Tag: time

  • The skills revolution: the time has come for a counter-revolution

    The skills revolution: the time has come for a counter-revolution

    This blog was kindly authored by Professor Ronald Barnett, Emeritus Professor at the Institute of Education, University of London and President Emeritus of the Philosophy and Theory of Higher Education Society, and Secretary of the Global Forum for Re-Humanizing Education.

    The gloves have now to come off. I have been too gentle in my critiques over the past 40 years. 

    We live in a world marked by egregious power wielded in non-educational ways.  The term ‘cognitive capitalism’ – much mooted over the past 20 years – barely does justice to the situation.

    This plays out in higher education and universities in very many ways, just two of which are (the perniciousness of) learning outcomes and the discourse of skills. Together these exert an iron grip not only on our understanding of higher education but moreover on its practices and the formation of its students.  We are moving to a ‘skillification’ of society.

    In the 1930s, Critical Theory – in the shadow of advancing Fascism – inveighed against ‘instrumental reason’.  Now the situation is much worse – we have instrumentalism without any reason.

    For forty years, I have myself pressed these concerns in trying to advance the philosophy and theory of higher education as a field.  Some of my early books carried titles such as ‘The Limits of Competence‘, ‘A Will to Learn‘ and ‘Beyond All Reason’

    Now, in a robotic, AI, Trumpian, and ever-controlled, surveilled and measurement-crazy era oriented towards profit and growth, these concerns take on heightened proportions.  And the domination of the ‘skills’ agenda is symptomatic.  Of the increase of ‘skills’, there shall be no end.  It now has a vice-like grip around what is taken for ‘higher education’.

    I challenge anyone who is in or around the policy/ managerial/ leadership networks to write even an 800-word article on higher education without using the term ‘skills’.  It has become – to use a term of art these days – the dominant ‘imaginary’, a framework, a perspective, an iron cage with totally inflexible bars, that brooks no escape. 

    Consider the concept of understanding.  Fifty years ago, there was talk of higher education being concerned with ‘knowledge and understanding’.  It was not enough to know things, for one’s knowing had to be backed up by one’s own appropriations, one’s own insights, one’s own feeling and commitments to that knowing, and so make that knowing authentically one’s own.  Then the concept of understanding was dropped, as ‘knowledge and skills’ took over.  Then it became ‘skills and knowledge’.  And now it is just ‘skills, skills, skills’ and in that order.

    For those who continue to believe that these reflections on my part are antique, consider this.  When one goes to a piano recital, one wants to be assured that the pianist has many advanced skills, honed over years and even decades.  But that is taken for granted.  That is not why one goes to hear and to see a particular pianist.  One goes to be in the company of a certain kind of humanity, of graciousness, of generosity, of subtlety, of interpretation, of inter-connectiveness with the audience, of a will on their part to communicate.  It’s not skills that mark out the great pianists but their human qualities and dispositions; their sheer being as a human being. 

    And the determination to corral all of this under the rubric of ‘skills’ is testimony to the loss of wisdom, care, concern, and empathy – for others in all their plights and for the whole Earth and all its non-human inhabitants – that is so vital for the whole life of this planet. 

    Note, too, that those skills on the part of the pianist were honed NOT through skills but through an assemblage of qualities and dispositions.  One may have all the skills in the world, but unless they are accompanied by qualities and dispositions – not least the disposition to keep going forward in a difficult world – those skills count for nought. (I have spelt out all this at some length in some of my books.)

    It is noticeable that in all the talk of skills, we see nothing of the skills of activism, of demonstration, of counter-insurgency, of contestation, of resistance and so forth – so vividly apparent in many of the student movements across the world.  So, for all their apparent breadth in the playing up of skills, it is skills only of a certain kind that are sought; skills that seek to counter the dominant forces of the world are silenced.  So there is a major interest structure behind the tilt to skills. It is far from neutral.  It acts to serve and to heighten the already dominant interest structures in the world.

    This is a desperately serious situation.  At just the moment across the world that we need an expansion of human qualities and a recognition of the fundamental dispositions of human and educational life (and ‘qualities’ and ‘dispositions’ differ profoundly – see the arguments in my books – AND both are opposed to skills), we retreat behind technicism, roboticism, and electronic networks (which are totally opaque), which serve the interests of the great powers.  (The AI corporations will not reveal the nature of their logarithms, so the whole notion of critical thinking is stymied – one cannot be fully critical of that which lies deliberately hidden.)

    By the way, it is wrong to believe that the great powers have no interest in universities and higher education: they are bewitched by universities and higher education and seek to do all they can to corral them in their (the former’s) instrumental interests.  This is why we are witnessing the abandonment of ‘critical thinking’ as a trope in higher education ‘debate’.  (Just see how little it appears, if at all, in university websites.)

