The case for change in accounting education · The broader case for change in accounting education...
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STAREP is co-funded by:
European
Union
The case for change in
accounting education
STAREP Accounting and Auditing Education Community of Practice
Alfred Jean-Marie Borgonovo
Minsk, Oct 11th 2016
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INTRODUCTION
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The case for change in accounting
education
» I. Introduction
» II. International accounting standards and their impact on accounting education
» III. Examples of changes to accounting education as a result of IFRS adoption
» IV. The broader case for change in accounting education
» V. Drivers of change for Universities
» VI. Different models for training of professional accountants
» VII. Competency-based education in U.S. Colleges
» VIII. Implementing Competency-based education: best practices
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II. INTERNATIONAL
ACCOUNTING STANDARDS AND
THEIR IMPACT ON ACCOUNTING
(AND AUDIT) EDUCATION
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II. Many international standards
» IFRS and IFRS for SMEs » International Accounting Standards Board
» International Public Sector Accounting Standards (IPSAS) » International Public Sector Accounting Standards Board (IPSASB)
» International Standards on Auditing (ISAs) and International Standards on Quality Control (ISQC) » International Auditing and Assurance Standards Board (IAASB)
»Ethics Standards for Professional Accountants » International Ethics Standards Board for Accountants (IESBA)
» International Education Standards (IES) » International Accounting Education Standards Board (IAESB)
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II. IFRSNot just another set of standards
» Red = Countries which require the use of IFRS for the vast majority of listed companies, based on a study of 143
countries, representing 97% of world GDP
Afghanistan China Iceland Montserrat South Africa
Albania Colombia India Myanmar Spain
Angola Costa Rica Indonesia Nepal Sri Lanka
Anguilla Croatia Iraq Netherlands St Kitts and Nevis
Antigua and Barbuda Cyprus Ireland New Zealand St Vincent and the Grenadines
Argentina Czech Republic Israel Nicaragua Suriname
Armenia Denmark Italy Niger Swaziland
Australia Dominica Jamaica Nigeria Sweden
Austria Dominican Republic Japan Norway Switzerland
Azerbaijan Ecuador Jordan Oman Syria
Bahamas Egypt Kenya Pakistan Taiwan
Bahrain El Salvador Korea (South) Palestine Tanzania
Bangladesh Estonia Kosovo Panama Thailand
Barbados European Union Kuwait Paraguay Trinidad & Tobago
Belgium Fiji Latvia Peru Turkey
Belarus Finland Lesotho Philippines Uganda
Belize France Liechtenstein Poland Ukraine
Bermuda Gambia Lithuania Portugal United Arab Emirates
Bhutan Georgia Luxembourg Qatar United Kingdom
Bolivia Germany Macao Romania United States
Bosnia and Herzegovina Ghana Macedonia Russia Uruguay
Botswana Greece Madagascar Rwanda Uzbekistang
Brazil Grenada Malaysia Saint Lucia Venezuela
Brunei Guatemala Maldives Saudi Arabia Vietnam
Bulgaria Guinea-Bissau Malta Serbia Yemen
Cambodia Guyana Mauritius Sierra Leone Zambia
Canada Honduras Mexico Singapore Zimbabwe
Cayman Is. Hong Kong Moldova Slovakia
Chile Hungary Mongolia Slovenia
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II. IFRS = Principles based standards
Concepts - Principles - Rules
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II. IFRS Resources
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II. What is the IFRS Conceptual Framework
Understandability
CAPITAL PROVIDERS (Investors and Creditors) AND THEIR CHARACTERISTICS
DECISION-USEFULNESS
Comparability
Neutrality Confirmatory value
RELEVANCE
Predictive Value
Completeness Free from error
FAITHFUL REPRESENTATION
COST MATERIALITY
Verifiability Timeliness
Primary users Of accounting information
Constraints
Pervasive criterion
Fundamental qualities
Ingredients of fundamental qualities
Enhancing qualities
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II. Framework-based teaching: How to
implement it?
Each standard: Rules
Economic event
Cost/benefit considerations
Each standard: Principles
Conceptual considerations: Framework
Practical and other considerations
Source: Coetzee and Schmulian (2011)
Principle-Based Education
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II. Framework-based teaching: Benefits?
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II. Framework-based teaching: Challenges?
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III. EXAMPLES OF CHANGES
TO ACCOUNTING EDUCATION
AS A RESULT OF IFRS
ADOPTION
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III. Examples: Australia
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III. Examples: South Africa
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III. Examples: France
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III. Examples: France: Ecole Superieure du
Commerce de Paris (ESCP-Europe)
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III. Examples: France-ESCP
Transaction Identification
Students must be able to define economic transactions before
recording them.
