A second demographic cliff adds to urgency for change — from insidehighered.com by Ray Schroeder The demographic cliff we have been anticipating since the drop in births with the 2008 recession now has a younger sibling — the COVID-19 cliff is coming with another deep drop in recent births.
Excerpts:
In sum, competition is rapidly growing; the pool of “traditional” students is evaporating; employers are dropping degree requirements; and, with student debt now surpassing $1.7 trillion, we all know that families are looking for more cost-effective paths to the knowledge and skills they seek. “The fundamental business model for delivering education is broken,” said Rick Beyer, a senior fellow and practice area lead for mergers and affiliations at the Association of Governing Boards of Universities and Colleges. “The consolidation era started a few years ago. It will continue. We will see more closures.”
What, then, are the bright spots for postsecondary learning?
Online learning tops the list despite some bad press for the hastily put-together remote learning of last year. Adult students, in particular, prefer the flexibility and mobility of online. Enrollment in online programs has continued to increase while overall higher ed enrollments have declined each of the past dozen years.
Video Lectures: 4 Tips for Teachers— from techlearning.com by Erik Ofgang Creating short and engaging video lectures for students is a growing trend at education institutions
Excerpt:
To encourage a more professional type of evergreen video resource, the institution has invested in lecture capture studios, adding five new ones over the past year so each campus has at least one. Some of these studios are DIY, others require a crew, but all enable professors to record lectures in a professional recording environment, complete with green screens and high-quality lighting and audio. The recordings are then edited by the studio team who can help the professor follow the best pedagogical practices for video recordings, including keeping videos short and engaging.
From DSC: A great example of using of teams to create higher-quality, engaging, interactive learning content.
Learners, educators and policymakers understand that high school completion and education beyond high school are critical to thrive in the workforce. However, until recently an inventory of the number or type of secondary and postsecondary credential opportunities in the United States did not exist. This is the third annual report from Credential Engine that attempts to count all these credentials. The report identifies 967,734 unique credentials in the U.S. in 16 detailed credential categories across four types
of credential providers:
Postsecondary educational institutions—359,713 degrees and certificates
Massive open online course (MOOC) providers—9,390 course completion certificates, micro-credentials, and online degrees from foreign universities
Non-academic providers—549,712 badges, course completion certificates, licenses, certifications, and apprenticeships
Secondary schools—48,919 diplomas from public and private secondary schools
In The Newest Economy: Welcome to the Credential Currency Revolution, Gordon Freedman, NLET’s president, examines the discontinuity between high schools, community colleges, career and technical education, and workforce development programs and their alignment and linkages to high demand jobs and careers. The paper suggests moving beyond the current array of offerings and labor market tools to a marketplace solution using modern technology and data analytics to link credentials (badges, certifications, degrees) to hiring outcomes.
The paper is a collaboration among NLET, Credential Engine, Southern Regional Economic Board (SREB) and GoEducate, Inc. who together are building a Credential Alliance to further the work described in the report.
Per Flower Darby (via Becky Supiano at The Chronicle): What if every department-meeting agenda blocked off just 10 minutes to talk about teaching? That simple move, Darby thinks, could go a long way toward changing the campus culture around teaching.
— Daniel Christian (he/him/his) (@dchristian5) May 20, 2021
“When three-fourths of students and more than half of faculty want to experience at least some courses fully online, the key takeaway is that the pandemic did not threaten but in fact accelerated the long-term growth, acceptance, and desirability of online learning, and those numbers will only improve, as emergency remote offerings are rebuilt as modern online courses and programs.”
Global Accessibility Awareness Dayis this Thursday, May 20, 2021 Help us celebrate the tenth Global Accessibility Awareness Day (GAAD)! The purpose of GAAD is to get everyone talking, thinking and learning about digital access and inclusion, and the more than One Billion people with disabilities/impairments.
A pre-pandemic study shows that more than 4 in 10 college degree holders are underemployed and are likely to remain that way for decades to come. This coupled with the astronomical cost of college and mounting student loan debt raises a need for alternative pathways into America’s workforce. The current college system is not putting all Americans to work.
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Jobtech has the potential to be more effective for job seekers by aligning their aspirations more directly with the needs of employers. Unlike higher education institutions, a jobtech company’s profit and survival depend on people getting placed in good jobs.
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The success of these businesses hinges on securing opportunities for job seekers. This guarantees customer satisfaction, repeat business, positive margins and a healthy, sustainable business model.
When you ask adults to recall their most memorable and enjoyable learning experiences it nearly always comes back to relationships – a fun teacher, an inspiring lecturer, a lively community. Such human interactions neatly illustrate the difference between maturity and compliance.
A “mature relationship” sounds a lot more attractive than a “compliant” one. Yet many institutions are offering compliance to disabled learners rather than mature relationships.
The lenses we use are:
Main driver – Where is energy being expended and what is measured as success?
Responsibility – Who are the actors. Do they have sufficient authority?
