LMS Market Acceleration: An initial view in North America
- UCLA is completing its LMS evaluation and migration plans, moving from Moodle to Canvas;
- SUNY has released its RFP for a systemwide LMS;
- CUNY is doing an LMS evaluation in preparation for its contract end date in 2021;
- Tennessee Board of Regents (TBR) is in the final contract stage of its systemwide LMS decision – expect a separate blog post on this one later this fall;
- NYU is moving from Sakai to D2L Brightspace; and
- Texas A&M and several CalState campuses are moving to Canvas.
more on LMS in this IMS blog
Discussion in my faculty meeting this morning: academic advisor shared that even though students previously said they wanted synchronous courses (because they were more like f2f courses) they now are dropping synchronous in favor of asynchronous. I find this hard to believe. Is anyone actually experiencing this?
more on synchronous discussions in this IMS blog
more on asynchronous discussions in this IMS blog:
Hi colleagues, My provost just put out a set of expected guidelines for instructors in online classes that emphasize expectations around discussion forums (I pasted them below). These discussion forum expectations are very narrowly defined. I am needing group-think on references that might help me put together some “best practice” alternatives. If an article or other resource comes to mind, please share!
Online Faculty Expectations
Weekly Required (all weeks)
• Faculty will demonstrate their presence in the class 5 days per week
• Respond to all students’ (who post on-time) primary discussion post if you have 9 or fewer students (1/2 of students if you have 10 or more).
• Faculty with larger courses should take special care to post to different students each week.
• Faculty who provide a weekly zoom lecture need only post on the board two other times (on two different days for a total of two other posts).
• Provide individual feedback (posted in the feedback section of the gradebook) for all discussion grades within a reasonable timeframe for students to complete subsequent assignments.
Dayna Henry I balk at the admin trying to tell us what to do. At the same time, I am very angry with colleagues who did not actually offer anything in the way of virtual learning when we went online in spring. It’s hard to balance academic freedom with faculty who don’t care to learn/offer a new way of learning (for your institution). I also recognize the admin was not in their F2F courses either and likely the slacking was occurring there too. The problem is the students LOVE these folks for giving them an easy A/pass.
Cathy Curran For years I have said that administrators need to teach at least one each year or every other year. My Dean has been out of the classroom for over 20 years, the Provost for over 25 and the Chancellor has never taught. They have zero clue how to build or implement and online class. They keep making mandates that to those of us who do actually teach seem absurd. We know the “count and classify” nonsense never works but it is the same argument they use for numerical evaluations of teaching effectiveness: it is objective. The decisions they are making do not make instruction better they are all about power and control, they need us to “prove” that we are doing our job and somehow logging into the LMS five days a week does that. Sad really really sad. Well you know some do and other become administrators…
more on online discussions in this IMS blog
Everyone knows and agrees that “Blackboard is Ugly” but Blackboard simply won’t die because having been in the market the longest they are in someways best (if minimally) adapted to provided the services that colleges need.
Freeware suffers from a lack of development support, and as Blackboard imitators age they too grow less intuitive complex and outdated in their presentations of information.
I do think there is a solution, and it comes from the early days of the internet, a concept largely abandon except in the world of mathematics where we still use LaTeX. That solution is MARK UP LANGUAGE
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Digital education assets were not spared, either. That same year, Pearson also sold PowerSchool, one the most widely used student information system in K-12 schools and districts today. (my note: about LMS, including PowerSchool, pls watch this animation: https://blog.stcloudstate.edu/ims/2019/12/22/bar-chart-race-lms/)
At the time, Fallon said PowerSchool was “an administrative system rather than a tool for learning, teaching or assessment,” and which did not jibe with Pearson’s transformation strategy.
The company offered a similar reason for selling its U.S. K-12 courseware assets, which Fallon described as “textbook-led” and one that “does not fit in with our digital transformation strategy.”
more on Pearson in this IMS blog
The Importance of Universal Design in Online Learning
Dec. 11, 2019 • Webinar 2pm ET
utilize Learning Management System (LMS) analytics to promote self-improvement in instruction, student interaction and institutional frameworks.