    The world is in great difficulties, and higher education and universities are only aiding these movements in the abandonment of a language of qualities, dispositions, care, understanding, criticality, wisdom, carefulness and so on. (Again, ‘higher education’ and ‘university’ are different concepts, although they are treated as synonymous.  Both are crucial but in being elided, we neglect the capacity of universities as sites of the formation of criticality in themselves, beyond the students’ study programmes.)

    The current movements, if left uncontained, herald a new kind of techno-fascism descending onto higher education.  This is a grave moment for the world: some universities are recognising the threat. but the situation is so serious that nothing short of a mass mobilisation of universities across the world – a counter-revolution indeed – is called for.  I have been too gentle in my commentaries over the past 40 years – in playing the game, in negotiating, in epistemic ‘diplomacy’, in paying due attention to noises off.  Perhaps a new kind of diplomacy, more strident, more assertive, is needed now.

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  • The time to prepare young people for a future shaped by computer science is during middle school

    The time to prepare young people for a future shaped by computer science is during middle school

    by Jim Ryan, The Hechinger Report
    January 19, 2026

    The future of work will demand fluency in both science and technology. From addressing climate change to designing ethical AI systems, tomorrow’s challenges will require interdisciplinary thinkers who can navigate complex systems and harness the power of computation. 

    And that is why we can’t wait until high school or college to integrate computer science into general science. 

    The time to begin is during middle school, that formative period when students begin to shape their identities, interests and aspirations. If schools want to prepare young people for a future shaped by technology, they must act now to ensure that computer science is not a privilege for a few but a foundation for all. 

    The U.S. Bureau of Labor Statistics forecasts more than 300,000 computer science job openings every year through 2034 — a rate of growth that far outpaces most other sectors. Yet despite this demand, in 2024, only about 37 percent of public middle schools reported offering computer science coursework. 

    This gap is more than a statistic — it’s a warning sign that the U.S. technology sector will be starved for the workforce it needs to thrive.  

    Related: A lot goes on in classrooms from kindergarten to high school. Keep up with our free weekly newsletter on K-12 education. 

    One innovative way to close this gap is by integrating computer science into the general science curriculum at every middle school. This approach doesn’t require additional class periods or separate electives. Instead — by using computational thinking and digital tools to develop student understanding of real-world scientific phenomena — it reimagines how we teach science. 

    Science and computer science are already deeply interconnected in the real world. Scientists use computational models to simulate climate systems, analyze genetic data and design experiments. And computer scientists often draw inspiration from biology, physics and chemistry to develop algorithms and solve complex problems, such as by modeling neural networks after the brain’s architecture and simulating quantum systems for cryptography. 

    Teaching these disciplines together helps students see how both science and computer science are applicable and relevant to their lives and society.  

    Integrating computer science into middle school science instruction also addresses long-standing equity issues. When computer science is offered only as a separate elective, access often depends on prior exposure, school funding and parental advocacy. This creates barriers for students from underrepresented backgrounds, who may never get the chance to discover their interests or talents in computing.  

    Embedding computer science into core science classes helps to ensure that every student — regardless of zip code, race or gender — can build foundational skills in computing and see themselves as empowered problem-solvers. 

    Teachers must be provided the tools and support to make this a reality. Namely, schools should have access to middle school science curriculums that have computer science concepts directly embedded in the instruction. Such units don’t teach coding in isolation — they invite students to customize the sensors that collect data, simulate systems and design coded solutions to real-world problems. 

    For example, students can use computer science to investigate the question: “Why does contact between objects sometimes but not always cause damage, and how can we protect against damage?”  

    Students can also use sensors and programming to develop solutions to measure the forces of severe weather. In doing so, they’re not just learning science and computer science — they’re learning how to think like scientists and engineers. 

    Related: The path to a career could start in middle school 

    Integrating general science with computer science doesn’t require more instructional time. It simply requires us to consider how we can use computer science to efficiently investigate the science all students already study. 

    Rather than treating computer science as an add-on, we can weave it into the fabric of how students investigate, analyze and design.  

    This approach will not only deepen their understanding of scientific concepts but also build transferable skills in logic, creativity and collaboration. 

    Students need to start learning computer science earlier in their education, and we need to start in the science classroom by teaching these skills in middle school. To ensure that today’s students grow into tomorrow’s innovators and problem-solvers, we must treat computer science as foundational, not optional. 

    Jim Ryan is the executive director of OpenSciEd. 

    Contact the opinion editor at [email protected]. 

    This story about computer science in middle school was produced by The Hechinger Report, a nonprofit, independent news organization focused on inequality and innovation in education. Sign up for Hechinger’s weekly newsletter. 

    This <a target=”_blank” href=”https://hechingerreport.org/high-school-college-computer-science-lessons/”>article</a> first appeared on <a target=”_blank” href=”https://hechingerreport.org”>The Hechinger Report</a> and is republished here under a <a target=”_blank” href=”https://creativecommons.org/licenses/by-nc-nd/4.0/”>Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License</a>.<img src=”https://i0.wp.com/hechingerreport.org/wp-content/uploads/2018/06/cropped-favicon.jpg?fit=150%2C150&amp;ssl=1″ style=”width:1em;height:1em;margin-left:10px;”>

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  • House hearing: Is now a good time to regulate AI in schools?

