Download to read offline
Uploaded byDon Presant
Ontario Open Badges Forum - Don's Deck
The document outlines an agenda for a conference discussing open badges and their role in modern education and workforce development. It emphasizes the importance of adapting educational practices to a changing job market and the need for recognition of all forms of learning. Additionally, it addresses the benefits of digital badges for skill validation, career development, and personalized learning pathways.
More Related Content
Similar to Ontario Open Badges Forum - Don's Deck
Ontario Open Badges Forum - Don's Deck
- 1.
- 3. 09:00 Welcome, OpenBadges 101 10:00 Workforce 11:00 Youth, Apprenticeship, Adult 12:30 Lunch! 13:15 Post Secondary 14:00 Open Recognition Ecosystems 15:15 Reflection, next steps, final remarks 16:00 End Agenda
- 4. #BadgeOntario bit.ly/BadgeOntario2017 K -12 post-secondary government non-profit for-profit Housekeeping (not as shown) bit.ly/Reflector17-11
- 5. David Porter, CEO,eCampusOntario WELCOME
- 6.
- 7. and while you’relistening …
- 8. Volatile ~ Uncertain~ Complex ~ Ambiguous (and dangerous) Learning in a VUCA world sceptrefellows
- 9. The future ofjobs World Economic Forum: Future Of Jobs 2016 Across nearly all industries, the impact of technological and other changes is shortening the shelf-life of employees’ existing skill sets. Overall, social skills—such as persuasion, emotional intelligence and teaching others—will be in higher demand across industries than narrow technical skills Top 10 Skills in 2020 1. Complex problem solving 2. Critical thinking 3. Creativity 4. People management 5. Coordinating with others 6. Emotional intelligence 7. Judgment & decision making 8. Service orientation 9. Negotiation 10.Cognitive flexibility
- 10. WEF: Recommendations forAction Make HR more strategic – get in front of trends Inform decisions with data analytics Implement more flexible, virtual work models World Economic Forum: Future Of Jobs 2016 SHORT TERM LONG TERM Break down educational silos: • Humanities/Sciences, education/work (WIL, etc.) Incentivize lifelong learning (time, motivation, means) Collaborate across sectors
- 11. Disruption: Education àla carte www.udacity.com/nanodegree
- 12. Disruption: LinkedIn Learning linkedin.comslideshare.net/LinkedIn
- 13.
- 14. Escaping from “seattime” Competency Based Learning hbr.org “… high-quality learning pathways that are affordable, scalable, and tailored to a wide variety of current and emergent industries, based on competencies, not courses.” ingegno.in
- 15. 70: 20: 10L-i-f-e-w-i-d-e learning deakinprime.com / wikipedia.org
- 16. Recognition as aright “… all kinds of learning and training outcomes deserve to be valued and validated, regardless of where and how they were obtained”unesco.org
- 17. UNESCO Guidelines for Recognition,Validation and Assessment (RVA) Equity and inclusiveness The right to access and engage in any form of learning and have learning outcomes made visible and valued. Equal value of formal, non-formal and informal learning Competences from non-formal and informal learning on par with those obtained formally Centrality of individuals Respect and reflect individuals´ needs, and their participation should be voluntary Improve the flexibility and openness of formal education and training Diverse forms of learning, taking learners’ needs and experiences into account Quality assurance Relevant, reliable, fair and transparent Stakeholder partnerships Shared responsibility from design through implementation and evaluation
- 18. Opening up Education bit.ly/OpeningUpEd a)issuing a certificate, diploma or title b) acknowledging & accepting credentials, such as a badge, a certificate, a diploma or title issued by a third-party
- 19. Ontario’s call toaction rethinking … learning resources credentials the learning experience David Porter, BC Open Badges Forum
- 20. How do wemore broadly address the experiential learning desires of students? Driving growth and innovation through technology-enabled learning eCampus Ontario How do we provide students with relevant real-world projects as practical experiences? How to we allow employers to audition student talent while the students are still in school? How can we provide self-managed environments for supporting experiential learning? David Porter, BC Open Badges Forum
- 21. Paper silos: Issueswith 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”
- 22. Example: Transcript forgraduate employability ccr.utoronto.ca
- 23. Trends in professionalcredentialing 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
- 25. Scouting Achievement Heraldry Affiliations Blue Light Authority Military Rank &Skills www.britishbadgeforum.com/forums/showthread.php?t=7253 metronews.ca/ History of recognition using Badges Since pre-Roman times ... Badge Tracking Android App
- 26. Clear progress markers motivating learners, supporting advisors Flexible learning pathways granular, incremental, multi-source, laddered, remixable Visual branding issuers and earners Online trust system demonstrate skills & capabilities proof of performance backed by issuer 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. Micro-credential – portable record of learning What is an Open Badge?
