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Education Design Lab

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Education Design Lab

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Founder and CEO of Micro-credential Multiverse

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World-class digital credentialing ecosystem architecture and support at any stage of development

Dream it.

We offer strategic advising services that demystify the evolving world of digital credentialing so you can go to market confidently and ready to support your unique community of learners.

Build it.

We leverage our industry expertise to create thoughtful, industry-leading digital credentialing ecosystems and experiences that celebrate learners, elevate brands, and scale seamlessly.

Grow it.

We enhance existing platforms by continuously analyzing the market and seizing opportunities to differentiate your micro-credential ecosystem, expand access, and maximize impact.

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World-class digital credentialing ecosystem architecture and support at any stage of development We offer strategic advising services that demystify the evolving world of digital credentialing so you can go to market confidently and ready to support your unique community of learners.

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Education Design Lab

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Instructure (Canvas Credentials, formerly Badgr)
elizabeth.miller@instructure.com

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American Council on Education

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Crowder College

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CPO @ Shift iQ - Calgary, Canada.
kyle@shiftiq.com
https://www.linkedin.com/in/kyle-erickson-med/

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Kyle Erickson - Chief Product Officer - InSite Information Systems | LinkedIn

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View Kyle Erickson’s profile on LinkedIn, the world’s largest professional community. Kyle has 6 jobs listed on their profile. See the complete profile on LinkedIn and discover Kyle’s connections and jobs at similar companies.

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Learning Technology Standards Committee - Executive Officer - IEEE
https://www.linkedin.com/in/jenniferwolfrogers/

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Gobekli.io
https://www.linkedin.com/in/danielarthurdone/

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750 million+ members | Manage your professional identity. Build and engage with your professional network. Access knowledge, insights and opportunities.

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Executive Producer, Workbay.net

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M2N | Minority Moves Network

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IBM Business Transformation Consultant; https://www.linkedin.com/in/allisongiovenco/

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Allison Sin, MBA - Senior Talent Transformation Consultant - IBM | LinkedIn

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Passionate about challenging business leaders to grow their businesses by analyzing operational systems, revenue performance, and customer relationships. Encourages dynamic leadership, effective sales techniques, and efficient operations. Develops effective multimedia training to support entrepre…

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Learning Economy Foundation

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Competency-Based Education Curriculum Coordinator
Tennessee Board of Regents

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Vantage Point Consulting
+20 years in Higher Ed Career Services

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Talent Acquisition, City Univ of New York

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Co-founder,
ProjectSet, United Kingdom
www.projectset.com
(focused on project-based learning and soft skills)

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Founder of LexXP, an early stage organization focusing on ed design for the legal sector.

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Founder, Dan Corps
https://www.linkedin.com/in/dancathers/

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Dan Cathers - Founder, Owner - Dan Corps (Dan.Co Inc.) | LinkedIn

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• Highly adaptable servant-leader, committed to continuous learning/improvement and providing superior service in fast-paced environments.
• Entrepreneur – founder/owner of a small veteran-owned business centered on people, technology, and learning.
• Information Technology professional with d…

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CEO, Education Design Lab

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Director of workforce development
Great Bay Community College

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Finger Lakes Community College

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Clearly differentiate skills from knowledge.

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Clearly differentiate skills from knowledge.

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It is vital that the definition of "skills" does not become content tags/keywords.

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Consumable work product (to the painting use case in the chat). Could include conference presentations, publications, blogposts, podcasts.

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CU Boulder + The Badge Summit

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Validation of skills and/or abilities by a third party (expert, SME, etc.).

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Validation of skills and/or abilities by a third party (expert, SME, etc.).

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We've had good luck with retroactive issuing of credentials with ACE recommendations for college credit, building a large volume of learners connected to resources very quickly. Downside: relying on a provider's records, which aren't always well maintained. Can we provide better self-service options to power LERs?

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How might we make skills relevant to employers in hiring and skill development?

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How might we make skills relevant to employers in hiring and skill development?

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- recorded evidence
- testimonials (preferably from multiple sources)
- triangulation
- standardised rubrics

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Extract valuable learning that may not have led to  traditional credentials (completion of a course/certificate/professional development)

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CRO @ bulb Digital Portfolios & Resumes

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bulb lets you showcase your skills and experience with a beautifully simple digital portfolio. Try it free - keep it for life.

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Allow skill signals to come from non-text-based inputs.

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Allow skill signals to come from non-text-based inputs.

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We have found rich data from oral histories, particularly to discover skillsets in developing countries/blue collar communities, etc. It is quite possible to make this visible.

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AI that can pull skills data from artifacts 

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AI that can pull skills data from artifacts 

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Recognition of prior learning experiences can be done in a number of ways, based on use case. Institutions, for example, can adopt a retroactive (and optionally credit-bearing) approach whereas an employer or professional association may evaluate evidence and award credentials (aligned with OBS for example). Digital Promise's micro-credential ecosystem might be a good example of the latter.

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Going off the idea that skills build on each other. So skills that you gained 10 years ago somehow compounded on other skills to bring your where you are today.  So your current verified skills almost verify the stepping stone skills that you acquire to get there. (Throwing things at the wall here with the hope that it inspires something more concrete.)

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Representing not only the skill but the context in which it has been developed? 

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Representing not only the skill but the context in which it has been developed? 

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Provision of multiple ingestion options within the tool for people to self-supply content/media evidence that can be interpreted by the AI with starter guidelines

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LER must provide context for the related skills. The validation would help provide the weighting. Challenge maybe "skill" inflation.

