If you are capable, you have the ability to do something. Organisations want assurance that the people they employ are capable; that they have the attributes required for performance and to achieve desired outcomes. Traditionally, this has been demonstrated through experience from time-served and/or qualifications.
With rapid shifts in the way business and learning occurs, organisations are becoming even more strategic with the way they position themselves, both in the market, and to respond to changes. The capabilities of the people within it can help an organisation stay and remain competitive.
A capability is a specified standard that is expected in professional practice.
Capabilities that can be earned and recognised through credentialling are developed to assess how well an individual meets the specific skills that need to be proven to say they have a particular capability.
As a documented measure of confidence, a credential has always meant evidence of a person's authority, status or entitlement to exercise official power. Translated to the educational arena, a credential is documented proof of an individual's ability and experience; evidence of an individual's suitability for a particular job because of their abilities and experience. A credential may be related to an academic or occupational qualification.
In terms of capabilities, a modern credential is “formal acknowledgment of the skills, knowledge and experience that can be applied to the professional standards of practice at a level of proficiency” (Ifenthaler et al 2016; Bowles 2014).
In short, a credential is the documented evidence of holding a capability and is proof of an individual's expertise. A credential serves as verification that an individual has achieved the baseline level of competency needed for a particular job carried out at a specific level of performance.
Credentials are issued by providers with some sort of authoritative expertise in the capability area. The issuer may or may not be the owner and/or author of a capability assessment. They will however, have used a capability assessment to confirm an individual can demonstrate the specific skills linked to that particular credential.
Capability assessments should be written by experts in that field to ensure the outputs of the capability robust, relevant and aligned with expectations of the workplace.
A capability, or group of associated capabilities may form a micro-credential.
As the name suggests, a micro-credential is a small, or mini-, qualification. It may be comprised of one or a few related capabilities to certify applied expertise.
Micro-credentials are industry-recognised and targeted to specific skills outcomes. Shorter than a macro-credential (a full qualification), micro-credentials are popular because they:
A badge or digital badge is a digital version of the ‘piece of paper’ for a credential (remembering that a credential is the documented evidence of having a particular capability). It is represented as a stylised graphic, or badge, to signify recognition of specific learning and achievement, and is backed with meta-data which can be used to verify the badge.
The meta-data communicates details of the badge such as the context of the achievement it signifies, who issued the badge and to whom, the criteria for issuance, whether the badge is current (has not been revoked) and whether an expiry date is applicable.
Aside from credentials, badges can be issued for other accomplishments too, such as completing a professional development course or learning activity.
Badges are issued by a provider to those who have earned them. They can then be loaded by the individual to their digital portfolio and shared online as representation of their abilities. A digital portfolio is a modern version of what was once done to create a resume folio, but instead of collating the ‘pieces of paper’ (certificates, testamurs etc.), the skills and experience a person has is showcased as a series of badges.
Badges can be verified online in real time and this is proving a popular way for employers and others to know what a person has done to earn a credential and therefore, the skills they have and what they are capable of. Some credential platforms also offer functionality to search for jobs based on skills held and represented by the badges listed against an individual’s profile.
Earning a credential involves a component of learning and assessment. There will be time involved to submit evidence for assessment to confirm you have the skills required to be issued a credential.
To earn a credential you must successfully meet the requirement of the capability assessment.
More on the Skills Education capability assessments coming soon!
Demonstrate, and have recognised, your specific skills in relation to validating assessment tools to be used in vocational education and training (VET).
Demonstrate, and have recognised, your specific skills in relation to formal validation activities and review of judgements made by assessors in vocational education and training (VET).
Copyright © 2020 MAE Projects Pty Ltd T/As Skills Education Network - All Rights Reserved.
ABN: 13 622 759 068