Charla Long's presentation on how Lipscomb University has been using badges to reimagine credentialing and prior learning assessment for their liberal arts college. Call notes: http://bit.ly/CCSept17

1. Badges: They Aren’t
Just for Scouts
Anymore!

3. E
Our Badge Journey
mployers seeking new solutions
 Spend $126 billion on T&D or $1,200 per employee
Another $20 billion on tuition reimbursement
 Yet, employers report dissatisfaction
 Only 7% believe higher education does “excellent” job in preparing students for the
workplace
 84% say “underprepared” for the workplace
St
udents influenced by “gaming” industry
Pu
sh toward competency-based education

6. What are Competencies?
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.
Focus is on what’s needed to be successful in that role.

7. How are Competencies Used in
Workplace?

8. Competency Levels of Mastery
ot every role needs every competency;
ifferent roles may require differing levels of proficiency
within a particular competency;
erformance indicators suggest behaviors for each level; and
ompetence can be mapped against a employee pipeline.

9. Pipeline
Equivalent
Proficiency
Level
Description of Competency Proficiency
Strategic
Leader
4
Master/Guru
Demonstrates mastery of competency and is
capable of mentoring & coaching others in its
application.
Functional
Manager
3 Exceptional/Exp
ert
Demonstrates expert application of competency and
is capable of coaching others in its application.
First Level
Supervisor
2 Accomplished
Practitioner
Demonstrates advanced competence and is
capable of modeling this competency for others.
Individual
Contributor
1
Basic/Elementa
ry
Possesses the fundamental knowledge, skills, and
motivations needed for this competency, can
consistently apply this competency.
0
Inadequate
Falls short of the knowledge, skills, and motivations
needed in this competency for role. Development is
needed to reach required standard.

10. 41 Key
Polaris Competency Model
Competencies
 Includes expandable competencies like Functional/Technical Expertise, Organization Knowledge, Industry Knowledge,
Technology Savvy
7
Categories
 Communication
 Conceptual
 Contextual
 Interpersonal
 Leadership
 Management
 Personal

11. E-Credential Badges

12. Badging Ecosystem Enables
Customization
ike with employer, customize programs by picking and
choosing category, competency, and level of mastery
Data-driven
 Science & art

13. Don’
Badging Ecosystem Empowers
t have to be degree seekers
Purc
Learners
hase one module and earn a badge
Infra
structure to reinforce additional module purchases and to increase badges
acquired
Curr
ently offer 164 different badges with more being added every day
Badg
e value (in terms of credit) varies

14. Competency
Report
with Badges
ual transcript
lectronic access
mbed into various social media
platforms

15. Direct Service Worker (DSW)
Badge Customization Example #1

16. Direct Service Worker (DSW)
Badge Customization Example #1

17. Direct Service Worker (DSW)
Badge Customization Example #2

18. Direct Service Worker (DSW)
Badge Customization Example #2

19. QUESTIONS?
Dr. Charla Long, Dean
charla.long@lipscomb.edu
615/966-2501