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Competency-based Education and the Future of Workplace Training

Sept. 28, 2022

Corporate Sparkplug

Internal Deck

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Your Presenter:�

Vicky Walker

Learning Strategy Consultant, Corporate

D2L.com

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Vicky: What is CBE?

Lindsay: Case Study

Group Q & A

Breakout Work Session

Agenda

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D2L.com

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The Opportunity

Competency-based education and training is yet to become a trend in online education simply because most designers and training managers are not sure what it means and how they can implement the concept in practice.

LinkedIn:

+ 21% increase in job postings based on skills/responsibilities

+ 40% increase in non-degree jobs

D2L.com

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Picture this...

What is your ideal learning journey as an employee?

Now...

If you are a manager and you wanted to see how your employee was doing in their training and how it relates to their job description to mentor them, how might you do that?

CORP

K–12

D2L.com

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Answers?

Transparency?
Learning that suits you and how, and when, you like to learn?

CORP

K–12

D2L.com

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One learning pathway, with multiple entry and exit points that can have many ways of demonstrating the WHAT, HOW, and WHY of the learning journey.

The answer is...

competency-based education (and training)

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The Terms

What the Learner Needs to Know/Do?

Learning Goals

Achievement Levels

Standards

Learning Objectives

Learning Outcomes

Competence

Master Learning

Learning Goals

Metrics of Success

=

Competency

HOW do we know THE LEARNER is Competent?

Assessment

Training

Competency

L&D

Evaluation

Compliance

Testing

Quizzing

Performance

Metacognition

Storytelling

Demonstration

__________________________

Differentiated Instruction

Universal Design for Learning

What Data Proves Competency?

Brightspace Tools:

Quiz

Discussion

Video Assignments

Assignments

Outcomes

Portfolio

Competency Tool

Rubrics

___________________________

SCORM Learning Objects?

Time Spent?

Page Completion?

We need to get beyond the Brightspace TOOLS and TERMS and listen to how the client describes WHAT A LEARNER MUST KNOW/DO.

D2L.com

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There is no consistency across any region as to what "Competency-Based Education/Training" is... and people get PASSIONATE about their terms.

D2L.com

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How can we talk about Competency-based Education/Training?

1. You need to find out what LANGUAGE is by the people you hope to work with. HOW?

Ask Questions...

2. Define what competency means to them.

3. Define how they envisage their learners being success.

4. Ask if they have job descriptions and metrics of success for each of their employee positions.

D2L.com

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What Makes an Employee Competent?

Miguel Angel Lopez (2013) has defined competence as a person’s ability to put into practice his knowledge, how he/she performs specific tasks and his/her attitudes towards a job.

Measurable Skills and Performance

You can measure the levels of skill of two individuals based on their performances on similar tasks using identical tools.

Applies Solutions to Tasks and Problems

Competent employees “apply” his knowledge and solve real-world problems more than a person who knows theories, definitions, and concepts by heart but lacks performance skill.

A Mobilizer of Resources

The competent person not only has the knowledge to do a job and troubleshoot problems but also possesses the skills and the attitudes to apply his learning in the real world.

Ethical Behaviour

A competent person does not resort to unethical means to get a job done. He relies on his knowledge and the ability to apply his knowledge to do a job.

The focus is NOT on completing a training program within a specific time.

D2L.com

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REAL-WORLD LEARNING

FLEXIBLE & PERSONALIZED

SELF-PACED

^{FOR THE EMPLOYEE}

DEMONSTREATED SKILL MASTERY

EMPLOYEE ACCOUNTABILITY

COLLABORATIVE LEARNING PROCESS

^{FOR THE EMPLOYER}

Delivering a skills-centric approach to solving business challenges

What is CBE-T’s Focus?

Employers need to be able to articulate in writing WHAT makes an employee competent in certain areas of their job (hard and softskills)

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CBE Training Development Process

Identify Organizations Goals/Training Needs
Establish Core Competencies
Assess Learner's Current Ability
Identify Gaps
Assign Development Activities
Post-Assessment
Award Competence

By distilling learning to the competencies that matter, we can unlock greater opportunities for learners.

D2L.com

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What can competency-based learning be?

ONE MODEL...

Learners move through content at their own pace.
The course or program delivers new learning based on previous test scores.
The focus is NOT on completing a training program within a specific time.
Competency-based training does not randomly “dump” knowledge on the learner; it ensures that the learner has attained the required degree of mastery in some subject before he moves to a higher level of learning, where he will have to build on his prior knowledge.
This makes learning the most effective because it leaves no skill gaps.

D2L.com

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D2L.com

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Society of Petroleum Engineers

74.6% of employees state that learning and development programs are important in their choice of role
53.3% indicate that a lack of opportunities would be enough for them to consider leaving the company.
Energy industry employees must keep up with and adopt new technologies to continually develop.

D2L.com

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D2L.com

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Let's Get Real… SE Competencies

Presentation Skills

Technical Acumen

Relationship Management

Sales Acumen

Instructional Acumen

Process and Project Management

Your Favourite SE

D2L.com

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Q: How do we really know if an employee has mastered a level and is ready to progress?

D2L.com

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How do we know if an employee has mastered a level?

We can use Brightspace!