In our new webinar, join D2L to explore strategies in Universal Design of Learning (UDL) and to understand how D2L supports UDL through the design of its Brightspace LMS platform – and via third-party partnerships – to provide students multiple ways to gain knowledge, engage and demonstrate learning.
Webinar participants will learn:
- In-depth details about D2L UDL features
- Useful insights about universal design provided by Dr. Sheryl Burgstahler of the University of Washington, including concrete steps to make your courses more universally designed
- Information about third-party integrations
more on universal design in this IMS blog
The jigsaw classroom is a research-based cooperative learning technique invented and developed in the early 1970s by Elliot Aronson and his students at the University of Texas and the University of California. Since 1971, thousands of classrooms have used jigsaw with great success.
Divide students into 5- or 6-person jigsaw groups.
The groups should be diverse in terms of gender, ethnicity, race, and ability.
Appoint one student from each group as the leader.
Initially, this person should be the most mature student in the group.
Divide the day’s lesson into 5-6 segments.
For example, if you want history students to learn about Eleanor Roosevelt, you might divide a short biography of her into stand-alone segments on: (1) Her childhood, (2) Her family life with Franklin and their children, (3) Her life after Franklin contracted polio, (4) Her work in the White House as First Lady, and (5) Her life and work after Franklin’s death.
Assign each student to learn one segment.
Make sure students have direct access only to their own segment.
Give students time to read over their segment at least twice and become familiar with it.
There is no need for them to memorize it.
Form temporary “expert groups” by having one student from each jigsaw group join other students assigned to the same segment.
Give students in these expert groups time to discuss the main points of their segment and to rehearse the presentations they will make to their jigsaw group.
Bring the students back into their jigsaw groups.
Ask each student to present her or his segment to the group.
Encourage others in the group to ask questions for clarification.
Float from group to group, observing the process.
If any group is having trouble (e.g., a member is dominating or disruptive), make an appropriate intervention. Eventually, it’s best for the group leader to handle this task. Leaders can be trained by whispering an instruction on how to intervene, until the leader gets the hang of it.
At the end of the session, give a quiz on the material.
Students quickly come to realize that these sessions are not just fun and games but really count.
Watch Out, Corporate Learning: Here Comes Disruption
Josh Bersin March 28, 2017 https://www.forbes.com/sites/joshbersin/2017/03/28/watch-out-corporate-learning-here-comes-disruption/#5bd1a35edc59
The corporate training market, which is over $130 billion in size, is about to be disrupted. Companies are starting to move away from their Learning Management Systems (LMS), buy all sorts of new tools for digital learning, and rebuild a whole new infrastructure to help employees learn. And the impact of GSuite, Microsoft Teams, Slack, and Workplace by Facebook could be enormous.
The corporate L&D market has been through wrenching change over the last decade. In only 15 years we’ve come from long, page-turning courses to a wide variety of videos, small micro-learning experiences, mobile apps, and intelligent, adaptive learning platforms.
A new marketplace of tools vendors has emerged, most less than five years old, each trying to stake out a new place in the landscape. These includes tools for external content curation, tools to build MOOCs internally, tools to deliver adaptive, micro-learning content, and intelligent tools to help recommend content, assess learning, practice and identify skills gaps.
We know employees badly need these kinds of tools. Employees are pretty overwhelmed at work ,and typically only have 20 minutes a week to set aside for learning. So rather than produce two to three hour “courses” that require page-turning and slow video or animation, we need to offer “learning on-demand” and recommended content just as needed.
These changes will disrupt and change the $4 billion-plus for corporate learning management systems (LMS). Companies like IBM, Sears, and Visa are starting to turn off their old systems and build a new generation of learning infrastructure that looks more like a “learning network” and less like a single integrated platform.
more on digital learning in this IMS blog