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References from supervisors and colleagues, portfolios and videos for skills that can be visually assessed

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Using AI to match to Competency Frameworks could allow for a person to sef-assert what skills they have from the framework.

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While one particular immersive experience does not equate to full attainment of a skill, it does give the opportunity for people to practice/refine behaviors/skillsets without access to the actual physical environment.

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Jimmy LeDuc, Education Design Lab

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A learner can document skills via text, video, or images and connect their demonstration of knowledge to specific competencies. This can be verified manually, and hopefully (through this initiative) through AI.

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People tend to know which hard skills they have, but for soft skills most can't assess which ones they have and how those could contribute to their next job.
We can try to assess soft skills based on person's digital footprint and free text descriptions of what they like at their job.

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How do we ensure translation is happening from documentation/sources where skills language does not exist

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How do we ensure translation is happening from documentation/sources where skills language does not exist

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How to drive buy-in from our target audiences and medium/small level businesses where the impetus to use such a tool tends to be low because there may not be immediate "results" or "rewards"

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Interesting to see how reliable AI is with recognizing skills  in other languages. Really important population that could benefit.

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I like this idea of using Ai to reduce the workload of professionals creating skills crosswalks, with some human validation, and then keeping them up-to-date.

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People have to know that they have a deep well of skills that may or may not be leveraged in their work directly, but do inform much of their work. For instance, I taught pre-K class piano back in the day. I no longer work with little kids (more's the pity), but the metacognitive skills required to teach people who were much different than I (they were tiny, they had no abstract reasoning, they were super cute, etc.) is a skill I use constantly.

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Verified Performance Evaluations and Job Descriptions

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Verified Performance Evaluations and Job Descriptions

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If an employer can provide verified historic documents, those could be analyzed by AI.

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Allow a learner to engage in a pre-learning diagnostic assessment at the start of learning rather than at the end learning. 

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Allow a learner to engage in a pre-learning diagnostic assessment at the start of learning rather than at the end learning. 

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By assessing learning and then serving up adaptive content to fill in / gap-train where a learner has not demonstrated mastery, we can certify a learner more quickly that may not have engaged in a traditional learning path (or from regions that may not currently be recognized).

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LinkedIn, Indeed, etc that has skill testing

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Many of the most salient transferrable skills that people possess are not tied to one particular institution/discipline, etc.

LERs enable the whole person to be seen and the unique combination of what makes them unique available to match to new opportunities, particularly those that require multi-disciplinary skills and experiences to solve.

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Keywords in applications or profiles of learners could prompt questions to identify skills. (AI sees "team" and automatically asks the learner if they have experience as a leader.)

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Well-defined skills and competencies have an important part to play in the VC/Badges/LER eco-system as badly written skills/competencies are of little use. And if a VC/LER/Badge does not reference the competencies it represents, it is of little use.

I am the chair of the IEEE 1484.20.2 Recommended Practice for Defining Competencies standard, which was recently published. If you, your colleagues, clients, friends, family, neighbors, or even strangers would like to purchase a copy of the standard, it is available from the IEEE SA store at https://www.techstreet.com/ieee/standards/ieee-p1484-20-2?product_id=2245001

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Expands access and opportunity for underestimated professionals

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Expands access and opportunity for underestimated professionals

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Restructuring the way individuals can communicate their skills (both earned through traditional means and lived experiences) is a key way to eliminate systemic barriers.

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These are, in many cases, much more salient and attractive to employers than particular degree programs and packaged credentials.

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Conversational AI would be key here - most people have a hard time outlining non-traditional skills but can talk about their jobs and experiences with great ease

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Infer from Jobs the skills/competencies that someone might posses.

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Infer from Jobs the skills/competencies that someone might posses.

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it's important to differentiate between skills that are acquired and skills that may be acquired.

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Evalutation of international credentials by AI instead of WES

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Evalutation of international credentials by AI instead of WES

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WES (World Educational Services) is a preffered international diploma evalution service for employment in US and Canada.
This is an expensive an lenghty process now, which can be simplified by the AI tool.

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We have mechanisms for translating formal learning in informal settings, but need to go one step further...

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We have mechanisms for translating formal learning in informal settings, but need to go one step further...

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Documenting learning and skills in the flow of work seems like the important next frontier!

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Dorian Moe, KY Chamber of Commerce, Statewide IT Collaborative

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Dorian Moe, KY Chamber of Commerce, Statewide IT Collaborative

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I have been having this exact conversation there. Making a self-assertion and building a portfolio of evidence through endorsements might be a flexible approach.

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Competency Badges: The Tail Wagging the Dog

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Competency Badges: The Tail Wagging the Dog

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I highly recommend that everyone read this Medium article from Serge Ravet.  It is a contrarian point of view, but has great merit.  I would love for him to be part of this effort and for his view to be strongly considered. https://dan.co/hiw7

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VP of Product Development for CareerPrepped.com and project consultant for Essentialworkforceskills.org.

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Looking into all the literature available is very confusing to clearly define what qualifies as a skill and what not.
How are skills different from competencies?
In what context we need to map/track/enable through L&D skills and when this is not sufficient and we need to move to a higher level (i.e competency).
My conclusion is today not even the HR community (L&D, Talent Acquisition, Talent Management and consulting companies) have a uniform understanding of this concept which makes it really hard for employers to implement it and promote it