filters

Skills visibility is about making the skills a (l)earner has acquired open, transparent, and accessible to the (l)earner, providing agency to showcase their curated skills and competencies to employers in the marketplace. It's also about employers articulating the 21st century and technical skills needed for the job, as well as making those skills visible to prospective candidates. Finally it engages (l)earners as co-creators and centers their needs and goals in its design, particularly those we know to be most harmed by the current capital- and degree-driven state.

Use this introduction guide to plan for and implement your LERs using Credential Engine’s open technologies. It is intended for people planning for or in the process of implementing LER solutions and includes both general information for non-technical understanding and technical information for implementers. It will be updated as additional examples are developed with other LER-related specifications.

This report attempts to map the space that exists between the promise of digital credentials that represent skills, competencies and abilities and their widespread adoption in employment-related use cases. It is based on a set of semi-structured interviews with leading experts and decision makers in North America and Europe, desk research and expert analysis.

Develops aspirational use cases to align leading employer practices in skills-based hiring and advancement that have the potential to achieve results for both employers and job candidates based on a balanced set of success metrics. This project includes aspirational learner/worker-centered use cases that empower them to use innovative developments in resumes, profiles, learning and employment records, and guidance services. Identifies likely failure points in implementation and scaling, including employer and candidate capacity, time and resource commitments, and the state of available data, technology and standards.

Strategies for common talent acquisition issues using open data standards to improve hiring and advancement systems and practices. Pilot ideas related to publishing job postings, creating and using skills frameworks, accepting alternative qualifications, masking identity, and issuing and accepting Learning and Employment Records (LERs). Simple reference to relevant standards and associated communities of practice

Report from the Alternative Credentials Workgroup on definitions, strategic alignment, campus stakeholders, infrastructure, standards, destinations, and timing around digital microcredential use.

Digital Promise collaborated with workers in frontline sectors along with leaders in higher education, design, and technology to explore how LER technology could be used to promote greater equity across education and workforce systems. Drawing on our Inclusive Innovation Model, we engaged frontline workers, referred to as participant-advisors, in a series of design sessions to understand their perceptions of emerging LER technology and identify potential gaps in the design for developers.

Skills-based practices make pathways to good careers more accessible to a wider segment of the workforce by focusing on what workers can do, not on the degrees or certifications they’ve earned. The verifiable credentials wallets highlighted in this market scan give learners and workers the tools they need to communicate the totality of their skills and abilities and translate their achievements into future opportunities.