- 27. Some badged learningpathways
- 28. Mapping badgespace credentials digital badges Open Badges micro- credentials CCBY Doug Belshaw dougbelshaw.com Standards-based & interoperable No image requirement
- 29. Immediate transparency, instantvalidation Interactive digital credentials
- 30. Share on socialmedia LinkedIn for “résumé worthy” badges also
- 31. Some uses ofbadges (can be combined) transformingassessment.com/TA_webinar_5_mar_2014_Simon_Cross.pdf Recognize status Reputation Group affiliation Keep artefacts Souvenirs of experience Motivate learning “Game mechanics” Set goals, track progress Personal learning pathways Assess & recognize learning Formal, non-formal, informal Fill recognition gaps
- 32. v2.0 Open Badgespecification Improved Linked Data / JSON-LD support • more flexibility, interoperability Embedded evidence and criteria • more portability More flexible recipient identifiers • email, telephone number, url, profile id Internationalization and multi-lingual badges Security improvements, new image metadata for accessibility Improved alignment to external frameworks and objectives • by issuer, by consumer/3rd party, can be part of endorsement Third Party Endorsement • badge issuer, badge class, badge assertion
- 33. Badges: transparent lensesfor your vision of learning Quality
- 34. Badges: transparent lensesfor your vision of learning
- 35. Open Badges: Amosaic of lifelong, lifewide learning LOW STAKES HIGH STAKES Volunteer Experience Talent Pipeline MOOCs Co-Curricular Record Workshops Admission to Post Grad Schools Job Hire Conferences Formal Recognition of Prior Learning Career Transition Communities of Practice Memberships, Affiliations CPD Certification “Light Touch” Credentials E-learning Courses Awards, Achievements Continuing Education Employee Development … diverse signals of capability and potential
- 36. Badge taxonomy fromPenn State Chris Long
- 37. www.badgealliance.org/why-badges/ VISION: a skillsnetwork Open Badges, micro-portfolios in social networks Going digital helps… searchingdeconstructingvalidating aligning sharingcombiningassessing “valorizing”
- 38. Transforming interests intoskills Supporter to Reporter (S2R-UK) www.digitalme.co.uk/s2r Project based learning programme that develops skills and confidence through sports reporting.
- 39. Beyond grades andstandardized tests High School to PSE transition slideroom.commedium.com blog.credly.com
- 40. Trades Certification -City & Guilds/Worldchefs worldchefs.org/Certification Issued using sharable Open Badges
- 41. 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
- 42. Employability soft skillsshared on social media Deakin University Hallmarks t.co/ior8y5pbqe
- 43. Professional & ContinuingEducation, Contract Training madisoncollege.edu/badges
- 44. Onboarding, Certification, Leadership,Volunteer recognition… Professional Community educause.edu/badging
- 45. One company mappingtalent globally bit.ly/IBM_HeatMap
- 46.
