Market Relevant Credentials: The New “Normal” · PDF fileMarket Relevant...
Transcript of Market Relevant Credentials: The New “Normal” · PDF fileMarket Relevant...
Market Relevant Credentials: The New “Normal”
Larry Good, Corporation for a Skilled WorkforceBrenda Perea, Colorado Community College System
Kathleen Radionoff, Madison (WI) College
www.connectingcredentials.org
August 17, 2016
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
• 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:DegreesCertificates Industry/Professional CertificationsLicensesBadges
What is a Credential?
CredentialingMarketplace
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…..
Connected Credentials Create On and Off Ramps for Learners in the Journey Post-Secondary Education and Careers
• 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
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
• 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
• 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
• Degrees are not always valuable in a particular “job”• Certificates are often short-term• 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
Employer Decision-Making In Credentials
How Can Digital Badges Help a Company With Talent Management?
Remember…Grades and paper certificates are Symbols with Implicit Meaning
One viewpoint is that certifications primarily function is to filter candidates out of positions or advancements, digital badges exist to help candidates compete by showcasing their strengths.
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.
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
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.
Concerned about the Validityof a Badge?
Verified by:• Technical Standards
concerning Meta Data • Displays the identified
competencies of the badge
CCCS Badge AnatomyThis 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
Real World ExamplesIBM 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
In Colorado--Why Badges? Why Now?
DemandsIndustry
Manufacturing Sector Shortage of qualified workers =15,000 per year
May 2015Executive 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
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
ECOSYSTEM
CCCS Workforce Targeted BadgesIndustry driven badge competencies: Technical Math, Machining, Engineering Graphics, Faculty Development
WWW.CCCS.EDU/BADGES
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
Madison College | School of Professional and Continuing Education
Connecting Higher Education and Workforce
Digital Badges at Madison College
Madison College | School of Professional and Continuing Education
Why Badges?• Adult workers need to continually upskill
• Noncredit training poorly represented on transcripts
• Rise of social media’s role in the job search
• Documentation of informal training
Madison College | School of Professional and Continuing Education
Implementation of a New Technology/Concept
• Began in 2012• Technology issues• Mapping Curriculum • Educating students• Employer outreach
Madison College | School of Professional and Continuing Education
Building a Digital Badge
1. Define your company’s purpose for digital badges
2. Determine required/supplemental course material
3. Review current/create new curriculum4. Identify course learning objectives5. Align learning objectives with
national/employer standards
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Madison College | School of Professional and Continuing Education
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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Madison College | School of Professional and Continuing Education
Electronic Health RecordsBadge Analytics
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Madison College | School of Professional and Continuing Education
Beer: Brewing Science-Microbiology & Fermentation
Badge Analytics
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Madison College | School of Professional and Continuing Education
Why Digital Badges?1. Utilize social media to expand
brand2. Track Training/trainees3. Create course awareness
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Madison College | School of Professional and Continuing Education
Pre-Survey of Cleary Trainees
0 2 4 6 8 10 12 14 16
Are you currently motivated to progress through courses?
Have you ever shared your training on social media?
Have you ever received online endorsements or accoladesfrom your training?
8
3
0
7
12
15
Cleary Trainees – Pre-Survey Questionnaire Responses
No Yes
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Madison College | School of Professional and Continuing Education
Employer Feedback• “Unique and dynamic way to present certificates and
record achievements through social media channels”
• “…the use of Madison College’s 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, Cleary Building Corp. benefits from the social media exposure each time a badge is shared.”
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Madison College | School of Professional and Continuing Education
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 College | School of Professional and Continuing Education
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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Madison College | School of Professional and Continuing Education
Follow Up?Larry [email protected]
Brenda [email protected]
Kathleen [email protected]
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