    House hearing: Is now a good time to regulate AI in schools?

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    Dive Brief:

    • House lawmakers shared bipartisan concerns over the risks of students using artificial intelligence — from overreliance on the technology to security of student data — during a House Committee on Education and Workforce hearing on Wednesday.
    • Whether and how AI is regulated and safeguarded in the K-12 classroom at the federal level continues to stir debate. Democrats at the hearing said more guardrails are necessary, but the Trump administration has made it harder to add those through executive orders aiming to block state-level regulations and its efforts to dismantle the U.S. Department of Education. 
    • Republicans, however, cautioned against rushing new regulations on AI to make sure innovation in education and the workforce isn’t stymied.

    Dive Insight:

    The House hearing — the first in a series to be held by the Education and Workforce Committee — came a month after President Donald Trump signed an executive order calling for the preemption of state laws regulating AI with exceptions for child safety protections.

    During the hearing’s opening remarks, the committee’s ranking member, Rep. Bobby Scott, D-Va, said Congress should not stand idly by while the Trump administration “may be ingratiating itself to big tech CEOs and preventing states from protecting Americans against” the dangers of AI.  

    Instead, Scott said, Congress should take an active role in developing thoughtful regulations to “balance protecting students, workers and families” while also “fostering economic growth.”

    The ability to study and regulate AI’s impacts on education has been hindered under the Trump administration, Scott added, through the shuttering of the Education Department’s Office of Educational Technology, federal funding cuts at the Institute of Educational Sciences, and attempts to significantly reduce staffing at the Office for Civil Rights.

    At the same time, the Trump administration is strongly encouraging schools to integrate AI tools in the classroom. Committee Chair Tim Walberg, R-Mich, praised the administration’s initiatives to support AI innovation in his opening statement.

    For Congress, Walberg said, “the goal should not be to rush into sweeping new rules and regulations, but to ensure schools, employers and training providers can keep pace with innovation while maintaining trust and prioritizing safety and privacy.”

    Some hearing witnesses also called for more transparency and guardrails for ed tech companies that roll out AI tools for students.  

    Because a lot of ed tech products lack transparency about their AI models, it’s more difficult for teachers and school administrators to make informed decisions about what AI tools to use in the classroom, said Alexandra Reeve Givens, president and CEO at the Center for Democracy & Technology.

    Key questions these companies need to publicly answer — but won’t typically disclose — she said, should include whether their tools are grounded in learning science and whether the tools have been tested for bias. “Do they have appropriate guardrails for use by young people? What are their security and privacy protections?” Reeve Givens asked. 

    Adeel Khan, founder and CEO of MagicSchool AI, also said in his testimony that shared standards and guardrails for AI tools in the classroom are necessary to protect students and understand which tools actually work.

    While AI education policy is primarily driven by state and local initiatives, Khan said that “the most constructive federal role is to support capacity and protections for children while investing in educator training, evidence building, procurement guidance and funding so districts can adopt responsibly.”

    The Brookings Institution also released a report Wednesday on AI in K-12 schools based on its analysis of over 400 research articles and hundreds of interviews with education stakeholders. 

    The institution’s report warns that AI’s risks currently outweigh its benefits for students. AI can threaten students in cognitive, emotional and social ways, the report said.

    To mitigate those risks, Brookings recommends a framework for K-12 as it continues to implement AI:

    • Teachers and students should be trained on when to instruct and learn with and without AI. The technology should also be used with evidence-based practices that engage students in deeper learning.
    • There needs to be holistic AI literacy that develops an understanding about AI’s capabilities, limitations and implications. Educators must also have robust professional development to use AI, and there should be clear plans for ethically using the technology while expanding equitable access to those tools in school communities.
    • Technology companies, governments, education systems, teachers and parents need to promote ethical and trustworthy design in AI tools as well as responsible regulatory frameworks to protect students.

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  • We built evaluation for accountability–now it’s time to build it for growth

    We built evaluation for accountability–now it’s time to build it for growth

    Key points:

    Teacher evaluations have been the subject of debate for decades. Breakthroughs have been attempted, but rarely sustained. Researchers have learned that context, transparency, and autonomy matter. What’s been missing is technology that enhances these at scale inside the evaluation process–not around it. 

    As an edtech executive in the AI era, I see exciting possibilities to bring new technology to bear on these factors in the longstanding dilemma of observing and rating teacher effectiveness.

    At the most fundamental level, the goals are simple, just as they are in other professions: provide accountability, celebrate areas of strong performance, and identify where improvement is needed. However, K-12 education is a uniquely visible and important industry. Between 2000 and 2015, quality control in K-12 education became more complex, with states, foundations, and federal policy all shaping the definition and measurement of a “proficient” teacher. 