- Use real cases
- Presentation of multiple transactions in different industries
- Design of dedicated exercises based on real life cases
- Assessment in final exam
Recording Process
No real changes (students must be able to record transactions.)
No real changes (double entry, business game)
No real changes (business game, tests)
Presentation & Analysis: F/S
Students must be able to identify and explain the impact of how the transaction is defined o the
presentation and analysis of financial statements.
No real change (business games, real case studies including
presentation by a CFO)
Explanation of recording impacts become explicit and are
emphasized.
Source: A French experience of an IFRS Transition Carole Bonnier, Frederic Demerens, Christopher Hossfeld, and Anne Le Manh, Issues in Accounting Education, Vol. 28, No. 2, 2013
Main Pedagogical Impacts on the Way the Accounting Process is Taught
Learning goals
Learning strategy
Assessment
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III. Examples: France-ESCP
Recording
FS presentation and analysis of impacts
Defining transactions
Final exam grade composition
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III. Examples: France-ESCP
Repeat Mode
Find Mode
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III. Examples: France – lessons learned
Create
Evaluate
Analyze
Apply
Understand
Remember
Combining parts to make a new whole
Judging the value of information or ideas
Breaking down information into component parts
Applying the facts, rules, concepts, and ideas
Understanding what the facts mean
Recognizing and recalling facts
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IV. THE BROADER CASE FOR
CHANGE IN ACCOUNTING
EDUCATION
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IV. The case for change in accounting
education: 9 Key priorities for CFOs
Regulation
Globalization
Technology (especially IT)
Risk management
Transformation (e.g. re-engineering to reduce costs or improve efficiency)
Stakeholder management
Validation of corporate strategy
Changes in financial reporting (IFRS, environmental and social metrics)
Finding the right staff with the right skills
Source: “The case for change in accounting education” Barbara Flood, Dublin City University, Routledge, 2014
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IV. The case for change in accounting
education: Generic skill categories of
accounting graduates
Skill List
Watty et al.
(1998)
Albrecht &
Sack (2000)
Kavanagh &
Drennan
(2008)
Jackling &
De Lange
(2009)
Hancock et
al. (2009) IES 3
Skills from
Sri Lankan
Job Advert-
isements
Skills
Considered
for this
Study
1. Intellectual Skills
Analytical ✓ ✓ ✓ ✓ ✓ ✓
Creativity ✓ ✓ ✓ ✓
Critical Thinking ✓ ✓ ✓ ✓ ✓
Decision modelling ✓ ✓ ✓ ✓
Independent thought ✓ ✓ ✓
Informed decision-maker ✓
Logical argument ✓ ✓
Problem-solving ✓ ✓ ✓ ✓ ✓
Research ✓ ✓ ✓ ✓
Risk propensity ✓
Able to deal with complexity ✓ ✓ ✓
Uncertainty ✓
Enthusiastic ✓ ✓
Achieve given targets by the management ✓ ✓
Source: Abayadeera & Watty (2011)
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IV. Generic skill categories of
accounting graduates
Skill List
Watty et al.
(1998)
Albrecht &
Sack (2000)
Kavanagh &
Drennan
(2008)
Jackling &
De Lange
(2009)
Hancock et
al. (2009) IES 3
Skills from
Sri Lankan
Job Advert-
isements
Skills
Considered
for this
Study
2. Technical and Functional Skills
Professional accounting qualifications ✓ ✓
Academic accounting qualifications ✓ ✓
Accounting software ✓ ✓ ✓ ✓
Computer technology competence ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓
Key accounting/Bookkeeping ✓ ✓ ✓ ✓ ✓
Measurement ✓ ✓ ✓ ✓
Reporting ✓
Auditing ✓ ✓
Business recovery ✓
Risk analysis ✓ ✓ ✓ ✓
Compliance with legislative and regulatory requirements ✓
Literacy/Numeracy ✓
Source: Abayadeera & Watty (2011)
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IV. Generic skill categories of
accounting graduates
Skill List
Watty et al.
