I earned my first micro-credential today for “Introducing Your Best Self”; well, it hasn’t been officially approved by the online reviewers, but I at least went through the process of earning it and got the physical badge.
Today was the last day of iNACOL19, which also means it’s the last time it will ever be called the iNACOL Symposium since the organization is now known as the Aurora Institute – just a fun side note. On this last day, I attended the workshop on micro-credentials with Bloom Board and I wanted to share a little about what micro-credentials actually are since it’s become a buzzword in education, yet many people still don’t know what it really means.
In my own words, micro-credentials are a way to show competency in specific areas of teacher work; they are credentials earned by providing qualitative and quantitative evidence to an online platform that external experts review before certifying that a teacher has demonstrated competency in that area.
I’ve been hearing about micro-credentials for a good bit now and my biggest confusion has always been the difference between micro-credentials and badging. My understanding since attending this session is that badging is typically done in house, so the person reviewing the evidence for receiving the badge often knows the person who is applying for the badge. However, with micro-credentials, there is a whole team of external reviewers that are tasked with certifying evidence for competencies. Furthermore, my understanding is that micro-credentials at this point are specifically for the education industry and more specifically for teachers and administrators. Badging, on the other hand, has a much larger audience, but often less robust system in terms of any sort of grouping of badges.
The micro-credential world is now growing so that specific micro-credentials are grouped together to demonstrate work towards mastering larger goals. For example, on Bloom Board there is a category for “Human Management” which is made up of about 6 micro-credentials. Some school districts are using these larger categories as ways to rethink graduate education; for these districts, salary raises and job promotions are based off mastery of a certain number of micro-credentials.
I must say I was really impressed with the whole notion of micro-credentials. It makes perfect sense to me that if we are trying to personalize learning for young learners and make assessment competency-based, then we should be creating a similar system for adult learners. After all, we are all learners that need feedback in order to continue to grow. Micro-credentials help create a system for adult learners to show competency and therefore, have the ability to grow in their fields without necessarily having to go back to graduate school and pay hundreds of dollars to prove they have gained new skills since they started teaching.
The process to gaining a micro-credential was also very practical. There are four phases in the example we worked through: analyze, design, implement, evaluate. During the analyzing phase we considered how we currently introduce ourselves to new people and critically discussed how we might improve our introduction. Then during design, we drafted scripts for what a new introduction might sound like based on the resources we read which discussed the need to move away from just saying “Hi I’m X and I work at Y,” and instead create a more memorable and insightful introduction. We got feedback from our partners about this script before moving on to the implementation phase where we recorded ourselves saying the introduction. Finally, we watched our own videos and reflected on the way it sounded and looked (thinking about non-verbal communication as well). If we were actually submitting this evidence we would have taken each written reflection and our video and saved it on the online site before submitting it for review, but we did this process all on paper to make it easier to facilitate in a group setting. Apparently, when working towards some micro-credentials there may be a 5th stage between design and implement which is develope, just because some micro-credentials need to have more supporting evidence.
I think there is a lot of potential in micro-credentials especially when thinking about the evolution of science in the learning and teaching industry. Someone in our session today discussed how his master’s degree still holds up as certifying he has knowledge in education technology, but when he earned this degree the technology he was learning about was about how to wire a projector. Technology has changed significantly and yet his master’s degree still suggests he has mastery in this field. What if credentials expired and had to be renewed? This would promote the idea that we are life long learners and must always be updating our understanding of certain topics as we learn more about them as a society. Micro-credentials could be a solution to this issue because they are intentionally designed to be conducive to the lives of working teachers; therefore, no one would have to stop teaching in order to go back to school and renew their credentials as new science develops. It’s a truly fascinating idea to me, though I do know I’m a person who naturally just loves to learn new things.
I’m excited to see where the future of micro-credentials leads us in education.