Upload
dorothy-alicia-greer
View
216
Download
0
Tags:
Embed Size (px)
Citation preview
The Promise of Competency-Based Education (CBE)
EWA National ConferenceNashville, TNMay 20, 2014
Dr. Charla LongDean, College of Professional
Studies
“Competency-based approaches to education have the potential for assuring the quality and extent of learning, shortening the time to degree/certificate completion, developing stackable credentials that ease student transitions between school and work, and reducing the overall cost of education.”
~Dear Colleague Letter, DOE, March 2013
Every workplace role is, at the simplest level, a collection of competencies.
Every role has a unique competency combination. Every role requires different levels of competence.
What are Competencies?
Knowledge Skills Ability Attitud
e
Focus is on what’s needed to be successful in that role.
Academic program INTENTIONALLY DESIGNED to ensure students can DEMONSTRATE their LEARNING of the knowledge, skills, abilities, and attitudes NEEDED by person IN THAT MAJOR field of study by utilizing AUTHENTIC ASSSESSMENTS that are VALIDATED FOR QUALITY.
CBE Definition
Every academic major or program has unique competency combination. Some competencies apply to everyone – like general
education requirements. Other competencies focus is on the knowledge, skill, ability,
and attitude person with that major/degree should possess.
How are Competencies Used in Higher Ed?
CBE shifts thinking from course completion to competence achievement.
When a student demonstrates competence, they get “credit” for it. Doesn’t matter how or when the competence is developed.
Current Federal Happenings
President Obama openly supports CBE.
U.S. DOE is exploring “experimental sites” to waive some Title IV (financial aid)
requirements for CBE innovation.
Major foundations (Gates, Lumina) are funding CBE
work.
Competency-Based Education Network
(C-BEN) determining best
practices and scaling/spreading
models.
Congressional Briefings
Today’s Adult Learner
Story Began in 2007Before the National Movement Had Started
Lipscomb Story
Requirement: Connect to the workplace.Requirement: Include tested, proven,
reliable and valid performance indicators identified by employers.
Requirement: Use a valid competency model. Licensed the Organization Systems International’s Polaris
Model A competency model used by over 150 employers, including
many Fortune 100 companies
Step 1
• Define Competencies
41 Key Competencies Includes expandable competencies like
Functional/Technical Expertise, Organization Knowledge, Industry Knowledge, Technology Savvy
7 Categories Communication Conceptual Contextual Interpersonal Leadership Management Personal
Polaris Competency Model
CommunicationsActive ListeningCommunicativenessPresentation Skills
ConceptualProblem Solving & Decision Making
InterpersonalAssertivenessConfl ict ManagementRelationship BuildingTeam Player
LeadershipChange MasteryInfluence
ManagementOrganizing & Planning
PersonalComposureInitiativeMission FocusResults Orientation
Competency Examples
Not every role needs
every competency.
Different roles may
require differing levels of
proficiency.
Performance indicators suggest
behaviors for each level.
Competence can be
mapped against an employee pipeline.
Step 2
• Establish Competency Framework
Pipeline Equivalent
Proficiency Level
Description of Competency Proficiency
Strategic Leader
4Master/Guru
Demonstrates mastery of competency and is capable of mentoring & coaching others in its application.
Functional Manager
3Exceptional/Expert
Demonstrates expert application of competency and is capable of coaching others in its application.
First Level Supervisor
2Accomplished Practitioner
Demonstrates advanced competence and is capable of modeling this competency for others.
Individual Contributor
1Basic/Elementary
Possesses the fundamental knowledge, skills, and motivations needed for this competency, can consistently apply this competency.
0Inadequate
Falls short of the knowledge, skills, and motivations needed in this competency for role. Development is needed to reach required standard.
Step 3
• Create a Badging Ecosystem
Electronic Storage and Display
Electronic Storage and Display
Requirements included: Objective and consistent Relevant and job related Precise and in-depth Valid and highly reliable Fair and provide opportunities to demonstrate skills Supportive of diversity
Assessment choices included tests, projects, and behavioral-based measures. Connection to what person can demonstrate led us to
choose behavioral or project-based assessments as primary tools.
Step 4
• Choose Rigorous Assessments
Active Listening Criterion
Active Listening CriterionIn-Basket Interview
Full deck of 41 competencies
Allows for build out based on:Technical expertiseFunctional knowledge
Organizational knowledge
Industry knowledge
Lipscomb creates custom build outs for corporate clients.
Step 5
• Customize as Needed
Areas to CoverArea 1
• Competencies DefinedArea 2
• Competency FrameworkArea 3
• Badging EcosystemArea 4
• Rigorous AssessmentsArea 5
• Customization
Area 1
• Competencies Defined
Are all competencies clearly articulated?Are you leaving out any “soft skill”
competencies and focusing only on technical expertise?
Are there commonalities between the different competency standards?
Area 2
• Competency Framework
Are you direct assessment or credit-based? Do you have “degrees” of competence for a position?
Is it a check mark or a level? How do you define the competencies for supervisors,
trainers, or assessors of others? Are they at a higher level of the same set of
competencies or are additional competencies needed? Do you allow for continuing education or greater
competency development?
Area 3
• Badging Ecosystem
Could you standardize some of the credentials so it could count in multiple arenas?
Could badges help individuals build their credentials over time or encourage more diversity?
Could badges be positioned as an outward sign of credentials?
Area 4
• Rigorous Assessments
Only as good as your assessment process
Must be able to clearly and consistently evaluate across all credential methods Can’t have double standard for portfolio and classroom
What are your requirements? Objective and consistent; Relevant and job related;
Precise and in-depth; Valid and highly reliable; Fair and has opportunity to demonstrates skills; Supportive of diversity
Area 5
• Customization
Do you allow for customization based on market needs?
Do you utilize platform to undergird and unite all programs, even when customized?
Questions?