(1998)
Albrecht &
Sack (2000)
Kavanagh &
Drennan
(2008)
Jackling &
De Lange
(2009)
Hancock et
al. (2009) IES 3
Skills from
Sri Lankan
Job Advert-
isements
Skills
Considered
for this
Study
3. Personal Skills
Work long hours/willing to work extra hours ✓ ✓
Right personality ✓ ✓
Smart appearance ✓ ✓
Adaptable ✓ ✓
Flexible ✓ ✓
Commitment to professional development ✓ ✓ ✓ ✓
Continuous learning ✓ ✓
Cope with stress ✓ ✓
Personal discipline ✓ ✓ ✓
Practical ✓ ✓
Professional attitude/behaviour ✓ ✓ ✓ ✓
Meeting tight deadlines ✓ ✓ ✓ ✓
Self-promotion ✓
Self-motivated ✓ ✓ ✓ ✓
Self-management ✓ ✓
Initiative, influence and self-learning ✓ ✓
Professional skepticism ✓
Work ethics ✓ ✓ ✓ ✓ ✓
Positive attitudes values ✓ ✓ ✓ ✓
Ambition ✓
Hardworking, dedicated ✓ ✓ ✓
Well-rounded, mature, confident persons ✓
Source: Abayadeera & Watty (2011)
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IV. Generic skill categories of
accounting graduates
Skill List
Watty et al.
(1998)
Albrecht &
Sack (2000)
Kavanagh &
Drennan
(2008)
Jackling &
De Lange
(2009)
Hancock et
al. (2009) IES 3
Skills from
Sri Lankan
Job Advert-
isements
Skills
Considered
for this
Study
4. Interpersonal and Communication Skills
Fluency in English language ✓ ✓
Oral communication ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓
Written communication ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓
Critical comment ✓
Listening ✓ ✓ ✓ ✓ ✓
Reading with understanding ✓
Negotiation ✓ ✓ ✓ ✓ ✓
Interpersonal team work ✓ ✓ ✓ ✓ ✓ ✓ ✓ ✓
Value-adding team member ✓ ✓ ✓
Cross-cultural ✓ ✓ ✓ ✓ ✓ ✓
Customer orientation ✓ ✓ ✓ ✓
Salesmanship ✓
5. Organizational and Business Management Skills
Change management ✓ ✓ ✓ ✓
Resource management ✓ ✓ ✓ ✓ ✓
Decision-making ✓ ✓ ✓ ✓ ✓
Inter-disciplinary ✓ ✓ ✓ ✓
Leadership ✓ ✓ ✓ ✓ ✓ ✓ ✓
Project management ✓ ✓ ✓ ✓
Strategic management ✓ ✓
Organise and delegate tasks to motivate and develop
people✓
Professional judgement and discernment ✓
Entrepreneurship ✓ ✓
Management skills ✓ ✓ ✓
Planning and organising ✓ ✓ ✓
Community involvement and social responsibility ✓
Source: Abayadeera & Watty (2011)
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IV. The case for change in accounting
education: key competencies
Technical and ethical competenci
es (TEQ)
Intelligence (IQ)
Creative (CQ)
Digital (DQ)
Emotional Intelligence
(EQ)
Vision (VQ)
Experience (XQ)
Adapted from “Professional Accountants – the future” ACCA 2016
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IV. Key competencies
Technical skills and ethics (TEQ)
• The skills and abilities to perform activities consistently to a defined standard while maintaining the highest standards of integrity, independence and skepticism.
Source: “Professional Accountants - the future” ACCA- 2016
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IV. Key competencies
Intelligence (IQ)
• The ability to acquire and use knowledge: thinking, reasoning and solving problems.
Creative (CQ)
• The ability to use existing knowledge in a new situation, to make connections, explore potential outcomes, and generate new ideas.
Digital (DQ)
• The awareness and application of existing and emerging digital technologies, capabilities, practices and strategies.
Source: “Professional Accountants - the future” ACCA- 2016
Emotional Intelligence (EQ)
• The ability to identify your own emotions and those of others, harness and apply them to tasks, and regulate and manage them.
Vision (VQ)
• The ability to anticipate future trends accurately by extrapolating existing trends and facts, and filling the gap by thinking innovatively.
Experience (XQ)
• The ability and skills to understand customer expectations, meet desired outcomes and create value.
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IV. The case for change in accounting
education: Competency-based education
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IV. The case for change in accounting
education: Competency-based education
Personality Motivation
Meta-competencies/Trans-competencies e.g. communication, creativity, problem solving, learning/self-development, mental agility, analysis, reflection
Knowledge/Cognitive Competence
Technical/theoretical/specialist (formal knowledge base of profession)
Tacit-practical knowledge (difficult to articulate or pass on, often linked to the performance of particular functions)
Procedural knowledge (basic routines – how, what, who, when, etc.)
Contextual knowledge (organization, sector, geography, client base, etc.)