D2L.com

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Brightspace Tools that Help with CBE

Rubrics
Quizzes
Assignments/Video Assignments
Discussions
Content
Awards
Etc

Release Conditions
Outcomes

D2L.com

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Brightspace Outcomes

D2L.com

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Outcomes – Content

D2L.com

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Assessing Outcomes

D2L.com

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Mastery View

D2L.com

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Drill Down View

D2L.com

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Questions?

D2L.com

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Recap and reference slides from last week follow.

D2L.com

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RECAP: Competency-Based Employee Training

This is specific to the organization, association and industry, not a one size fits all approach- it's an IDEA not a TOOL.

Brightspace delivers this at the learning program level, not role level like Talent Management - we do not have fit here

Brightspace can provide an employee's training pathway from onboarding, through compliance training, professional certifications and exams, microlearning, and on-the-job or just-in-time training, to employee evaluation – and all can be linked to CBE

We provide a learner-employee focused journey.

D2L.com

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What are the benefits of CBET?

L&D are focusing on the convergence of talent development, skill-based planning, and internal mobility to build work culture based on continuous learning.

Skilling, employee retention, well-being, leadership, and DE&I are all urgent business priorities.

Capability building is critical to business success. L&D is a strategic leader and is at the executive table.

D2L.com

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Key Trends in the Employee Training Space:

Skills-based learning

Tag content to skills, provide a more personalized approach to the content catalog
Upskill, reskill employees to bolster mastery of concepts and train employees for in-demand skills within the organization
Brightspace delivers - Personalized learning, Assessments, Learning Outcomes, Awards, Data

Coaching and social learning

Support learners through effective feedback
Continued collaboration and relationship building. Foster a community driven learning environment�gaining real applicability of learned content within the context of the organization
Brightspace delivers – A collaborative learning community filled with peer-to-peer feedback, discussions, and webinars

Microlearning content

With employees experiencing Zoom fatigue and the lift of restrictions, there has been more microlearning content + tools made available
Training content for specific teams (HR, Sales, Leadership Training), single skill/concepts that can be used to educate immediately.

Tools – content authoring tools geared towards bite-sized learning

Brightspace delivers – Integrated content partners (Go1) that can deliver best-in class training materials on any device.

D2L.com

Skill-based Training

Personalized learning (create personalized learning programs where employees can quickly and easily navigate and complete courses synchronously and asynchronously)
Assessments that connect with learning outcomes to ensure skill pathways are measurable and personalized to learners
Actively engage learners and drive skill development with gamification through awards, badges and micro-credentials
Continue to measure the impact of learning programs using analytics and reporting. Take action of performance of employees to ensure masterful learning is achieved

Engage employees in a sense of community through collaborative features like peer-to-peer feedback, discussions and webinars. Social learning can be conducted through coaching from fellow employees, managers and mentors. Social features are better integrated across the platform as opposed to being in one single place

Leverage D2Ls strong content partnership with Go1 that can deliver best in class training no matter the device

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What can Brightspace Do?

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Identify and Address

Identify and Address Skills Gaps – Run reports to identify the competencies required for emerging roles, important clients, and new teams. Identify what training is not being completed.

Track

Track Certifications – Eliminate spreadsheets with document libraries to store employee certifications, credentials, and any other records, with notifications for expirations.

Maintain

Maintain Compliance – Adhere to ISO, OSHA, and other regulations with audit reporting, document tracking, archived training materials, and more.

Assign and Manage

Assign and Manage Risk – Identify and address the highest priority risks to your organization today or in the future, as well as publish reports on actionable data.

Train

Train Individuals Online – Assign training with a variety of different learning styles such as multiple-choice tests, open response, virtual classroom, performance assessments, and more.

Manage

Manage Competency – Identify the hard and soft skills needed to be fully competent, and automate the process to complete each requirement.

D2L.com

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D2L.com

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Example of CBET

CBET is delivered as blended learning or as facilitated on the job training

Training a forklift driver:

The employee can learn safety rules, load specifications and the location of the controls from a learning path in Brightspace (one or several courses) where knowledge acquisition and embedding happens using virtual instructor-led training and/or independent learning.
Then to demonstrate the competency, "Operate Forklift", the learner has to physically get in and drive the forklift and operate it to specific standards. This can be documented by themselves or mentors using Brightspace video assessments and Portfolio.
Once practiced, the learner continues their learning and evaluation experience in Brightspace to demonstrate the application of the learning thereby becoming competent in "Operate Forklift".

D2L.com

Let's use D2L as our second example. Everyone has seen the competency frameworks D2L created for its employees and departments. Imagine building these into Outcomes and Rubrics, something that we as an organization are working towards. An employee can work with their manager in a course shell, which can serve as a place for mentorship. Since many of us work remotely, we can upload examples of work we have done prior to yearly review. We can track our KPI's and connect them to our job competencies. We can be assigned and track our job-specific microlearning and self-assess against the rubrics. All of this becomes a place in which a manager or mentor can go to work with an employee. This is often done in other Software as Service providers using Jira and Trello, but few have our breadth of tracking plus the security and privacy that Brightspace offers. More associations are looking to use Brightspace to create communities of practice and to provide mentorship. This is not traditional talent management, it is learner and employee enablement and transparency. This is one aspect of Talent Management in practice, but certainly not the whole.

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Summary

Competency-based training needs to have the right internal people to help build the program.

Competency-based training needs to prove that it's profitable.

CBET must be aligned at the highest strategic level for it to work.

Organizations must discover how to measure competency-based training and how employees' competencies can take a toll on the bottom line.

D2L.com