digital badges can be used by anyone to instantly display the
skills and competencies they have acquired from training or
professional development opportunities.

22. Common Uses for Digital Badges

23. The Values of Digital Badging

24. Badges Help Anyone Standout
From a Crowd
Use Competencies which Employers Understand

27. Real World Examples
IBM
 Started with external Badges
for industry recognized IT skills
 Quickly realized the value
added for talent management,
now is internally badging their
employees
Bank of America
 Understood hiring by competency
 Need for internal recognition of
competency identification
 Internally badging all their current
HR professionals
 Prepared to now handle
applicants digital badgesFossil
• Started with external badges for
mentoring students in design
• Quickly realized the value
added for talent management,
now is internally badging their
employees mentoring students
• Using digital badges in
leadership development
Microsoft
• Started with external badges
for IT skills
• Using digital badges for IT
certifications due to ability to
verify credentials

28. How Did We Start?
Sector Summits

29. Issuing Badges
• Access
the badge
Badge
• Review
the meta
data
Meta data
• Compile
the meta
data
Competencies
• Transcript
PLA
• Identify
granular
Competencies
Competencies
• Identify how to
measure
Mastery
Assessments
• Compile the
meta data
Meta data
• Issue digital
credential
Badges
Receiving Badges
E
C
O
S
Y
S
T
E
M

30. Building a Digital Badge
Digital
Badge
Certified by
recognized
brand
Articulates
marketable
skill(s)
Demonstrates
proof of learning
(rigor)
Aligns to
industry &/or
employer
standards
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31. CCCS Workforce Targeted Badges
Industry driven badge competencies: Technical Math, Machining, Engineering
Graphics, Faculty Development
WWW.CCCS.EDU/BADGES

32. Connecting Credential Competencies in
Advanced Manufacturing

33. Department of
Treasury, Machinist: Set
up and operate machines
for machining pieces at
unusual or compound
angles. Determine proper
gear train and gear ratios
to produce specific pitch,
lead, and pitch diameter for
various standard and
nonstandard screw
threads, making the
necessary computations
for differential, compound
and angular indexing.
Can Badges = Jobs?Barber-Nichols Inc.,
CNC Lathe
Machinist/Programmer:
Programming and use
of CNC equipment.
• Demonstrate safe/proper setup/use of: boring soft jaws or collet,
machine controls, mounting workholding devices, program verification
(dry run), setting geometry offset for center cutting tools, setting
XZ geometry offsets.
• Accurate selection of cutter applications/features/attributes to
manufacturer’s technical data references.
• Effective operations of: deburring, fixture/geometry offset
adjustments, machine controls/startup/shutdown/warmup, part
loading(vise/fixture) tool height offset adjustments.
• Inspection/verification of: feature with/out size, runout, surface finish,
and total runout.
• Executing applications of: facing, OD turning.
• Effective process planning, to include: machine
configuration/selection, operation sequencing and work-holding
concepts/devises.
• Accurate programming of: cutter radius compensation, developing
and interpret setup sheets, fixture offsets, motion commands, plotting
coordinates, program structure/formats, code memory, rectangular
coordinate system, and selecting program zero.
• Link to the NIMS Credentialing site

34. Aligning to Standards
• “Unique and dynamic way to present certificates and record
achievements through social media channels”
• “…the use of digital badges provides us with a proven and verified
method of showcasing all of our education efforts and
achievements.”
• “Because of the verifiable rigor, and the ability to align the training
to our specific industry or employer standards, we are ensured that
our employees have gained the knowledge and skills necessary to
be proficient in their positions.”
• “…as our employees share their badges via social media networks,
business and industry benefit from the social media exposure each
time a badge is shared.”

35. The Voice of the Learner
“I posted the badge on my LinkedIn account. I think the badge
could be a great resource when I am looking for a promotion
with Cleary. It demonstrates what I know and that I took the
time to learn.” – Blake N., Fremont NE
“I have it on my LinkedIn, it is another way to show what I
have achieved. I think it could also be great to demonstrate to
potential clients that I have the knowledge to provide them
with the best solution every time.” – Michael H., Cokato, MN
“It was nice to be able to post something about my new
career with Cleary, it was something I was proud of and
marked a new part of my life.” – Patrick L., Butler PA
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Madison Are Technical College Students with Non-Credit program badges

36. Badges on the Horizon
Cyber Prep
STEMsCO Machining
Welding-based on AWS standards
MicroSoft Academy
Student Leadership to Workforce
LCC’s President’s Leadership Academy
Machining (Gunsmith to Agr. Business)
Automotive based on ASE
OSHA
Full Stack and/or Multimedia-Graphic Design
IT such as, Cisco, A+, Ruby on Rails
Healthcare IT