Lipscomb University Badges

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Post on 16-Jan-2015

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Charla Long's presentation on how Lipscomb University has been using badges to reimagine credentialing and prior learning assessment for their liberal arts college. Call notes: http://bit.ly/CCSept17

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<ul><li> 1. Badges: They Arent Just for Scouts Anymore! </li> <li> 2. E Our Badge Journey mployers seeking new solutions Spend $126 billion on T&amp;D or $1,200 per employee Another $20 billion on tuition reimbursement Yet, employers report dissatisfaction Only 7% believe higher education does excellent job in preparing students for the workplace 84% say underprepared for the workplace St udents influenced by gaming industry Pu sh toward competency-based education </li> <li> 3. What are Competencies? 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. Focus is on whats needed to be successful in that role. </li> <li> 4. How are Competencies Used in Workplace? </li> <li> 5. Competency Levels of Mastery ot every role needs every competency; ifferent roles may require differing levels of proficiency within a particular competency; erformance indicators suggest behaviors for each level; and ompetence can be mapped against a employee pipeline. </li> <li> 6. Pipeline Equivalent Proficiency Level Description of Competency Proficiency Strategic Leader 4 Master/Guru Demonstrates mastery of competency and is capable of mentoring &amp; coaching others in its application. Functional Manager 3 Exceptional/Exp ert Demonstrates expert application of competency and is capable of coaching others in its application. First Level Supervisor 2 Accomplished Practitioner Demonstrates advanced competence and is capable of modeling this competency for others. Individual Contributor 1 Basic/Elementa ry Possesses the fundamental knowledge, skills, and motivations needed for this competency, can consistently apply this competency. 0 Inadequate Falls short of the knowledge, skills, and motivations needed in this competency for role. Development is needed to reach required standard. </li> <li> 7. 41 Key Polaris Competency Model Competencies Includes expandable competencies like Functional/Technical Expertise, Organization Knowledge, Industry Knowledge, Technology Savvy 7 Categories Communication Conceptual Contextual Interpersonal Leadership Management Personal </li> <li> 8. E-Credential Badges </li> <li> 9. Badging Ecosystem Enables Customization ike with employer, customize programs by picking and choosing category, competency, and level of mastery Data-driven Science &amp; art </li> <li> 10. Don Badging Ecosystem Empowers t have to be degree seekers Purc Learners hase one module and earn a badge Infra structure to reinforce additional module purchases and to increase badges acquired Curr ently offer 164 different badges with more being added every day Badg e value (in terms of credit) varies </li> <li> 11. Competency Report with Badges ual transcript lectronic access mbed into various social media platforms </li> <li> 12. Direct Service Worker (DSW) Badge Customization Example #1 </li> <li> 13. Direct Service Worker (DSW) Badge Customization Example #1 </li> <li> 14. Direct Service Worker (DSW) Badge Customization Example #2 </li> <li> 15. Direct Service Worker (DSW) Badge Customization Example #2 </li> <li> 16. QUESTIONS? Dr. Charla Long, Dean charla.long@lipscomb.edu 615/966-2501 </li> </ul>