Model of disability – Is the perception “users with issues” or “systems and content with barriers”?
Focus of effort – Is accessibility a “task and finish” project or a long-term quality improvement?
Skills and expertise – What is the focus of training? Who gets it? Is it considered important?
Digital accessibility in policies – Digital accessibility is a vital equality issue. Is it visible in policies?
Culture – Is the focus on minimising risk? Or maximising user experience? Does accessibility straitjacket online learning? Or encourage innovation and experimentation?
User’s digital experience – How consistent is the user experience? How well designed?
In this article we explore the “Drivers” lens. What is driving your change? The need to be compliant and tick off the boxes? Or a desire to be digitally inclusive, ensuring every student can be as confident, independent and productive as possible?
At the upper levels of maturity, the confidence and competence of a wide body of staff will mean the organisation moves beyond micromanagement of accessibility. Accessibility may be mandatory but a wide range of templates will be available. Even better, many staff will have enough understanding to create their own accessible content and courses without needing a template. At this level, the following lines of evidence will be available:
A senior sponsor will be responsible for digital accessibility across the organisation.
Any cross-organisation steering group will be hosted by senior staff, meeting regularly and evidencing positive outcomes.
Digital accessibility will be a standing item in self-assessment reviews or quality assurance processes, and appropriate training will be in place to make this meaningful (see the later lens in the final blog coming soon in the series, on skills and expertise!).
Students will be actively involved in accessibility developments.
Part IV: Coming soon.
Learn about the Accessibility Maturity Model for Higher and Further Education that AbilityNet and McNaught Consultancy have developed based on Alistair McNaught’s existing model. See here and here.
The instructional studios started with a mobile standing desk, which serves as the command center for instruction. The desk has a room controller, document camera, and an interactive display with an adapter for laptop content sharing. Behind the desk is a whiteboard with a whiteboard camera. In front of the desk, we designed an AV cart that includes a shotgun mic pair, LED light panels, two large displays, one off-lens teleprompter, and PTZ camera.
The studios put the instructor in control of the meeting using a Zoom Rooms controller— allowing them to easily switch between and share multiple types of content simultaneously: main camera, document camera, laptop content, digital annotations, and whiteboard writing.
Dual coding is the process of combining verbal materials with visual materials. There are many ways to visually represent material, such as with infographics, timelines, cartoon strips, diagrams, and graphic organizers.
When you have the same information in two formats – words and visuals – it gives you two ways of remembering the information later on. Combining these visuals with words is an effective way to study.
Now, look at only the visuals and explain what they mean in your own words. Then, take the words from your class materials and draw your own visuals to go along with them!
From DSC: As the authors comment, this is NOT about learning styles (as research doesn’t back up the hypothesis of learning styles):
When we discuss verbal and visual materials, it does sound like we could be referring to learning styles. However, it is important to remember that a great deal of research has shown that assessing your learning style and then matching your study to that “style” is not useful, and does not improve learning (2). (For more, read this piece.)
What if we could create these kinds of calendars and/or apps for faculty and staff as well as for students? — idea from Daniel Christian. The vehicles could be developed as analog/physical formats or in digital formats and apps. In the digital realm, one could receive a daily notification.
For faculty/staff:
Teaching and learning tips; pedagogies (flipped learning, active learning, etc.); ideas that have worked well for others
Creative experiments to try (such as digital storytelling or with an emerging technology such as AR, MR, or VR)
Tips & tricks re: tools within the learning ecosystem of one’s organization
How to make digital content that’s accessible
Items re: bias, diversity, equity & inclusion
Dates to be aware of (for processes on one’s LMS/CMS as an example)
Notes of encouragement and/or humor
Links to key resources
Other
[The Corporate Training / L&D world could do this as well.]
For students
Studying tips
How to take courses online
How people learn
Resources, books, people to follow on Twitter, blogs and RSS feeds, etc.
Pictures of judges, legislative bodies, law offices, corporate HQs, other
Based on the rate of partnership growth in Q1, 2021 may deliver over 400 new academic partnerships if growth continues at the same rate.
Other key points:
The US led the development and growth of the OPM model, now we are seeing an acceleration in adoption of OPM partnerships in international markets across Australia, Asia and Europe
Bootcamp Partnerships are powering Universities with immersive, short-format programs in technology and new domains in business. Expert curriculum, deep industry relationships and hiring pathways are driving very fast growth in campus-based and online programs.
We expect the Global OPX Market to grow at 19% CAGR, reaching $13.3B by 2025.
Many have spoken of the need for various “bridges” in educational research. Bridges linking theory to practice, lab to classroom, and perhaps the most problematic of all, transdisciplinary bridges allowing multiple fields of experts (education, psychology, cognitive science, neuroscience) to collaborate and communicate more effectively. With teachers. As in, the people who are actually tasked with actioning all of this advice!
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We can do better. By inviting researchers to sit down with actual teachers to discuss real issues in real schools and co-create real solutions that we can adapt to a variety of circumstances.