    For instance, today’s observation cycle might include pre- and post-observation conferences plus scheduled and unscheduled classroom visits. Due to the potential for bias in personal observation, more weight has been given to student achievement, but after critics highlighted problems with measuring teacher performance via standardized test scores, additional metrics and artifacts were included as well.

    All of these changes have resulted in administrators spending more time on observation and evaluation, followed by copying notes between systems and drafting comments–rather than on timely, specific feedback that actually changes practice. “Even when I use Gemini or ChatGPT, I still spend 45 minutes rewriting to fit the district rubric,” one administrator noted.

    “When I think about the evaluation landscape, two challenges rise to the surface,” said Dr. Quintin Shepherd, superintendent at Pflugerville Independent School District in Texas. “The first is the overwhelming volume of information evaluators must gather, interpret, and synthesize. The second is the persistent perception among teachers that evaluation is something being done to them rather than something being done for them. Both challenges point in the same direction: the need for a resource that gives evaluators more capacity and teachers more clarity, immediacy, and ownership. This is where AI becomes essential.”

    What’s at stake

    School leaders are under tremendous pressure. Time and resources are tight. Achieving benchmarks is non-negotiable. There’s plenty of data available to identify patterns and understand what’s working–but analyzing it is not easy when the data is housed in multiple platforms that may not interface with one another. Generic AI tools haven’t solved this.  

    For teachers, professional development opportunities abound, and student data is readily available. But often they don’t receive adequate instructional mentoring to ideate and try out new strategies. 

    Districts that have experimented with AI to provide automated feedback of transcribed recordings of instruction have found limited impact on teaching practices. Teachers report skepticism that the evolving tech tools are able to accurately assess what is happening in their classrooms. Recent randomized controlled trials show that automated feedback can move specific practices when teachers engage with it. But that’s exactly the challenge: Engagement is optional. Evaluations are not. 

    Teachers whose observations and evaluations are compromised or whose growth is stymied by lost opportunities for mentoring may lose out financially. For example, in Texas, the 2025-26 school year is the data capture period for the Teacher Incentive Allotment. This means fair and objective reviews are more important than ever for educators’ future earning potential.

    For all of these reasons, the next wave of innovation has to live inside the required evaluation cycle, not off to the side as another “nice-to-have” tool.

    Streamlining the process

    My background at edtech companies has shown me how eager school leaders are to make data-informed decisions. But I know from countless conversations with administrators that they did not enter the education field to crunch numbers. They are motivated by seeing students thrive. 

    The breakthrough we need now is an AI-powered workspace that sits inside the evaluation system. Shepherd would like to see “AI that quietly assists with continuous evidence collection not through surveillance, but pattern recognition. It might analyze lesson materials for cognitive rigor, scan student work products to detect growth, or help teachers tag artifacts connected to standards.”

    We have the technology to create a collaborative workspace that can be mapped to the district’s framework and used by administrators, coaches, support teams, and educators to capture notes from observations, link them to goals, provide guidance, share lesson artifacts, engage in feedback discussions, and track growth across cycles. After participating in a pilot of one such collaborative workspace, an evaluator said that “for the first time, I wasn’t rewriting my notes to make them fit the rubric. The system kept the feedback clear and instructional instead of just compliance-based.”

    As a superintendent, Shepherd looks forward to AI support for helping make sense of complexity. “Evaluators juggle enormous qualitative loads: classroom culture, student engagement, instructional clarity, differentiation, formative assessment, and more. AI can act as a thinking partner, organizing trends, highlighting possible connections, identifying where to probe deeper, or offering research-based framing for feedback.”

    The evaluation process will always be scrutinized, but what must change is whether it continues to drain time and trust or becomes a catalyst for better teaching. Shepherd expects the pace of adoption to pick up speed as the benefits for educators become clear: “Teachers will have access to immediate feedback loops and tools that help them analyze student work, reconsider lesson structures, or reflect on pacing and questioning. This strengthens professional agency and shifts evaluation from a compliance ritual to a growth process.”

    Real leadership means moving beyond outdated processes and redesigning evaluation to center evidence, clarity, and authentic feedback. When evaluation stops being something to get through and becomes something that improves practice, we will finally see technology drive better teaching and learning.

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  • Actually, It’s a Good Time to Be an English Prof (opinion)

    Actually, It’s a Good Time to Be an English Prof (opinion)

    It may sound perverse to say so. Our profession is under attack, our students are reading less, jobs are scarce and the humanities are first on the chopping block. But precisely because the outlook is dire, this is also a moment of clarity and possibility. The campaign against higher education, the AI gold rush and the dismantling of our public schools have made the stakes of humanistic teaching unmistakable. For those of us with the privilege of relative job security, there has never been a more urgent—or more opportune—time to do what we were trained to do.

