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

InterpersonalAssertivenessConflict 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 Defined

Area 2

• Competency FrameworkArea

3• Badging Ecosystem

Area 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?