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The New Employability
Landscape—Innovative Strategies
and Case Studies
Cite 2016
February 9, 2016
daniel.goldsmith@pearson.com
Agenda
1. Developing an innovative employability strategy
2. Our advice on evaluating opportunities
3. Example case studies / potential outcomes
4. Managing implementation
5. Assessing outcomes – key questions to guide strategy
2
What are alternative credentials?
Examples
• For-credit certificates
• Non-credit certificates
• Industry certifications
• Badges
• Validations
• Endorsements
• Exemptions
• Credit articulation
“Alternative credentials are typically offered as
awards for the completion of standalone
course.
They are most often, though not always,
professionally focused and intended to teach
very specific subjects or skill sets (i.e., they
are not designed for broad exposure to ideas
or skills).” – Eduventures, 2015
3
Tailwinds supporting alternative credentials
• DOE experimental
sites to award financial
aid for programs like
coding boot camps
• Obama administration:
“Every American
commit to at least one-
year of higher
education or post-
secondary training”
• Lumina Foundation
Credentials Framework - a
systemic commonly
accepted hierarchy of
credentials that would
signify what holders of the
credential know and do
• Lumina Foundation: 60%
of Americans to “obtain a
high-quality
postsecondary degree or
credential by 2025”
• Top-tier institutions
developing an
alternative
credential “store”
• Many new
partnerships to
develop and
deliver alt
credentials
4
Alterative credentials aren’t new, though there are
innovations
Overview:
• Continuing education - certs, CEUs, and other credentials for decades.
• Now awarding badges, competencies, and various additional indicators of
knowledge and skills.
• Today many not-for-profit and for-profit providers offer credentials in nearly
every discipline or skill.
Potential alternative cred examples:
• Boot camps for IT courses or tech skills
• Competency based education (CBE)
• Micro credentials
• Bridge / business boot camp programs
• Boot camps preparing students to take industry assessment / certification
• Maker-space programs
• Executive education
• ….
5
Getting to an alt cred strategy – why do institutions
explore alternative credentials?
• Financial drivers: Generate new revenue, increase enrollments,
increase degree completion, decrease delivery costs
• Market / differentiation strategy: Improve quality of graduates,
improve quality of programs, increase competitiveness (both within
HE and against new entrants)
• Leadership supports: Clear employability directives, ties to
institutional mission, ties to strategic objectives / plan
• Organizational foundations: Existence of supporting infrastructure,
employability focused program structures, etc.
• Regional employment needs: Greater clarity on definition of needs,
sustainable ties to employers
• Public policy context: Attention from state / other gov authorities
6
Examples: 3 alternative credential models
1. IT boot camps: Intensive, short duration certification programs
focused on in demand skills from employers. For example, an IT
certificate in mobile applications
2. CBE self-paced certificates: Institution offers self-paced certificate
programs within a competency framework. For example, an
institution’s workforce certificate programs could help a large HC
provider retrain nurses in home health care in a flexible format.
3. Micro credentials: Branded, stackable “credentials” validated by
employers in high demand skills. For example, a trade association
develops an industry specific certification and needs delivery, content,
and technology partners.
7
Potential outcomes of alt cred models
Model Potential outcomes
1. IT boot camps
(certificates)
• Close gap between traditional curriculum and workforce
needs
• Could include new certification and /or badge / series of
badges
• Drive new enrollments
2. CBE (self paced
certificates)
• Assessment driven CBE to enhance credibility and quality
• Employer involvement in curriculum, workforce alignment
• Meeting scaled needs of (large) employers
• Affordable, greater speed to completion
3. Micro credentials
• Develop or redesign curriculum into modular framework
• Flexible and fast path to programs development (reuse,
cross program applicability)
• Granular pathways to validated skill development
8
A variety of alternative credential models & collaborations
are just now emerging
SHNU / Flatiron
Expansion of
SNHU‘s online
learning program
Coding bootcamp at
SNHU's Nashua
campus
3+1 program that
starts at SNHU and
ends at Flatiron /
internship.