- 47. Open Badges, ePortfolios&“Badge Passports” Benefits of a new skills currency Visually efficient and appealing Engages, builds confidence, provides continuing feedback Individual pathways, multiple sources of learning Formal non-formal informal learning Modular, stackable, diverse, re-mixable, portable, shareable Programs not completed can be partially recognized and recombined Add evidence, reflection as appropriate Drill down to specifics or roll up into larger outcomes Combined in badge passports and ePortfolios Common standard for skills exchange Trustable, easy to understand Transparent criteria, evidence, issue/expiry date Flexible alignment to frameworks, requirements, training plans Issuing organization validated and branded by the badges it issues; maintains ongoing connection to earners Learner centred, employer friendly
- 48. Some questions toask Are you a potential Open Badges issuer? Behavioural goals? Redeemable worth? worth the effort? filling a void? marketing ROI? Value add? Champions? Sustainability? what will your badges “buy”? have you talked to employers? students? internal leadership? professional bodies? employers? cost structure? who will maintain & improve it over time? engagement? feedback? recognition? development? skills frameworks?
- 49. LMS? * Make/adapt yourown (FOSS) License & install proprietary SW Cloud Service DIY versus Supported Getting started Badge Canvas Design Principles Card Deck Do It Yourself Workshops: awareness, train the trainer Design & implementation support Technology support Supported Technology choices 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
- 50. Open Badges 101:the course Want more? badges.thinkoutloudclub.com
- 51. Tell us whatyou think in 15 minutes or less! Weaknesses ? Strengths? Opportunities? Threats?
- 52. David Suess, CME& Jeff Griffiths, Griffiths-Sheppard Gina Van Dalen, ITAC Talent and BTM Forum Alan Bostakian, Great Place to Work Val Thomas & Lauren Hunter, Talent Cloud, Treasury Board of Canada Secretariat Kevin Taylor, College of Respiratory Therapists of Ontario (CRTO) Workforce
- 53.
- 54. Membership, awards, accreditation,certification thelpi.org/digital-badges/
- 55. 192,000 workers inScotland Regulator & Sector Council 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
- 56. Humanitarian Passport Initiative OpenBadges Pilot
- 57. Global recognition -across agencies & sectors Humanitarian Passport Initiative MISSION “To better enable people to assist communities affected by or vulnerable to crises by facilitating their access to quality learning and recognition of skills and experience based on professional standards.” WHAT Innovative and useful digital space for humanitarians to establish, support & share skills, experience & learning, using recognized professional development frameworks WHY Demonstrably increased professionalisation, service quality Better employment and volunteering opportunities Better recruitment and talent development practices Authentic evidence for continuous improvement
- 58.
- 59. Standards, Competencies Support forprofessionalizing the sector
- 60. A system forlearning and recognition
- 61. HPass: incubating aninternational recognition network Fed by Learning Portals Collaboration Centre for Recognition of Humanitarian Skills, Learning & Experience (CH) Certification for Individuals And organisational support for competency-based approaches Collaboration Centre for Quality Learning in Humanitarian Action (FR) Accreditation for Organisations International & Local Learning Providers “HPass” (Humanitarian Passport) A connection hub for individuals & organisations
- 62. Emergent Initiative: MSF’sPLE: “TEMBO” (OCBA)
- 63. OCB Career ManagementPortal career.msf.be
- 64. OCB: Technical skills,transversal competencies
- 65.