    I am an English professor, so let me first address my own. Colleagues, this is the moment to make the affirmative case for our existence. This is our chance to demonstrate the worth of person-to-person pedagogy; to speak the language of knowledge formation and the pursuit of truth; to reinvigorate the canon while developing new methods for the study of ethnic, postcolonial, feminist, queer and minority literatures and cultural texts; to stand for the value of human intelligence. Now is when we seize the mantle and opportunity of “English” as a both a privileged signifier and a sign of humility as we fight alongside our colleagues in the non-Western languages and literatures who are even more endangered than we are— and for our students, without whom we have no future.

    I’m not being Pollyannaish. Between Trump 1 and Trump 2 sit the tumultuous COVID years, which means U.S. universities have been reeling, under direct attacks and pressures, for a decade. I started my first job in 2016, so that is the entirety of the time that I have worked as an academic. I spent six years in public universities in purple-red states, where austerity was the name of the game—and then I moved to Texas.

    There have been years of insults and incursions into the profession. We have been scapegoated as an out-of-touch elite and called enemies of the state. And no, we haven’t always responded well. In the face of austerity, we let our colleagues be sacrificed. Despite the bad-faith weaponization of “CRT,” “DEI” and “identity politics,” we disavowed identity. Against our better judgment, we assimilated wave after wave of new educational technologies, from MOOCs to course management platforms to Zoom.

    Now, we face a new onslaught: the supposedly unstoppable and inevitable rise of generative AI—a deliberately misleading misnomer for the climate-destroying linguistic probability machines that can automate and simulate numerous high-level tasks, but stop short of demonstrating human levels of intelligence, consciousness and imagination. “The ultimate unaccountability machine,” as Audrey Watters puts it.

    From Substack to The New York Times to new collaborative projects Against AI, humanities professors are sounding the alarm. At the start of this semester, philosopher Kate Manne reflected that her “job just got an awful lot harder.”

    Actually, I think our jobs just got a whole lot easier, because our purpose is sharper than ever. Where others see AI as the end of our profession, I see a clarifying opportunity to recommit to who we are. No LLM can reproduce the deep reading, careful dialogue and shared meaning-making of the humanities classroom. We college professors stand alongside primary and secondary school teachers who have already faced decades of deprofessionalization, deskilling and disrespect.

    There is a war on public education in this country. Statehouses in places like Texas are rapidly dismantling the infrastructure and independence of public institutions at all levels, from disbanding faculty senates to handing over curriculum development to technologists who have no understanding of the dialogical, improvisatory nature of teaching. These are folks who gleefully predict that robots with the capacity to press “play” on AI-generated slide decks can replace human teachers with years of experience. We need them out of our schools at every level.

    Counter to what university administrators and mainstream pundits seem to believe, students are not clamoring to use AI tools. Tech companies are aggressively pushing them. All over the country, school districts and universities are partnering with companies like Microsoft and OpenAI for fear of being left behind. My own institution has partnered with Google. Earlier this semester, “Google product experts” came to campus to instruct our students on how to “supercharge [their] creativity” and “boost [their] productivity” using Gemini and NotebookLM tools. Faculty have been invited to join AI-focused learning communities and enroll in trainings and workshops (or even a whole online class) on integrating AI tools into our teaching; funds have been allotted for new grant programs in AI exploration and course development.

    I didn’t spend seven years earning a doctorate to learn how to teach from Google product experts. And my students didn’t come to university to learn how to learn from Google product experts, either. Those folks have their work, motivations and areas of expertise. We have ours, and it is past time to defend them. We are keepers of canon and critique, of traditions and interventions, of discipline-specific discourses and a robust legacy of public engagement. The whole point of education is to hand over what we know to the next generation, not to chase fads alongside the students we are meant to equip with enduring skills. It is our job to strengthen minds, to resist what Rebecca Solnit calls the “technological invasion of consciousness, community, and culture.”

    Many of us have been trying to do this for some time, but it’s hard to swim against the tides. In 2024, I finally banned all electronics from my English literature classes. I realized that sensitivity to accessibility need not prevent us from exercising simple common sense. We know that students learn more and better when they take notes by hand, annotate texts and read in hard copy. Because my students do not have access to free printing, and because a university librarian told me that “we only go from print to digital, not the other way around,” I printed copies of every reading for every student. With the words on paper before them, they retained more, they made eye contact, they took marginal notes, they really responded to each other’s interpretations of the texts.

    That’s the easy part. As we college professors plan our return to blue books, in-class midterms and oral exams, the challenge is how to intervene before our students come to class. If AI is antithetical to the project of higher education, it’s even more insidious and damaging in the elementary, middle and high schools.

