Key takeaway: the clear supermajority of LMS usage is, at least for Blackboard, just document management. For nearly 80% of cases, people use the leading LMS just to share documents, plus announcements and grades:
My note: Bryan Alexnader finished his blog entry with this q/n: I wonder if that holds true across other LMS tools (Moodle, Sakai, Canvas, etc).
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Police have owned signal jamming tools to interfere with consumer drones for years. After all, it was a regular consumer drone that a member of ISIS turned into a kamikaze to bomb Kurdish fighters.
My note: from jamming devices, to raptors (birds) to hacking the apps – #BumpyRoad for drones
Announced at the Educause 2016 conference, Blackboard Learn users will now be able to collaborate on documents using the cloud sharing platform Dropbox.
My note: BB is only catching up with Google, which has Google Drive (~ Dropbox) and Google Classroom (~ BB). It doesn’t matter how much hype BB is trying to produce, the fact is that BB is behind.
D2L is even farther behind, without an integration of any video tool. Google has Google Hangouts and BB purchased several video conferencing tools until it got “the right one.”
D2L announce in 2010 an integration with Skype but it has not happened. Now, D2L will be double behind without integration of a cloud-based file space.
The report, “Securing Our Future: Closing the Cybersecurity Talent Gap,” surveyed 3,779 adults aged 18 to 26, from 12 countries around the world, including the United States, Australia, the United Kingdom, and countries in Europe, Asia and the Middle East.
a high-paying career as a cyber security professional requires skills millennials value, such as problem solving, analytical thinking and communication — and employment opportunities are available across a wide variety of sectors, including start-ups, government and hospitals.
Key findings from the report:
64 percent of young adults in the U.S. heard about cyberattacks in the news last year, up from 36 percent the previous year, and compared to 48 percent of young adults worldwide;
70 percent of millennials in the U.S. said cyber security programs or activities are available to them, up from 46 percent the previous year, and compared to 68 percent worldwide;
21 percent of young men expressed interest in cyber competitions, compared to 15 percent of women;
48 percent or respondents said more information about the specifics of cyber security jobs would help increase interest;
59 percent of young men and 51 percent of young women received formal cyber safety lessons in school, up from 43 percent and 40 percent respectively last year; and
40 percent of respondents said parents are the most influential people helping them with career advice, and 19 percent said no one was influential in helping them with career advice.
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more on cybersecurity in this blog
AAEEBL (The Association for Authentic, Experiential and Evidence-Based learning) starts the Baston Blog
Blockchain Credentialing: What Impact Will it Have?
Posted By Trent Batson Ph. D.
blockchain credentialing, big news since the MIT Media Lab offered an open source means of credentialing using blockchain technology (the technology behind bitcoin).
Blockchain credentialing makes verification of credentials much simpler and less time consuming, according to the articles I’ve collected below. Even IBM has entered the arena.
As with badges, we in the eportfolio world need to be aware of the trend toward blockchain credentialing. I’ve sorted through the links below so I could select those I thought would be most useful for you.
Digital badges unify the learning that happens in these diverse contexts—often at a relatively granular level—with a common and portable representation of achievement.
Digital badges:
include a consistent set of metadata or information about the nature of the assessment, experience, or criteria that led to the skills or competency-based outcomes represented;
incorporate authentic evidence of the outcome being certified;
can be shared, displayed, or pulled into different kinds of platforms and environments in both human-readable and machine-readable formats;
can be distributed in a simple, consistent format, fostering relationship building, networking, and just-in-time career development opportunities;
are searchable and discoverable in a range of settings; and
offer data and insights about how and where they are used, valued, and consumed.
As a marker of achievement, a digital badge looks both backward and forward at the same time: backward to the experience or assessment that was completed to qualify for it, and forward to the benefits, rewards, or new opportunities available to those who have earned it.
Some of the possibilities you might consider include:
Serving as an alternate qualification for lifelong learning. Degrees and licenses certify summative achievements often following formal education programs or courses of study; do your digital badges provide official certification recognizing learning that is more granular, formative, or incremental?
Surfacing, verifying, or sharing evidence of achievement. How can we surface discrete evidence that certifies a skill or accomplishment, and by doing so arm learners with official recognition they can use toward new opportunities? Does validating and making a specific success or outcome more visible, portable, and sharable help a learner move successfully from one learning experience to the next?
Democratizing the process of issuing credit. How can we empower anyone who can observe or assess meaningful achievements to issue digital recognition of those accomplishments, even if that means that credential issuing becomes less centralized?
Exposing pathways and providing scaffolding. How can we better suggest or illuminate a path forward for learners while also enabling that pathway and progress to be shared with an external audience of peers or potential employers?
Supporting ongoing engagement. How can digital badges support learners incrementally as they progress through a learning experience? Can we enhance motivation before and after the experience?
The process for developing an effective badge system can be broken into steps:
Create a badge constellation. A constellation is a master plan or blueprint that shows all of the badges you intend to offer and how they relate to core themes or to each other.
Map meaning to each badge and to the overall badge system. Ensure that each part of your constellation has a value to the earner, to your organization, and to those who would reward or offer opportunities to bearers of each badge.
Identify or develop an assessment strategy. How will you know when an earner is ready to receive a badge? Are existing assessments, observation opportunities, or measures already in place, or does your system require new ways to determine when an individual has qualified for a digital badge or credential? What activities or work will be assessed, and what evidence can accompany each issued badge?
Determine relationships within the system and how learners progress. Is your plan one that shows progress, where components build on one another? How does one badge relate to another or stack to support ongoing personal or professional development?
Incorporate benefits, opportunities, and rewards into the system. Work backwards from the benefits that will be available to those who earn badges in your system. Does each badge serve a greater purpose than itself? What doors does it unlock for earners? How will you communicate and promote the value of your badges to all constituents?
Address technology considerations. How will you create and issue badges? Where and how will the badges be displayed or consumed by other systems and platforms in which they realize their potential value?
Develop an appropriate graphic design. While the visual design is but one element of a badge rich with data, how an achievement is visually represented communicates a great deal of additional information. Digital badges offer a unique and powerful opportunity to market the skills and capabilities of those who complete your programs, and badges promote your initiatives as well as your organization and what it values.