- 66. Innovations in CareerDevelopment: How Digital Badges are helping IBM to develop its workforce Marjolein van Eck Global Talent Leader – Career and Skills Solutions IBM HR CHQ
- 67. ‘I work whereI get to learn, invent and create every day’ Opportunities for advancement and professional development is one of the top 4 things employees seek in a job IBM’er EngagementSurvey: most highly engaged cite learning and skills Millennials cite careers and career progression as the #1 reason in selecting an employer and deciding how long to stay Employees desire formal training, mentoring, skill development, and coaching “ “ “ “ “ “ “ “ Why Career and Skill Development? Source: IBM workforce surveys 67
- 68. Creating a NewCareer Culture at IBM Transparent Employee transparency to market demand and opportunities Informed Career decisions fueled by real conversations and cognitive insights Supported Employee owned, manager and organization supported Experience-Based Design careers around a collection of experiences 68
- 69. 69 “I don’t knowhow to progress my career or what skills I should build. How do I demonstrate my eminence?” Jill Data Scientist San Francisco, CA Sid Solutions Architect, Manager Bangalore, India “ I like to hear about what other people are learning, what workshops they’ve attended and so forth. I think, ‘hey, maybe I should do that too!” Connects to Jobs Visibility skills Experiences jobs Career info visibility Visibility Talen t Opportunity People Meaning Badges provide a career and skills roadmap 69
- 70. Badge types 70 Knowledge SkillsProficiency Certified* General Badging is how we will measure resume-worthy IBM skills in the market*Badge emblem for IBM Professional Certification, used at IBM internally and externally. For internal only -- IBM Certification programs linked to Professions (e.g. Architect, Project Manager) -- another emblem is leveraged. 70
- 71. Example programs 71© 2017IBM Corporation 13 October 2017 IBM Confidential 71 Agile Agile badge family allows IBM to reward and identify Agilists who have proven themselves capable of enabling their teams. Industry Industry badges are earned through application of industry knowledge and skills in a client or project setting. IBM Design Thinking badges IBM Design Thinking Badges recognize expertise and experience with this strategic skill. New collar careers Digital badge strategy to recognize essential skills mapped to new collar job opportunities Profession Certification All Enterprise Professions are launching their badge strategies. Digital Nation Africa $70M investment targeting 25M individuals across four target groups: Digital Explorer Digital Innovators New Collar Jobs Startups All badge proposals are reviewed and prioritized against a set of criteria including resume worthiness, skills achievement recognition, strategic skills, high business value71
- 72. Profession Certification 72 Digital Badges Level 1Level 2 Level 3 Level … Criteria may be a mix of: • Education • Applied expertise • Give back • … Criteria may be a mix of: • Education • Applied expertise • Give back • … Criteria may be a mix of: • Education • Applied expertise • Give back • … Criteria may be a mix of: • Education • Applied expertise • Give back • … Validation rigor will depend on the criteria elements. Education is generally associated with a test or assessment. Applied expertise may require review of evidences, by a Manager or SME. go!as you ‘Badge as you go’. Digital badges may be earned along the journey. Employees can get recognition of their accomplishments – and share them with the world – as they achieve them. 72
- 73. 73 Our workforce is embracingDigital Badges Digital Badge demographics 53%ofIBMemployees •400K Badges issued •429 Badged activities •All Business Units •94% Claim rate 73
- 74. 113M Impressions ~8M 67% Strategic Skills badges 22% Profession badges 14k Giveback badges Social Media Expertise Shifts Career Milestones Technical Eminence 125% increase 32% badges earned increase Upwards trends 139 countries Enrollments Career Conversations Engagement Skills Registry The results have exceeded our wildest expectations 74
- 75. 75 tracking progress earning & sharing seeking badges Explore CareerPaths and badge programs Search digital badges for (hot) roles and skills Collect, store and organize earned badges Keep track of all earned badges and plan next milestone Share earned badges, get recognised and endorsed 75 Employees can discover badges in multiple ways Discoverability
- 76. Partnering for formalacademic recognition bit.ly/IBM_HeatMap
- 77.
- 78. Tony Calarco &Laurie Hazzard, Technology Enabled Learning in Ontario Rachel Ryerson, Student Achievement, Ministry of Education Jim Vanderveken, Mohawk College Amanda Payne, Competency Portfolio Community Alliance Grant Jameson, Fairness Commissioner, Ontario Jeff Griffiths, Griffiths-Sheppard Martin Picard, Canadian Council of Professional Fish Harvesters Youth, Apprenticeship, Adult
- 79. Workforce Youth, Apprenticeship, Adult POPUPDESIGN SESSION
- 80.