    My children attend Texas public schools in the particularly embattled Houston Independent School District, so I have seen firsthand the app-ification of education. Log in to the middle school student platform—which some “innovator” had the audacity to name “Clever”—and you’ll get a page with more than three dozen apps. Not just the usual suspects like Khan Academy and Epic, but also ABC-CLIO, Accelerate Learning, Active Classroom, Amplify, Britannica, BrainPOP, Canva, Carnegie Learning, CK-12 Foundation, Digital Theatre Plus, Discover Magazine, Edgenuity, Edmentum, eSebco, everfi, Gale Databases, Gizmos, IPC, i-Ready, iScience, IXL, JASON Learning, Language! Live, Learning Ally Audiobook, MackinVIA, McGraw Hill, myPLTW, Newsela, Raise, Read to Achieve, Savvas EasyBridge, STEMscopes, Summit K12, TeachingBooks, Vocabulary.com, World Book Online, Zearn …

    As both a professor and a parent, I have decided to intervene directly. Last year, I started leading a reading group for my 12-year-old daughter and a group of her classmates. They call it a book club. Really, it’s a seminar. Once a month, they convene around our dining table for 90 minutes, paperbacks in hand, to engage in close reading and analysis. They do all the stuff we English professors want our college students to do: They examine specific passages, which illuminate broader themes; they draw connections to other books we’ve read; they ask questions about the historical context; they make motivated references to current social, cultural and political issues; they plumb the space between their individual readings and the author’s intentions.

    No phones, no computers, no apps. We have books (and snacks). And conversation. After each meeting, my daughter and I debrief. About four months in, she said, “You know, a lot of the previous meetings I felt like we were each just giving our own takes. But this time, I feel like we arrived at a new understanding of the book by talking about it together.” The club members had challenged and pushed each other’s interpretations, and together exposed facets of the text they wouldn’t have seen alone.

    The literature classroom is a space of collaborative meaning-making—one of the last remaining potentially tech-free spaces out there. A precious space, that we need to renew and defend, not give up to the anti-intellectual mob and not transform at the behest of tech oligarchs. We have an opportunity here to stand up for who we are, for the mission of humanistic education, in affirmative, unapologetic terms—while finding ways to build new alliances and enact solidarity beyond the walls of our college classrooms.

    This moment is clarifying, motivating, energizing. It’s time to remember what we already know.

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  • Rethinking icebreakers in professional learning

    Rethinking icebreakers in professional learning

    Key points:

    I was once asked during an icebreaker in a professional learning session to share a story about my last name. What I thought would be a light moment quickly became emotional. My grandfather borrowed another name to come to America, but his attempt was not successful, and yet our family remained with it. Being asked to share that story on the spot caught me off guard. It was personal, it was heavy, and it was rushed into the open by an activity intended to be lighthearted.

    That highlights the problem with many icebreakers. Facilitators often ask for vulnerability without context, pushing people into performances disconnected from the session’s purpose. For some educators, especially those from historically marginalized backgrounds, being asked to disclose personal details without trust can feel unsafe. I have both delivered and received professional learning where icebreakers were the first order of business, and they often felt irrelevant. I have had to supply “fun facts” I had not thought about in years or invent something just to move the activity along.

    And inevitably, somewhere later in the day, the facilitator says, “We are running out of time” or “We do not have time to discuss this in depth.” The irony is sharp: Meaningful discussion gets cut short while minutes were spent on activities that added little value.

    Why icebreakers persist

    Why do icebreakers persist despite their limitations? Part of it is tradition. They are familiar, and many facilitators replicate what they have experienced in their own professional learning. Another reason is belief in their power to foster collaboration or energize a room. Research suggests there is some basis for this. Chlup and Collins (2010) found that icebreakers and “re-energizers” can, when used thoughtfully, improve motivation, encourage interaction, and create a sense of safety for adult learners. These potential benefits help explain why facilitators continue to use them.

    But the promise is rarely matched by practice. Too often, icebreakers are poorly designed fillers, disconnected from learning goals, or stretched too long, leaving participants disengaged rather than energized.

    The costs of misuse

    Even outside education, icebreakers have a negative reputation. As Kirsch (2025) noted in The New York Times, many professionals “hate them,” questioning their relevance and treating them with suspicion. Leaders in other fields rarely tolerate activities that feel disconnected from their core work, and teachers should not be expected to, either.

    Research on professional development supports this skepticism. Guskey (2003) found that professional learning only matters when it is carefully structured and purposefully directed. Simply gathering people together does not guarantee effectiveness. The most valued feature of professional development is deepening educators’ content and pedagogical knowledge in ways that improve student learning–something icebreakers rarely achieve.

    School leaders are also raising the same concerns. Jared Lamb, head of BASIS Baton Rouge Mattera Charter School in Louisiana and known for his viral leadership videos on social media, argues that principals and teachers have better uses of their time. “We do not ask surgeons to play two truths and a lie before surgery,” he remarked, “so why subject our educators to the same?” His critique may sound extreme, but it reflects a broader frustration with how professional learning time is spent.

    I would not go that far. While I agree with Lamb that educators’ time must be honored, the solution is not to eliminate icebreakers entirely, but to plan them with intention. When designed thoughtfully, they can help establish norms, foster trust, and build connection. The key is ensuring they are tied to the goals of the session and respect the professionalism of participants.