GA / Lynn
University
Earn 15 credits by
completing a 16-
week academic
program in
technology design
Offered at distant
campus of General
Assembly
Georgia Tech,
Udacity, and AT&T
offer an online
Master´s degree in
Computer Science
Full degree through
Georgia Tech or
take individual
classes with Udacity
Receive credit for a
semester’s worth of
courses online via
edX
Then complete an
on ground MIT
master’s degree
Or receive a
“MicroMaster’s” for
the semester online
Georgia Tech /
Udacity
MIT / edX
9
Lifecycle framework for alt cred strategy
10
Micro-credentials
First YearProgramProgress
Completion EmploymentPre-enrollment
Post-enrollment
Bridge programs Bootcamps
Badges / micro creds
Alternative pathways
Capstone experiences
Career advancement
Lifelong learning model
11
Micro-credentials
First YearProgramProgress
Completion EmploymentPre-enrollment
Post-enrollment
Bridge programs Bootcamps
Badges / micro creds
Alternative pathways
Capstone experiences
Career advancement
Functional framework for evaluating alt cred strategy
12
Institutional starting point
Strategic options Outcomes
• Entry points
• Student populations
1. Instruction / program portfolio
2. Assessment, transcript, credential
3. Outside the classroom
4. Organization for employment
5. Workforce alignment
• Institution
• Students
• Employers
Functional framework for evaluating alt cred strategy
Institutional entry points
• Degree programs
• Workforce programs
• Dev Ed
Populations
• Traditional
• Adult returners
• Non-degree
• CC transfers
13
Institutional starting point
Functional framework for evaluating alt cred strategy
Organization for employment
Outside the classroom
Assessment, transcript,
credential
Institutional entry points
• Degree programs
• Workforce programs
• Dev Ed
Populations
• Traditional
• Adult returners
• Non-degree
• CC transfers
Institutional focus
• College readiness
• Degree completion
• Career-path dev
• Employer relations
Instruction / program portfolio
Workforce alignment
14
Institutional starting point
Strategic options
Functional framework for evaluating alt cred strategy
Organization for employment
Outside the classroom
Assessment, transcript,
credential
Institutional entry points
• Degree programs
• Workforce programs
• Dev Ed
Populations
• Traditional
• Adult returners
• Non-degree
• CC transfers
Institutional focus
• College readiness
• Degree completion
• Career-path dev
• Employer relations
Instruction / program portfolio
Workforce alignment
Employer outcomes
• Abilities
• Characteristics
• Licensures
• Etc.
Institutional outcomes
• Student outcomes /
metrics
• Revenue / enrollments
• Etc.
Student / employee
outcomes
• Employment/earnings
• Career progression
• Etc.
15
Institutional starting point
Strategic options Outcomes
Managing the implementation: accelerators / inhibitors
Accelerators
• Clear articulation of contribution to program goals
• Alignment to employer demand. Ex: Big Data in Public Administration
• Alignment to the “development journey”
• Optional or outside of foundational curriculum
• Multiple target markets
• Integration into larger employability strategy
• …
Inhibitors
• Academic integration challenges– primarily as part of foundational curriculum
• Business integration challenges
• Partnership concerns
• Faculty concerns
• Limited integrated employability strategy
• …
16
Outcomes: key questions to ask to ask to ensure
alignment between alt cred models and outcomes
• Connection to learner developmental
stage?
• Connection to demonstrated employer
needs?
• Key drivers for you to consider this?
Revenue generating or program
enhancement? Etc.?
• Where does leadership live within the
organization?
• What is the degree of customization from
standard models you would like or need to
see?
• If working with a partner, what are the
respective role?
• What is the potential market size, scope,
and longevity for this program?
Improved alignment
to employer needs
Support retention
Foster innovation
Improve access and
affordability
17
Suggested topics for discussion
• Alt creds and higher education: either/or or complementary?
• Should / how can traditional institutions leverage alt creds – embedded, co-curricular / optional, other?
• Are alt creds the right model for lifelong learning?
• Education vs. vocational training?
• Others?
18
Appendix
19
Boot camp / alt cred go-to-market models
Model components Model definitions
Content Areas • Technical, business, transferable / soft
Institutional integration models• Credit vs. Non-credit
• Foundational vs. supplemental vs. bridge
Offering to student
• Stage of the developmental journey
• Co-curricular / optional / recommended, capstone,
required for program, pre-college
Delivery • Online, hybrid, face-to-face
Institutional entry point /
drivers
• General curriculum vs. professional / continuing ed.
• Revenue growth, new pathways, outcomes
Partnership models
• Turnkey, customizable, shared roles
• Licensed content, outsourced services, managed
programs
20
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