- 81. Michelle Mouton, DurhamCollege Gavan Watson, University of Western Ontario Valerie Lopes, Ontario Extend, (Seneca College) Isabelle Duchaine, Business/Higher Education Roundtable (BHER) Dana Stephenson, Riipen Mini Makhija, Student (Student Experience Design Initiative) Badging Post Secondary Education
- 82. Serge Ravet, OpenRecognition Alliance, reconnaitre.org Don Presant, CanCred.ca Mark Patterson, Magnet / Hire Immigrants Jeff Griffiths, Griffiths-Sheppard David Porter, eCampusOntario Open Recognition Ecosystems
- 83. The Cities ofLRNG network
- 84. Colorado – across-sectoral network DPS presentation
- 85. Across agencies, acrosscareers – centred on the learner Talent Pipeline Recruitment Induction Team Building Performance Management Talent Management Experience Achievements Professional Development Career Development Leadership Development SME Specialization Career Change Outplacement Endorsed Self/Peer or 3rd Party, e.g.: HPI, CCQL, ANSI Open, Lifewide Learning MOOCs, Open Ed Resources, Personal Learning Network, Coaching/Mentoring, Communities of Practice Demand Supply Career Pathways Skills Marketplace External Recognition Local Learning & Development Providers New Mission? New Role? HRIS/ERP Systems Performance Management System Talent Management System Open Badges Humanitarian Passport (PLE) Academic Recognition? New Career? Some Potential Participants... Aligned to Standards & Skills Frameworks
- 86.
- 87. Connecting Credentials –beta Framework connectingcredentials.org
- 88. Building blocks available EssentialEmployability Skills Employability Skills 2000+ Connecting Credentials AAC&U’s VALUE rubrics European/Scottish/Australian Qualifications Framework ESCO Others… ?
- 89. Displayer API badges.ecampusontario.ca REST API/ LTI In Ontario: an emergent network
- 90. ConEd, CPD Contract Training Professional Education High Schools Community Colleges Educational Consortia Employers, Employer Bodies Apprenticeship Authorities Student Services Universities Faculties, Departments PACE Depts. Governments Professional Bodies Undergraduate Studies Post-Graduate Studies Post-Secondary Preparation Nonprofits, NGOs AssociationsPrivate Educators& Trainers Student Bodies Sector Organizations Standards, Accreditation Bodies Learning Continuum Recognition, Curation and Transfer: Admission, Transfer, Graduation, Licensure, Continuing Competence, Career Transition, Credit Transfer, Credit Bank, PLAR, Digital Badges – Open Badges – Skills Passports – ePortfolios Experiential Learners: Work-Integrated Learning (WIL), Co-Curricular, Extra-Curricular, Lifewide Learning Diverse Learners: young/old, serial/working/ transition/at risk, domestic/international/refugee, full-time/part-time ... Open Educational Practices: LMS – ePortfolio – Social Media – “Domain of Your Own”, Open Content: OER, Open Textbook, Wide Open Internet, Open Learning: “Open Boundary”, xMOOC, Cmooc, Open Assessment, Open Recognition
- 91. Filling a void– Open Recognition openrecognition.org Claim this badgeRead the Declaration – and sign it!
- 92.
- 93. Post Secondary Open RecognitionEcosystems POPUP DESIGN SESSION
- 94. PUBLIC DISCUSSION: 30min bit.ly/BC2017-Notes
- 95. The future isalready here; it’s just not very e venly dis tributed. William Gibson Final thought en.wikiquote.org
- 96. THANKS FORALLTHE FISH! bit.ly/BadgeOntario2017 (notas shown) bit.ly/Reflector17-11
Editor's Notes
- #2 About Learning Agents About Don Presant
- #20 Technology enabled learning Enable learners of the future Most students already know that PSE is not the end of their education: continuous,; what they “know” is permanently beta Premier’s HSWI: “Building the Workforce of Tomorrow” Badging is not a solution is search of a problem. Ontario has a problem and needs to aim badging at it. Minister: every PSE student in Ontario shall have a meaningful experiential learning opportunity before graduation. How do we do that? Rethinking: -the learning experience -learning resources (OER) -credentials (recognition).. makes Provosts gasp, but getting butts kicked by players like: RED Academy (small pieces of learning that enable you to DO stuff – not that you took a course in swimming – can you swim?) Rethinking Learning: Address experiential learning desires of students Provide real world experiences Allow employers to audition students Provide self-managed environments to support learning WIL, co-op, practicums,… but mostly self-directed T-shaped student: deep domain knowledge, but broad practical experience – how does that translate into a 3D CV? If LinkedIn is where you put this stuff, how can institutions interoperate with that? eCO is working to put in the infrastructure for a provincial badging system prototype. Also working with LinkedIn Learning, Riipen, other kinds of people working with interesting technology-enabled ideas Final Q: what does the common infrastructure for experiential learning and validation of that learning look like in Canada and who needs to be involved?