Knowledge application (including synthesis, transfer and conceptualization skills)
Functional Competence
Occupation-specific (range of profession-specific functions/tasks)
Process/organizational/management (e.g. planning, monitoring, implementing, delegating, evaluating, self/time management)
Mental (e.g. literacy, numeracy, diagnosis, IT skills)
Physical (e.g. hand-eye coordination, manual dexterity, keyboard skills)
Values/Ethical Competence
Personal (e.g. adherence to law, adherence to moral or religious codes, sensibility to needs and values of others)
Professional (e.g. adopting appropriate attitudes, adherence to professional codes of conduct, self-regulation, environmental sensitivity, client-centeredness, ethical judgement, acknowledging boundaries of own competence, duty to keep up to date, duty to help develop newcomers to profession, judgements re. “whistle-blowing” on colleagues)
Personal/Behavioral Competence
Social/Vocational (e.g. self-confidence, persistence, thinking on feet, control of emotions and stress, listening skills, task-centeredness, interpersonal skills, empathy)
Intra-professional (e.g. collegiality, conformity to norms of professional behavior)
Observed/ feed – Perceived by self
Professional Competence Outcomes – (macro/micro/partial)
Reflection (super meta)
back Observed by others
Source: Cheetham & Chivers (1998)
Context of work
Work environment
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V. DRIVERS OF CHANGE FOR
UNIVERSITIES
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V. Drivers of change for Universities
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V. Drivers of change for Universities –
Democratization of knowledge and access
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V. Drivers of change for Universities –
Democratization of knowledge and access
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V. Drivers of change for Universities –
Financing Challenges
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V. Drivers of change for Universities –
Digital Technologies
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V. Drivers of change for Universities –
Digital Technologies
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V. Drivers of change for Universities –
Global mobility
Source: ICEF Monitor, a dedicated market intelligence resource for the international education industry.
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V. Drivers of change for Universities –
Integration with Industry
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V. Drivers of change for Universities –
Integration with Industry
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V. Drivers of change for Universities –
Integration with Industry
Research partnerships
Research services
Shared Infrastructure
Academic entrepreneurship
Human resources training and transfer
Commercialization of intellectual property (IP)
Scientific publications
Informal interactions
•Inter-organizational arrangements for pursing collaborative R&D, including research consortia and joint projects
•Research-related activities commissioned to universities by industrial clients, including contract research, consulting, quality control, testing, certification, and prototype development
•Use of university labs and equipment by firms, business incubators, and technology parks located near universities
•Development and commercial exploitation of technologies pursued by academic inventors through a company they (partly) own (spin-off companies)
•Training of industry employees, internship programs, postgraduate training in industry, secondments to industry of university faculty and research staff, industry personnel as adjunct faculty
•Transfer of university-generated IP (such as patents) to firms (e.g., via licensing)
•Use of codified scientific knowledge within industry
•Formation of social relationships (e.g., through conferences, meetings, social networks)
High (relationships)
Medium (mobility)
Low (transfer)
Topology of University-Industry Collaboration, from Higher to Lower Intensity
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V. Evolving University Models
» The dominant university model in Australia and elsewhere, is a broad-based teaching and
research institution, supported by a large asset base
» Significant transformation of university business models in the coming
Three models:
» Streamline status quo - broad-based teaching and research institutions, but will
transform the way they deliver their services and administer their organisations
» Niche operators - Chooses particular customer segments to focus on - enabling the
targeted development of course offerings, sales channels, and delivery
» Transformers - Private providers and new entrants will carve out new positions in the
traditional sector, creating new markets that merge parts of the higher education
sector with other sectors.
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V. Evolving University Models
Potential future model – “streamlined Status Quo”
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V. Evolving University Models
Potential future model – “Niche Dominators”
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V. Evolving University Models
Potential future model – “Transformers”
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VI. DIFFERENT MODELS FOR
TRAINING OF CPAs
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VI. Different models for training of CPAs
Model A: An integrated System of Accounting Education
Secondary School – Entry Level (General Education)
Integrated Education and Practical Experience
(Professional Education)
Test(s) of Professional Competence
QUALIFIED ACCOUNTANT
Model B: A Linear System of Accounting Education
Secondary School – Entry Level (General Education)
University Training (General and Professional Level)
Practical Experience
Test(s) of Professional Competence
QUALIFIED ACCOUNTANT
Model C: A parallel System of Accounting Education
Secondary School – Entry Level (General Education)
Integrated Education and Practical Experience
(Professional Education)
Test(s) of Professional Competence
QUALIFIED ACCOUNTANT
University Education
Practical Experience
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VII. COMPETENCY-BASED
EDUCATION IN U.S.
