Open Badges Webinar Series
Mozilla Open Badges 101: Digging Into Badges
Click to watch on YouTube: http://youtu.be/Zdv6R2BiYq4
Mozilla's Open Badges is a new system for credentialing and accreditation that makes it possible for learners everywhere to get recognition for lifelong learning of all kinds through digital badges, and then collect and share those badges across the Web for real results like jobs. But what does this mean for your organization? And how do you get started?
Join Mozilla's Marketing + Community Strategy Lead, Megan Cole, for this one-hour webinar, in which she will walk you through the foundation of Open Badges. If you're new to Open Badges, or have a basic understanding but want to go deeper, this webinar is for you!
Check out Open Badges 201: Badge System Design & Technical Overview, here: http://www.youtube.com/watch?v=VQIgrUtLOv4&feature=youtu.be
@OpenBadges
#OpenBadges
8. “GPAs are worthless as a criteria for hiring and
test scores are worthless...Your ability to perform
at Google is completely unrelated to how you
performed when you were in school, because the
skills you acquired in college are very different...
http://techcrunch.com/2013/06/22/the-technical-interview-is-
11. • Current system is broken: drop
outs, not ready for college/careers
• Exploring new approaches:
personalized learning, competency-
based
• Wrong accountability measures,
wrong credentials
K-12
12. • Isabel, 10th grader
• Struggles with
some subjects
in school
• Nets out to ‘average’, despite doing
many things well
• Involved in many activities
• No way to keep her from falling behind
K-12 Education: Story
13. • Tawa, 7th grade
teacher
• Must ‘teach to
the test’
• No room to innovate or attend to
individual needs
• No insight into student interests
K-12 Education: Story
14. • Strong networks, compelling
learning
• Not connected to schools
• Does not ‘count’ for learners
Afterschool
15. • Eduardo, 7th
grader
• Below average
student in school
• Emerging
technologist and
mentor in afterschool program
• Does not realize this is legitimate
learning
Afterschool: Story
16. • Expensive, inconsistent quality
• Growing gap between university
and careers
• Monopoly on credentials
Higher Education / University
17. • Ahmed, recent grad
• Brings transcript to
a job interview
• Surprised that this means little to
employer
• No way to demonstrate skills and
granular learning
University: Story
18. • Workforce changing, its not always
enough to have a degree
• New skills are important, new economies
have emerged
• Employers can't find right matches
Workforce
19. • Sal, displaced
worker
• Does not know
what skills he
needs for a new job
• University is not an option
• Has no way to demonstrate skills he
has learned on the job
Workforce: Story
20. • Joelle, hiring
manager
• Can’t find the
right people for
the job
• Has hired the wrong person several
times, at great cost
• Wants better tools for assessing what
candidates can do
Workforce: Story
56. • Isabel, 10th grader
• Struggles with
some subjects
in school
• Nets out to ‘average’, despite doing many
things well
• Involved in many activities
• No way to keep her from falling behind
K-12 Education: Story
57. • Get badges for all
activities
• Reward granular
accomplishments
and strengths in school
• Use combination of badges to better
understand and guide her
• Includes badges on college applications
K-12 Education: Story
58. • Tawa, 7th grade
teacher
• Must ‘teach to
the test’
• No room to innovate or attend to
individual needs
• No insight into student interests
K-12 Education: Story
59. • Issue badges for skills
and ‘extra’ learning in
the classroom
• Use badges from out of school to
better understand and guide students
• Even earn badges herself for
innovative practices
K-12 Education: Story
60. • Recognized students
not motivated by A’s
• Badging coursework,
skills, attendance
• Students have a ‘passport’
• Goal is that a completed passport
leads to local college acceptance
K-12: Corona-Norco School District
63. • Eduardo, 7th
grader
• Below average
student in school
• Emerging
technologist and
mentor in afterschool program
• Does not realize this is legitimate
learning
Afterschool: Story
64. • Badges for his
learning outside of
school
• Badges can ‘unlock’
access to more learning or mentors
• Carries with him back into school
• Shares with interest groups and
builds reputation
Afterschool: Story
65. • Badges for expanded learning
opportunities
• Connects afterschool,
schools, local business
• Programs on environmental
science, sports, video game
design, etc.
• Local high school and community
college accept for credit
After-School: PASA
67. • Ahmed, recent grad
• Brings transcript to
a job interview
• Surprised that this means little to
employer
• No way to demonstrate skills and
granular learning
University: Story
68. • Badges for skills
developed in courses
at university
• Shares his digital resume + badges
with prospective employer
• Tells a more complete story about
what he knows and can do
• His work in university ‘counts’
University: Story
71. Gerry McCartney, Purdue's vice president for information
technology, CIO and Oesterle Professor of Information
Technology
"Students learn in many ways and in a variety of
settings while attending a university such as Purdue. In
addition to formal lectures and homework, there is also time
spent in labs and doing field work; time spent in service
projects or internships; and experiences they glean
from student organizations. The Passport app will give
interested faculty and advisers another way to recognize
and validate those skills for students."
73. • Sal, displaced
worker
• Does not know
what skills he
needs for a new job
• University is not an option
• Has no way to demonstrate skills he
has learned on the job
Workforce: Story
74. • Earn badges for skills
he already has
• View badges recommended for
particular industry
• Find open education courses to
develop those skills
• Share badges with potential
employers
Workforce: Story
75. Workforce: Manufacturing Institute
• Use badges to define skills important
to the industry
• Badges recognize prior learning and
on-the-job training
• Ties directly into jobs and
advancement
78. • Joelle, hiring
manager
• Can’t find the
right people for
the job
• Has hired the wrong person several
times, at great cost
• Wants better tools for assessing what
candidates can do
Workforce: Story
79. • Search for
candidates
through badges
• Use information
‘behind’ the badge to easily vet
candidate’s skills
• Find better matches, have more
confidence in hiring
Workforce: Story
93. What is BadgeKit?
A set of open, foundational tools to make the badging
process easy and simple.