- #34 What is the Learning Experience: A course or work integrated learning? A learning contract or a challenge of a competency? By yourself or with others? Criteria: Learning objectives? Outcomes? Competencies? Domain-specific or transversal? Endorsed, or accredited? Assessment: Psychometric exam? Portfolio of evidence? Skill Demonstration? Evaluation by rubric? Recognition: Pathway marker only? Milestone? Certification? Endorsed? Does the evidence travel with it? Transferability: Inside the organisation only? Bilateral agreements between organisations? Sectoral standards? Global frameworks? Impact: “Learning outcomes analytics” Evidence for accreditation? Feedback? Social life and after-market value of the badge? Quality: all the above
- #35 Experience: Course? Work experience? Learning contract? By yourself or with others? Criteria: Learning objectives? Outcomes? Competencies? Domain-specific or transversal? Endorsement? Assessment: Psychometric exam? Portfolio of evidence? Skill Demonstration? Evaluation by rubric? Recognition: Pathway marker only? Milestone? Certification? Endorsement? Does the evidence travel with it? Transferability: Internal only? Bilateral agreements? Sectoral standards? Impact: Learning outcomes analytics, evidence for accreditation? Endorsement? Social life and after-market value of the badge? Quality: all the above
- #55 Thousands of members worldwide Badges are a key benefit of membership, but go way beyond membership
- #57 About Learning Agents About Don Presant
- #69 Transparent: Contemporary, compelling, transparent career experience where IBMers know the career options available and how to accelerate their career growth and progression IBMers have insight into the skills most valued by the market and IBM and are actively encouraged to gain skills of the future to quickly grow and advance Experienced-Based Informed IBMers feel empowered and supported in their career and skill growth, making IBM a place that people want to work - and recommend to others Supported
- #70 Digital badges provide IBM’ers with a flexible, contemporary skills roadmap and signal the skills IBM most valued. They give specific direction as to how to gain those skills, and provide evidence of skills gained
- #71 Unique badge types to encompass the broad activities we host at IBM
- #73 Elements being considered in the design of the Enterprise Professions career models
- #74 The results for IBM have already been substantial, generating significant results for IBM Industry average claim rate is 55-60% … our high claim rate is an indication of the value seen Social Media impression rate is also high from perceived value
- #75 The results for IBM have already been substantial, generating significant results for IBM Industry average claim rate is 55-60% … our high claim rate is an indication of the value seen Social Media impression rate is also high from perceived value We also faced challenges: Data privacy Establishing and managing governance (criteria, manhours for set-up and validation) Getting stakeholder buy-in (badge all, sharing external, value of lower level badges, moving away from traditional certification packages and validation) Taxonomy (IBM ExT, expertise/workforce management, employee experience, pathways, Standards. value of badges in external ecosystem (Open Group, AT&T Examples)
- #86 Other humanitarian learning systems, e.g.: -RCRC -CDC -UNHCR Global Learning Center
- #90 To support & extend technology-enhanced teaching and learning, especially in: Recognition of Prior Learning Informal Co-Curricular Learning Skills and knowledge required for workforce entry Potential common themes: Open educational practices Competency based education Institutional & program learning outcomes Employability soft skills Work Integrated Learning