The title of this post is inspired by a text written in 1935 by the French poet Paul Valéry which I received from my friend and colleague Philippe Petiqueux (@misterppqx).
The opening words of Paul Valéry’s text are:
“I never hesitate to declare that the diploma is the mortal enemy of culture. The more important diplomas have become in life (and this importance has only increased because of economic circumstances), the lower the performance of education has been. The more control was exercised and extended, the worse the results became.”
Ensuring that the competencies acquired during training are actually transferred to the workplace—what the “Kirkpatrick methodology” defines as assessment level 3-—is a classic human resource management problem. How to address it? And more specifically, how could Open Badges contribute to its resolution?
Open Badges according to Kirkpatrick …
In an attempt to address this question, I went to Kirkpatrick Partners where I discovered a whole range of badges, from simple participation badges (“Kirkpatrick Session Participant”), up to those issued after demonstration of the application of Kirkpatrick Methodology (“Kirkpatrick Certified Professional”).
“Open Recognition” is the association of two words that, when taken independently, cover such a wide range of connotations and values that they can easily become confusing, while, when combined, they provide a powerful concept to discriminate between open/closed, recognition/rejection, inclusion/exclusion. For example, the very first Open Badge technologies were designed in such a way that individuals were de facto denied the right to recognise others, and therefore prevented the development of Open Recognition practices. The technology standard was open, the software implementing the standard was also open, but the recognition process was mainly closed. The 2.0 Open Badge Standard creates the conditions to put an end to this discrepancy and enable the emergence of Open Recognition ecosystems.
While a new standard creates new opportunities, it does not eliminate poor practices of the past, such as linking a collection of Open Badges to the awarding of free pizzas or other “extrinsic motivations.” With the emergence of an even more powerful technology it is becoming critical to define an ethical framework for Open Badges in support of Open Recognition. Can we learn from our mistakes to mitigate the consequences of the next ones we are prone to commit?
Following yesterday’s post I’ve tried to structure some elements for an overview of the relationships between Open Badges and quality. This is just a rough draft, an ice breaker to open a conversation.
How do Open Badges and Quality Relate?
Open Badges and Quality can be related as in:
- Open Badges for Quality, as a means to achieve quality, e.g. using Open Badges as a vehicle for issuing quality marks or as a source of data for quality management
- Quality for Open Badges, as a means to achieve quality, e.g. design Quality badges
MONSIEUR JOURDAIN: By my faith! For more than forty years I have been speaking prose without knowing anything about it, and I am much obliged to you for having taught me that.
—The Middle Class Gentleman (Le Bourgeois Gentilhomme). Molière
In the previous post, I (briefly) explored the dangers associated with the formalisation of informal learning, how these dangers might be increased with the use of the first generation Open Badges, in particular how the Mozilla Backpack in that context “reduced individuals to the submissive puppets of institutional ventriloquists.” In this post and the next, I would like to expand the exploration of informal learning recognition, more precisely, how does informal learning operate within the informal space and from here imagine the tools that might contribute to making informal recognition visible, valuable. If Open Badges made informal learning visible, what could make informal recognition visible?
Recognition of vs. recognition within
Searching Google for “recognition of informal learning” then “recognition in informal learning” (with the quotes), the first query returned approximately 50,700 entries, the second only 1: “Course in Assessment of Informal Learning” © State of Victoria. It is a very comprehensive and well structured document containing a full description of the outcomes and competencies with performance criteria, range statements, etc. —I am personally indebted to Australia, especially the State of Victoria, for the many excellent resources on competency frameworks they have produced and used in my work. I wish that more course descriptions were just half that good. Despite the great quality and value of this document it is not what I was looking for. What I was looking for is information on how recognition operates within the world of informal learning.
For a long time I have played with the idea of picture-less badges and one-pixel badges. The reason for that was the over importance attributed to what I often refer to as the “pretty picture” playing the proverbial role of the tree hiding the forest of trust. Picture-less badges and one-pixel badges force us to reflect on how to get value out of the metadata embedded in a badge: what can we do with a badge if we don’t have a “pretty picture” to display?