    Toward more authentic connection

    The most effective way to build community in professional learning is through purposeful engagement. Facilitators can co-create norms, clarify shared goals, or invite participants to reflect on meaningful moments from their teaching or leadership journeys. Aguilar (2022), in Arise, reminds us that authentic connections and peer groups sustain teachers far more effectively than manufactured activities. Professional trust grows not from gimmicks but from structures that honor educators’ humanity and expertise.

    Practical alternatives to icebreakers include:

    • Norm setting with purpose: Co-create group norms or commitments that establish shared expectations and respect.
    • Instructional entry points: Use a short analysis of student work, a case study, or a data snapshot to ground the session in instructional practice immediately.
    • Structured reflection: Invite participants to share a meaningful moment from their teaching or leadership journey using protocols like the Four A’s. These provide choice and safety while deepening professional dialogue.
    • Collaborative problem-solving: Begin with a design challenge or pressing instructional issue that requires participants to work together immediately.

    These approaches avoid the pitfalls of forced vulnerability. They also account for equity by ensuring participation is based on professional engagement, not personal disclosures.

    Closing reflections

    Professional learning should honor educators’ time and expertise. Under the right conditions, icebreakers can enhance learning, but more often, they create discomfort, waste minutes, and fail to build trust.

    I still remember being asked to tell my last name story. What emerged was a family history rooted in migration, struggle, and survival, not a “fun fact.” That moment reminds me: when we ask educators to share, we must do so with care, with planning, and with purpose.

    If we model superficial activities for teachers, we risk signaling that superficial activities are acceptable for students. School leaders and facilitators must design professional learning that is purposeful, respectful, and relevant. When every activity ties to practice and trust, participants leave not only connected but also better equipped to serve their students. That is the kind of professional learning worth everyone’s time.

    References

    Aguilar, E. (2022). Arise: The art of transformative leadership in schools. Jossey-Bass.

    Chlup, D. T., & Collins, T. E. (2010). Breaking the ice: Using ice-breakers and re-energizers with adult learners. Adult Learning, 21(3–4), 34–39. https://doi.org/10.1177/104515951002100305

    Guskey, T. R. (2003). What makes professional development effective? Phi Delta Kappan, 48(10), 748–750.

    Kirsch, M. (2025, March 29). Breaking through. The New York Times. https://www.nytimes.com/2025/03/29/briefing/breaking-through.html

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  • The bewitchment of skills: time for a rebalancing and a reordering

    The bewitchment of skills: time for a rebalancing and a reordering

    Join HEPI for a webinar on Thursday 11 December 2025 from 10am to 11am to discuss how universities can strengthen the student voice in governance to mark the launch of our upcoming report, Rethinking the Student Voice. Sign up now to hear our speakers explore the key questions.

    This blog was kindly authored by Professor Ronald Barnett, Emeritus Professor at the Institute of Education, University of London and President Emeritus of the Philosophy and Theory of Higher Education Society, and Secretary of the Global Forum for Re-Humanizing Education.

    We are faced today, especially in the UK, with a policy discourse in higher education that speaks entirely of ‘skills’ and an academic discourse, especially in the humanities and social theory, which speaks of ‘education’. In the skills discourse, there is typically no mention of education per se; and in the education discourse, there is no mention of skills per se.

    It will be said that this is an exaggeration, to which I invite such commentators to look at the evidence. In the policy discourse, rafts of blogs, public pronouncements by politicians, and reports from think tanks speak of skills without the idea of education being even mentioned as such, let alone raised up for consideration. On the other side, whole papers in the academic literature and even books can be found that speak of education, student development, criticality, self-formation and so on, while paying only perfunctory attention to the matter of skills, if that. 

    On the skills side of the debate, we may observe a HEPI blog entitled ‘Bridging the Gap: How Smart Technology Can Align University Programmes with Real-World Skills (Pete Moss, 22 July, 2025). The term ‘skills’ appears twenty times, with an additional mention of ‘reskilling’ and the phrases ‘skills gap’ and ‘skills taxonomy’. The term ‘education’ appears just three times, with two of those instances being in the form of phrases – ‘higher education’ and ‘university education’. 

    Only once does the term ‘education’ appear unadorned, and that in the last line: ‘After all, education is a journey.  It’s time the map caught up’. Nowhere are we treated to any indication as to the nature of the journey beyond it being the acquisition of skills. What education as such is, we are left to ponder.

    This debate in higher education is not really a debate at all, but rather a situation in which ships pass in the night and without even acknowledging each other. There is an occasional – if rather perfunctory – doffing of the hat towards skills on the educational side; but pretty well a near-complete silence about education on the skills side.

    Does this matter? After all, it might be suggested that what we have here is nothing more than a continuation of the polarisation of the liberal-vocational perspectives that have been with us in the United Kingdom for two hundred years or more. Nothing new here, it may be said.  I disagree.

    First, the intensity of this polarisation is now extreme. As remarked, characteristically, as I see it, positions are taken up of a kind that exhibits a total blankness towards the other side. As a result, there is no mutual engagement of positions. 

