Education Week - September 27, 2017 - 20

''

The badges helped me understand that these
are sought-after skills that I'm learning."
CHRISTOPHER EDIGER, Aurora, Colo., high school student

city's One Summer youth-employment program, aimed at
low-income people ages 14 to 24. About 31,000 youths participated, working in jobs across the city, said Tracy Frizzell, the executive director of the Chicago-based Economic
Awareness Council, which helped coordinate the program.
As part of the Chicago project, LRNG created badges to
help jobholders-some of whom were new to the workforce-navigate the process. Youth employees could earn
badges for completing online playlists that showed them
how to fill out paperwork, including tax forms and time
sheets, or set up direct deposit for paychecks.
"This was a massive population of people who needed
some critical basic information," Frizzell said. "This was
the best way to get this out in a large-scale manner in an
effective way."
Supervisors could check badges and see which employees
had done their training. As an incentive to do the work to
earn the badges, their recognition unlocked opportunities,
such as a prime interview slot at a job fair, Frizzell said.

BUT WHAT GIVES VALUE TO A CREDENTIAL?
Some districts have created worth around badges in
different ways. The 4,100-student Kettle Moraine district
in Wales, Wis., encourages teachers to earn professionaldevelopment microcredentials. District teachers can earn
hundreds of dollars on top of their base pay for earning
the badges. Other districts are doing similar work around
microcredentials for professional training-in fact, the
advocacy organization Digital Promise has built a platform containing more than 200 such offerings that districts across the country can access.
MIT's Reich is not so sure, though, that employers will
value the badges on a widespread basis.
"Who wants to have that kind of fine-grained information? Potential employers looking through a stack of 100
résumés are unlikely to look at those kinds of details," he
said. But, he added, badges earned could be a factor when
the decision is between a handful of applicants.
Indeed, the Pew report on the future of work asks: "Will
employers be accepting of applicants who rely on new
types of credentialing systems, or will they be viewed as
less qualified than those who have attended traditional
four-year and graduate programs?"
For technology giant IBM, badges are gaining
traction as a viable way for applicants to show their experience and talents, said David Leaser, a senior program
executive for innovation and growth initiatives there. The
company is beginning to embrace credentialing as an alternative to a traditional degree.
"We're no longer focused on degrees; we're focused on
skills," Leaser said, noting that about 15 percent of IBM's
U.S. hires don't have a bachelor's degree.
In part, that acceptance comes from IBM's own experience issuing credentials. IBM began a digital badging program in 2015 after realizing that its products were evolving
more quickly than its standard training programs for users.

20

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Education Week * September 27, 2017

"[Cloud-based technologies] had disrupted everything
and changed the pace of technology to that point that the
pace of change was outstripping the pace of learning,"
he said.
Initially, IBM launched its training platform, now
known as Cognitive Class, without badges, focusing instead on online courses. But the dropout rate was high,
Leaser said. To encourage people to finish the courses
and pass the associated exams, IBM introduced digital
badges. After 60 days, the number of people using the
site increased by 125 percent and the number completing
exams to get a badge increased by 694 percent, he said.
"It was startling," he said. The badges, hosted on the
Acclaim open badge platform, come with data that highlights the skills people have mastered, provides an overview of the course taken and date earned, and can be carried from job to job.
One of the most important aspects of badges Leaser
sees is the ability to provide a common language between
industry and educational institutions. An IBM badge,
earned by taking an online course, can now count toward
college credit as well as for job skills.
"Now, we have a verifiable achievement that can be
inspected," he said. "It's providing this glue between industry and education institutions."

HIGHER EDUCATION IS TAKING NOTE. IN THE COLORADO
Community College System, officials are working with
local manufacturing businesses to establish microcredentials that will be valuable to employers and also allow
those already in the industry to earn them.
"We talked to the workforce first and then did a backwards design to build this into our program," said Katie
Woodmansee, an instructional designer for the community college system. Advanced manufacturing companies
like aerospace titan Boeing, for example, have many jobs
that go unfilled because of lack of skills, she said.
With Credly, students and job seekers can display their
badges and link to them on résumés or applications. The
community college system now has 80 badges available.
"There's still work to do in terms of education and
outreach," Woodmansee said. "Some companies still
don't know what it is."
But the idea fits perfectly into what the future workplace is likely to look like. "You don't necessarily need to
go back to school for an entire degree to keep up," she
said. "But we have to build a robust rigor for the badges
and make sure companies understand what they're for."
Jason Burchard, the visual- and design-arts instructor who worked with Aurora district senior Ediger on his
badges, said he sees the value of badges increasing, as
students begin to understand their benefits and employers see the rigor involved in earning them.
"Employers keep coming back to us and saying the students who earn these badges are really strong," he said.
"That's giving it more traction outside the district." n



Table of Contents for the Digital Edition of Education Week - September 27, 2017

Education Week - September 27, 2017
Contents
Taking a Long Look At Schools and Work
Facing an Uncertain Future
‘Intelligent’ Tutors: Will They Change Teaching?
Fastest-Growing Occupations
Are Our Jobs Making Us Less Literate?
Emma Yang, Problem Solver
Colorado Goes All In on Apprentices
Learning How to Learn
10 Ways to Learn
Rewarding Fine-Tuned Skills
There Will Be Jobs
We Will Redefine Work
Education Week - September 27, 2017 - Education Week - September 27, 2017
Education Week - September 27, 2017 - C2
Education Week - September 27, 2017 - Contents
Education Week - September 27, 2017 - Taking a Long Look At Schools and Work
Education Week - September 27, 2017 - Facing an Uncertain Future
Education Week - September 27, 2017 - 4
Education Week - September 27, 2017 - 5
Education Week - September 27, 2017 - 6
Education Week - September 27, 2017 - ‘Intelligent’ Tutors: Will They Change Teaching?
Education Week - September 27, 2017 - 8
Education Week - September 27, 2017 - Fastest-Growing Occupations
Education Week - September 27, 2017 - Are Our Jobs Making Us Less Literate?
Education Week - September 27, 2017 - 11
Education Week - September 27, 2017 - Emma Yang, Problem Solver
Education Week - September 27, 2017 - Colorado Goes All In on Apprentices
Education Week - September 27, 2017 - 14
Education Week - September 27, 2017 - 15
Education Week - September 27, 2017 - Learning How to Learn
Education Week - September 27, 2017 - 10 Ways to Learn
Education Week - September 27, 2017 - 18
Education Week - September 27, 2017 - Rewarding Fine-Tuned Skills
Education Week - September 27, 2017 - 20
Education Week - September 27, 2017 - There Will Be Jobs
Education Week - September 27, 2017 - We Will Redefine Work
Education Week - September 27, 2017 - 23
Education Week - September 27, 2017 - 24
Education Week - September 27, 2017 - C3
Education Week - September 27, 2017 - C4
http://ew.edweek.org/nxtbooks/epe/ew_12042019
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http://www.nxtbookMEDIA.com