COLLEGES
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VII. Competency based education in U.S.
Colleges
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VII. Competency based education in U.S.
Colleges
[VALUE]
[VALUE]
[VALUE]
Interest in CBE is not the problem N=251 Institutions
CBE Activity
CBE Interest
CBE - No interest
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VII. Competency based education in U.S.
Colleges
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Access for Non-Trad. Learners Improve Completion Workforce Needs Part of Broader Innovation Clarify Learning Outcomes Lower Tuition
Why CBE?
All CBE Active Institutions in the sample Associate Doctoral
N= 175 Institutions, Associate 56, Doctoral 26
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VII. Competency based education in U.S.
Colleges
7%
4%
14%
37% 38%
0%
5%
10%
15%
20%
25%
30%
35%
40%
CBE= Dominant 6+ Programs 1-5 Programs Courses Only No Courses, but active plans
Most CBE Activity is at the course level or below
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VII. Competency based education in U.S.
Colleges: A diverse range of Programs and
Courses
14% 13%
6%
1%
17%
25%
40%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
Associate Degree Bachelor's Degree Master's Degree Doctoral Degree Certificate No CBE Programs - but plans No Plans for CBE Programs
Which credentials can students earn entirely or substantially through CBE at your institution?
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VII. Competency based education in U.S.
Colleges
Survey Responses (N=251)
ENTI
RE IN
STIT
UTI
ON
(wel
l est
ablis
hed)
INST
ITU
TIO
N
(ear
ly d
ays)
DEP
ART
MEN
T
(wll
esta
blis
hed)
DEP
ART
MEN
T
(ear
ly d
ays)
INTE
REST
(but
no
clea
r dire
ctio
n)
LITT
LE O
R N
O
Inte
rest
Learning outcomes - program 46% 15% 21% 7% 10% 1%
Learning outcomes - course 47% 17% 19% 7% 9% 1%
Learning outcomes - sub-course 19% 12% 16% 14% 24% 16%
Direct assessment - no seat time 24% 12% 13% 11% 33% 8%
Maps competencies to credit 12% 8% 13% 11% 39% 17%
PLA - placement 13% 9% 19% 16% 32% 10%
PLA - personalization 5% 7% 12% 13% 44% 19%
PLA - for credit 20% 12% 14% 16% 26% 12%
Substantially self-paced courses 6% 5% 10% 12% 42% 24%
Substantially self-paced programs 6% 4% 6% 8% 41% 35%
Third party competency partners -course 11% 6% 16% 10% 39% 18%
Third party competency partners -program 12% 7% 16% 12% 37% 16%
Adaptive learning 4% 6% 8% 10% 52% 20%
To what extent is your institution involved in the following types or features of CBE?
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VII. Competency based education in U.S.
Colleges
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VIII. Traditional versus competency-based
programs
CLASSROOM / ONLINE COMPETENCY BASED
Pace Fixed for all Student determined
Faculty : student ratio 1: to many 1:1
Learning path Standard for all Customized per student
Learning measurement Time and grade Demonstrated mastery
Curriculum design Static Continuous
Time Constant Variable
Orientation Teacher-centered Student-centered
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VIII. IMPLEMENTING
COMPETENCY-BASED
EDUCATION: BEST
PRACTICES
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VIII. Implementing Competency-based education:
Best Practices
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VIII. Implementing Competency-based education:
Best Practices
Recognize the need
for, and the benefits of
change
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VIII. Implementing Competency-based education:
Best Practices
Recognize the need
for, and the benefits of
change
Mapping competencies
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VIII. Implementing Competency-based education:
Best Practices
Recognize the need
for, and the benefits of
change
Mapping competencies
Design changes to develop the mapped
competencies
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VIII. Implementing Competency-based education:
Best Practices
Recognize the need
for, and the benefits of
change
Mapping competencies
Design changes to develop the mapped
competencies
Implement changes to develop the
mapped competencies
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VIII. Implementing Competency-based education:
Best Practices
Recognize the need
for, and the benefits of
change
Mapping competencies
Design changes to develop the mapped
competencies
Implement changes to develop the
mapped competencies
Implement changes to assessing the attainment of specified competencies
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VIII. Implementing Competency-based education:
Best Practices
Recognize the need
for, and the benefits of
change
Mapping competencies
Design changes to develop the mapped
competencies
Implement changes to develop the
mapped competencies
Continuously review and periodically recalibrate
Implement changes to assessing the attainment of specified competencies
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Thank you