One of the most disheartening and yet fascinating thing with Open Badges is our inability (or lack of interest) in using them to inform even the most elementary service related to badges. For example, I remember very clearly a session during my first visit at the Mozfest in 2012 where the idea of “badge the badger”was discussed, i.e. use badges to control the right to issue certain badges. Four years later, nothing has changed. For an external observer, that could be interpreted as if we do not really believe in their value beyond displaying “pretty pictures.”
Thanks to the work done with the 2.0 spec, things might change, but change will not happen solely with the publication of a new standard: to exploit its full potential we need the right technology and, moreover, the right mind-set. Using Open Badges as verifiable claims to control access to services could have been done with the current version of the standard. If it has not happened, it is not primarily the fault of a defective standard, but the mind-set of some of those involved in the Open Badge ecosystem, in particular the excessive focus on badges as micro-credentials rather than verifiable claims. Continue reading
I had a great talk this week with my friend Don Presant (@donpresant) and when I reacted (negatively) to the expression “micro-credentials,” in return he suggested “progressive credentials,” an expression that I immediately fully embraced.
What can go wrong with “micro-credentials”?
There is a priori nothing wrong with issuing “micro-credentials” but that should not be the alpha and omega of Open Badges. Open Badges are credentials and credentials can be small and big. They can be used to hold micro- or macro-credentials, from the acknowledgment of participating in an event, to the delivery of a full qualification or diploma. An Open Badge is just one of the possible vessels for delivering, storing and exploiting credentials, micro or macro. Using Open Badges to encapsulate diplomas (macro-credentials) makes them verifiable digitally, so it’s probably a good idea to use them for that purpose. But Open Badges are not limited to do in small (“micro-certificates”) what others do in big (diplomas), they also have the potential to challenge existing credentialing authorities… Continue reading
This post is an extract of a position paper, Key Competency Badges, a reflection based on the work done in the TRANSIt project in relation to the acquisition of key competencies.
How to combine Open Badges with key competencies? To what result? One way to approach this question is to recognise that key competencies are just one particular group of competencies, so what is good for the recognition of competencies in general, is likely to be just as good for key competencies. As there are already plenty of Open Badges used to recognise a large range of competencies, then it is just a matter of extending current practice.
What is implied with this approach is that Key Competency Open Badges will need key competency standards similar to the UK key skill 2000 introduced above. While it might seem unproblematic to define standards related to the mastery of mathematics and foreign languages, things might get more complicated with digital competencies and even more with the sense of initiative and entrepreneurship and social and civic competencies. For example, the French authorities decided to remove ‘entrepreneurship’ from the European key competency labelled “sense of initiative and entrepreneurship.” The French version is “autonomie et initiative”  (autonomy and initiative).
July 2nd saw the first public presentation of the ePortfolios & Open Badges Maturity Matrix, one of the outcomes of the Europortfolio initiative (www.europortfolio.org). This post reports some of the ideas that were presented during this webinar.
Why a Maturity Matrix?
A growing number of individuals and organisations are exploiting or planning to explore the benefits of ePortfolios and, more recently, Open Badges. What are the successful indicators of such an implementation? How does one implementation compare to another? What possible steps can be taken in order to improve current practices and technology?
While a number of reference documents have been published, in particular the very comprehensive guidelines from JISC and the Australian ePortfolio Initiative, notwithstanding previous attempts at creating an ePortfolio maturity matrix, there is not yet a consensus, within the learning professional community, on what could constitute a maturity model of ePortfolios and Open Badges implementation.
The maturity model underpinning the ePortfolios & Open Badges Maturity Matrix aims at being inclusive, i.e. recognising what people and organisations are doing today, while providing a framework for future improvement, so that learning practitioners will be able to state: “this is where we are today, that is where we want to be next year.” The main function of the Maturity Matrix is to provide a tool to facilitate the dialogue with practitioners, leaders in education and decision makers. If you are an innovator and feel lonely in your institution, you can use the Matrix to engage in a dialogue with your colleagues, learning community and community of practice. If you are an education manager, you can use the Matrix to review and/or plan the changes required to support effective ePortfolio and Open Badge practice.