94. Our Goal with BadgeKit
To improve the badging experience for
issuers, learners and consumers, making open
badging simple and easy to do.
Close the gap with lightweight, free open badging tools.
95. Our Goal with BadgeKit
Provide the foundational tools to stoke the growth
and development of the Open Badges ecosystem.
Given the open source model of
BadgeKit, improvements made by anyone can
benefit everyone, from bug fixes to new features and
more.
96. Our Goal with BadgeKit
Build our values of
openness, interoperability, agency, choice, and
connectedness into the core and help shape
emerging badge systems.
Let’s make it easier to build and issue an open badge.
97. BadgeKit will:
Support each key point in the badging experience
including
discovering, building, assessing, issuing, collecting
and sharing.
98. D B A
I C
iscover uild ssess
ssue ollect Share
105. Get Connected
Join our weekly Community call
Wednesdays at 9am PDT / 12pm EDT
http://bit.ly/OBCommCalls
Post questions to our Google Group
https://groups.google.com/d/forum/openbadges
Reach out to us for information
badges@mozillafoundation.org
Stay up-to-date with our Blog
http://openbadges.tumblr.com/
Editor's Notes
- What is a badge
- Why digital badges
- Details on the Open Badges Infrastructure
- Current status of the ecosystem
- Details on the Clinton Global Initiative commitment
- And more
This is a complicated world with a lot of complicated challenges.
Learning is not just seat time. Learning is happening in more ways, across lifetimes.
Career changes are more frequent and commonplace.
Not to mention how do we prepare the workforce for jobs that have not yet come into existence?
New technologies and advancement dictate new skills. Expectation that workers must continue to uplevel their skills to compete.
Google’s head of HR admits that “Brainteasers are a complete waste of time.”
He goes on to say, “Academic environments are artificial environments. People who succeed there are sort of finely trained, they’re conditioned to succeed in that environment.”
http://techcrunch.com/2013/06/22/the-technical-interview-is-dead/
Education has always been seen as the ticket out of poverty or towards success. But in many cases, that’s not enough or its not meeting the needs. How do we better connect people with opportunities to succeed?
We’ll quickly visit challenges by sector starting with K12
We’ve heard time and time again that the current system is broken with high drop out rates, and low student college and career readiness.
We’re hearing a lot about creating curriculum for personalized learning; the importance of supporting different paces and abilities and also an increasing emphasis on competency based learning over seat time
All the while we have a ton of wonderful afterschool programs.
By “not connected to schools” we mean, the learning that took place don’t count and is not recognized.
Google exec: Your ability to perform well at Google is unrelated to how you did in school.
Learning is not just seat time. Learning is happening in more ways, across lifetimes.
New technologies and advancement dictate new skills. Expectation that workers are continuing to up their skills to compete.
No single institution can solve this or prepare someone alone.
We need to find a way to connect learning for people across their lifetimes. Connect them to more learning. Connect that learning to real results like jobs.
That connection boils down to the record of that learning. We need new credentials that can communicate skills across contexts.
Scout badges were tied to achievement, skills, leveling up and reputation but they are one time, flat badges that don’t carry evidence or sharing capacity.
Digital!
Stackoverflow: badges issued for participation in a question and answer forum - social skills and hard skills like programming proficiency
The combination = more complete story about these individuals
So much so that employers are willing to pay for it!!
Recognize more granular skills. Recognize more skills in general, like social skills.
Build a collection that tells a more complete story about what you know and can do.
Credentials that fit our world today.
Explicitly define the skills that an org or industry cares about. Create a learning map of what someone needs to know and help them find ways to get those skills.
Not just more silo’d systems, let’s do this at the connected ecosystem level.
Learners earn badges across various issuers and learning experiences over their lifetime. We want to help learners better capture that learning in the form of badges.
Store them in one collection that they manage and control
Share them out...
...for real results like jobs and advancement
Mozilla has built the ‘plumbing’ to allow badges to work at the ecosystem level
Includes Backpacks, where learners collect and manage their badges
Most importantly, includes the standard for badges - definition of what information must be included in each badge (Badges are evidence based!)
It its the “bones” or “insides” of a badge.
Standard is the minimum info needed to understand that badge. Ensures that all badges in the ecosystem are interoperable.
Ecosystem with Mozilla infrastructure in the middle, or underneath. Educators / issuers, as well as Employers / badge ‘users’ are critical pieces to making this real and beneficial for learners.
Let’s go back to the user stories and see how badges could help.
When student completes passport, they get university acceptance. Great!
In conversation with local universities.
Bill Watson, an assistant professor in Purdue's Department of Curriculum and Instruction, wasinstrumental in creating the Passport platform and will be using Passport in a graduate-level course this semester. He says the advantage of badges is that they allow faculty to focus on competencies, skills and learner performance.
http://www.purdue.edu/newsroom/releases/2012/Q3/digital-badges-show-students-skills-along-with-degree.html
Bill Watson, an assistant professor in Purdue's Department of Curriculum and Instruction, wasinstrumental in creating the Passport platform and will be using Passport in a graduate-level course this semester. He says the advantage of badges is that they allow faculty to focus on competencies, skills and learner performance.