There is no doubt that MOOCs have taken off in the world of education and now engage hundreds of thousands of students from around the world. Apart from reflecting a very healthy thirst for education, what else can we learn from the experience? What purpose do MOOCs serve, and are we making the best use of them? Take the first point, what is the purpose of MOOCs and we find there is no simple answer. Some are clearly demanding in terms of work required and the assessments that have to be completed, others are orientated towards providing information and have little assessment, whilst some courses are merely offered to present a ‘tasting’ experience of a higher course offered by a university. All are excellent reasons for developing a MOOC, but what is a potential employer to make of a list of MOOCs completed when presented with a resume?
The potential for using MOOCs to secure career advancement and to promote professional development is almost unlimited, but we should first consider some of the features that will promote such usage, then how to achieve recognition. What makes a MOOC a creditable course for an employer?
Our first step, having determined why we want to develop the MOOC is to decide how we can deliver content. MOOCs rely heavily on the delivery of content through videos, rather less on readings and other media. Making a short podcast to help students understand a particular point, such as how to enter an accrual in double entry accounting, requires clear instructions and should be short. The appearance of the tutor / lecturer is often of no relevance. This is very different to producing a video on a topic such as sea level rise. Here there is a need to provide clear and meaningful illustration, to present data that is up to date, and the appearance of the tutor / lecturer serves as a good way of providing variety between these segments to help maintain interest and attention. For more philosophical arguments the appearance on screen of several people, perhaps having a discussion, can provide the variety. When preparing our videos we need to exercise some form of quality control, and encourage comment and criticism from peers during production and afterwards from students as clients.
The next step is to examine the various opportunities for further participation by students. There are two ways in which discussion boards are frequently used. The first is based on the idea of open forums, with forums being set up for each week. The second is for a specific topic to be set for a discussion. The two methods are often used together, and with set topics there can be a requirement to reply to the postings of others. Experience suggests there is a need to provide some form of moderation for forums. Multiple choice assessments are popular, they can be set up easily and require little, if any, moderation. They also provide feedback to students, which can be immediate. They can serve both for self-assessment and for course assessment. Sometimes these assessments allow multiple attempts, frequently they are offered without a time limit for the assessment, but with a rigid cut-off date. Short ‘essays’ are also used with topics presented to students. These usually limit the number of words, 300 or 500 being typical, but sometimes 1000. References for sources used for an essay may be required, and a particular format requested. Projects are less common, but the more adventurous have encouraged use of spreadsheets, slide shows,videos and audio recording. You Tube has frequently been used as the platform for video projects.
Assessment is by two methods, either through material set by tutors / lecturers, or through peer assessment. The first is largely through use of a weekly quiz, a few will also require a terminal examination. Peer assessment can be used to assess the postings to forums by fellow students, to assess essays, projects, even submissions consisting of a spreadsheet or a diagram. Providing a guide for grading helps to promote a uniform approach to grading, and asking for written comments helps improve the quality of assessment.
The number of MOOCs now runs into thousands and for employers to make sense of these we need to have some simple system of classification. I would suggest this is based on four areas, purpose, content, participation and assessment. Within the European Union we might then group these according to whether they met certain criteria for counting as a credit towards college / university courses, whether they had value for professional development, or life skills, or whether they just showed an interest and enthusiasm for further study.
The first steps have already been taken. There are a few MOOCs where sitting a terminal examination will gain acceptance as a credit for a higher education institution. This is the hardest to achieve since the demands to ensure assessment is of an appropriate quality are hard to meet. In the USA a number of MOOCs are recognized as professional development for educators and for some health professionals. The public sector could easily expand interests and make greater use of MOOCs for this purpose.
MOOCs can also serve to fill a gap in the education sector, by raising awareness on issues such as climate change, global health, sustainability and other topics. These are areas that are rarely or poorly served in secondary education, or where the ‘leap’ to a university course requires full time study.
Development of MOOCs has largely come from experiences gained through blended learning and through online courses that originated as modules for gaining credit towards a degree. As a result many are really filtered systems to serve the purpose, trying to keep the original structure as far as possible. There is an alternative, which is to explore the MOOC from the view of potential collaboration, of the wide variety of backgrounds of students in terms of ethnicity, culture and experience, and to start building from these foundations instead. What can be offered through a MOOC that could not be achieved through blended learning, or through the typical online course?
There are at least two areas that are being explored that could have added value for potential employers. They both relate to collaboration. Employers are always interested in the value of team work, looking for ‘good team players’, and how to achieve more through groups. MOOCs could be used to investigate group work through participation, either on an open framework, or through some scheme of assessment. The more recent arrival of DOCCs (distributed open collaborative course) offers even more potential and these are likely to prove popular as a way of improving participation.
As a potential employer how would a MOOC then be assessed? An MOOC classed as informative, or as a taster, shows interest in development. Is this related to a position a potential employee hopes to gain? MOOCs with greater participation might relate more directly to a position, and a means of assessing the degree of participation could be of use to employers. For older applicants MOOCs might be the only affordable way of gaining any recognition of continuing professional development and the employers might be the initiator of study.
However we assess MOOCs they are here to stay and they will develop, assessment will become more sophisticated, and more are likely to be offered by developers not working in established colleges and universities. Has the time come for bodies like the EU to make a start in classifying, grouping and assessing these for employers?