Are micro-credentials the answer to an emerging shortage of highly skilled workers?

BY PAUL JUNOR

As the global economy continues to recover from the COVID-19 pandemic, and governments around the world struggle to fill shortage of highly skilled workers, micro-credentials have emerged as a possible solution to this crisis. This is particularly pronounced in Canada, which despite having one of the highest educated workers, and the most share per capita of college and universities in the G7, it still cannot close the gap in the ongoing needs of these crucial workers.

The Information and Communication Technology (ICTC), who are committed to strengthening Canada’s advantage in the digital economy, has been a neutral not-for-profit national centre for over 30 years and considering the increasing popularity of micro-credentialing conducted this report to gain insights.

The report released on Thursday, March 7^th, 2024, titled, “Accelerating Canada’s Workforce: Micro-Credentialing in the Digital Economy,” was co-authored by E. Heningsmoen and H. McGreer. The focus of this report was on improving the relevance and effectiveness of micro-credentials, fostering acceptance in Canada’s higher education, and workforce development systems. The full report can be seen at the ICTC’s website: http:// ictc.ctic.ca/reports/accelerating.

The report involved the participation of the Excellence in Manufacturing Consortium (EMC) and Labour X. Data obtained was from diverse fields: manufacturing, aviation, aerospace, bioeconomy/biotechnology, agriculture, tourism as well as information and communication. This report utilizes a multi-method approach and is part of a multi-sector initiative that targets micro-credential learning within Canada’s digital skill landscape and focuses on best practices for these programs to expand workforce capabilities.

In the study, ICTC acknowledges that micro-credentials have emerged in the educational sector as a new concept still to be fleshed out. Several definitions are presented from sectors such as: Colleges and Institutes Canada, Higher Education Quality Council of Ontario (HEQCO), and a draft definition from the Alberta Post-Secondary Institutions of Micro-Credential Forum. The definition that UNESCO uses involve these aspects:

• A record of focused learning achievement verifying what the learned knows, understands, or can do.
• Including assessment based on clearly defined standards and is rewarded by a trusted provider.
• Having standalone value and may also contribute to or complement other micro-credentialing, or micro-credentials, including thorough recognition of prior learning.
• Meeting the standards required by relevant quality assurance.

ICTC believes that it is important to develop a common definition that connects it directly to the Canadian workforce. It includes these six aspects:

Connected to current labour market needs

Each micro-credential should be developed based on industry demand and mapped to a recognized and relevant skill taxonomy.

Proof of mastery

Micro-credentials must be outcome-based and include an assessment of learner skills or competence.

Validated

Learners who successfully completed the micro-credential must receive proof of completion that is validated by a recognized organization with knowledge in that space.

Portfolio-based

Learners should have the opportunity to put their knowledge into practice and display their skills, such as: through completing a real-life case study, capstone project, or other skills-based assessment that can be added to a professional portfolio.

Flexible

Learners must be able to complete programs online and follow an individualized pace.

Optional for digital economy

This can be designed to be built upon, or “laddered” potentially culminating in a certification or other designation.

This report by ICTC is important in many ways. By analyzing the state of micro-credentials across Canada it has put a focus on how they are being used. In the face of chronic shortage of highly skilled and technical workers, it offers benefits that may be immediately accessible. They provide reskilling and upskilling training that can meet the immediate needs in the short-term without costly financial investment in training and development.