Creating Internal Value.

Measuring What Matters

The question of how testing is currently being done, does not state a clear hypothesis, butis set to look at the collected data without being certain what that data will conceal.According to Saaranen-Kauppinen and Puusniekka (2009, 6-7) the lack of a clearhypothesis and data-driven research are factors to categorize this research as qualitative.Typical methods for gathering information in qualitative research are observations andinterviews, or at present the use of existing material and documents as well (Saaranen-Kauppinen & Puusniekka 2009, 47). An observative approach could yield deep insights inthe existing testing practices in an organization, but would restrict the data collection toone or two development processes due to the small scope of this research. Due to thelack of existing material of the organizations in question I chose to conduct interviewsinstead, as I expect to gather a good understanding of existing testing processes indifferent types of relevant organizations.

As employers continue to face hurdles in identifying and hiring qualified talent, the potential for skill- and competency-based digital credentials is likely to grow

Makes the case for why trusted skills assertions can be the future of better connecting talented humans with opportunities they deserve

For nearly half of the lower-wage employment analyzed, we identify at least one higher-paying occupation requiring similar skills in the same metro area. We also find that transitions to similar higher-paying occupations would represent an average annual increase in wages of nearly $15,000, or 49 percent.

Interoperable LERs support learners’mobility by functioning in local, regional,state, national, and global talentmarketplaces

Interoperability: The ability of systems to worktogether, exchange, and make use of informationfrom other systems. In education, interoperability isthe ability of a system to exchange education andworkforce information with and use information fromother systems without special effort on the part of theuser. This means all individuals, including learners andemployers, have appropriate access to educationand workforce information, allowing them to makeinformed decisions in the workplace

“Our relationship with Community College of Aurora exemplifies the best in finding workforce solutions. Together we dug into the details to develop curriculum and training experiences that prepare students to meet the requirements for specific job responsibilities in behavioral health.”

only about a third of the need for mental health professionals in Colorado is currently met, driving demand for additional qualified behavioral health workers. By offering microcredential pathways in patient navigation, peer support specialist, behavioral health associate, and behavioral health+, these new credentials are designed to address Colorado’s mental health workforce shortage by preparing people for these roles in less than one year

whether built as credit-bearing or non-credit pathways, microcredentials are by no means a substitute for the intensiveness or comprehensiveness of traditional higher education pathways.

Credential Engine Learning and Employment RecordsAction Guide

They also need to communicate their potential, i.e., what they are able to learn, as well as toreceive guidance on how to realize their potential

employers see potential value in using digital credentials for a number of differentreasons. These include using digital credentials to better match candidates to jobs by analyzingtheir skills, broadening the talent funnel by data-mining credential databases, ensuring theauthenticity of credentials, and using credentials to manage the talent pathways in theirorganizations

OER-enabled pedagogy

The Day of Happiness