    Second, this blankness is particularly marked on the skills side, so to speak; and that is where the power lies. As a result, the framing of higher education in terms of skills becomes the dominant discourse. 

    Third, the skills side is not only utilitarian, but it is also instrumental. Every aspect of higher education comes to be valued insofar as it demonstrably has an outcome, and this logic is extended to students themselves. They become ends towards external purposes, now of economic, societal and national advancement. The development of students, understood as human beings, is rendered invisible. 

    Fourth, the world is facing great difficulties: egregious inequalities (of a like not seen for hundreds of years), crises of the natural environment, non-comprehension across peoples, violence (both material and discursive), and a degrading instrumentality in the way states treat their citizens are just indicative. What, against these horizons, might ‘higher education’ mean? Simply to speak of skills misses the point.

    Lastly, the world is in difficulty partly due to its institutions of higher education losing sight of their educational responsibilities. At best, those institutions have become institutions of higher skills.  In the process, universities have played a part in forging the instrumentality that is now dominant in the world. That the world is in grave difficulty can be laid, in part, at the door of universities.

    What, then, is to be done? The answer is obvious. We need a rebalancing in our debates, our language, our practices, our evaluation mechanisms, and the ways in which we identify what is of value in higher education. It is right for skills – and knowledge too, for that matter – to have a place, but that place has to be against the horizon of what is good for the education of students as human beings on and in this troubled Earth. 

    But this rebalancing calls for a reordering, where concerns with education have to precede concerns with skills. Wisdom, critical reflection, dialogue for understanding, care, consideration, carefulness, self-understanding, the world, Nature, dispute, antagonism, and mutuality have to become part of the vocabulary of student formation in constructing a proper policy debate. Unless and until this happens, the policy framework will be blind and surrender itself into the interests and technologies of the powerful.

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  • The time for change is now: reducing pension costs in post-92 universities

    The time for change is now: reducing pension costs in post-92 universities

    This blog was kindly authored by Jane Embley, Chief People Officer and Tom Lawson, Deputy Vice-Chancellor and Provost, both of Northumbria University.

    It is welcome that the government’s recent white paper acknowledges the very real funding pressures on the university sector and outlines some measures to address them. It is rather disappointing, however, that one of the causes of that financial pressure recognised by both employers and trade unions – is somewhat sidestepped – namely the crisis in the post-92 institutions caused by the Teachers’ Pension Scheme (TPS). While the government has pledged to better understand the problem, this will presumably lead to a period of consultation before any new proposals come forward. The cost of TPS compounds the financial difficulty of many institutions, and the severity of the current situation means the moment for change is now.

    The TPS cost crisis

    At the beginning of 2025, we wrote a piece for this website that outlined the problem in general terms, and particularly, for Northumbria University. To briefly summarise, post-92 institutions are all required to enrol their staff who are engaged in teaching in TPS. The cost of TPS for employers (and employees) is rising, and having historically been similar to other pension schemes in the sector is now much more expensive than schemes such as the Universities Superannuation Scheme (USS) or the local Government Pension Scheme (LGPS). TPS employer contributions are now 28.68% whereas for USS they are 14.5%, and for Northumbria’s LGPS fund are 18.5%.

    This means that for an academic salary of £57,500, in addition to NI costs, the employer pension cost is £8,300 per annum for USS, but for a TPS employee it is £16,500. Put simply, it is now considerably more expensive to employ a member of staff to do the same job in one part of the sector than another.

    The figures are striking. For every 1,000 staff, an institution would face more than £8M per annum of additional costs if their colleagues were members of TPS rather than USS. For Northumbria, given the number of colleagues we have in TPS, the additional cost of this scheme compared to USS is more than £11M per annum. To put it another way, the fees of more than 800 Northumbria students are fully consumed by paying the additional cost of TPS, versus USS.

    Why alternatives fall short

    There are ways that universities can find alternatives to TPS – institutions can take steps to employ their academic staff via subsidiary companies and reduce pension costs by using defined contribution schemes. This has multiple disadvantages for individuals as well as institutions – not least because colleagues employed by that mechanism are not counted within the HESA return, for example, and as such are not eligible for participation in the Research Excellence Framework or for Research Council funding. As such, colleagues employed via such mechanisms cannot fully contribute across teaching and research and may find it difficult to progress their careers or move between institutions in the future.

    At Northumbria, as a research-intensive institution, we did not consider the above to be a path we could take. As there are no clear proposals forthcoming from government we have had to seek recourse to a different solution.

    Northumbria’s strategic response

    As we predicted in our previous blog, individual institutions have no choice but to take control of the total cost of employment. Since then, at Northumbria, we have been thinking about how we might do just that. We have settled on an approach that follows a three-part solution, something which we believe offers flexibility and choice while managing the University’s pension costs down to an acceptable level in the medium to long term.  

    First, we are offering colleagues in TPS an attractive alternative – the main pension scheme in the sector, USS, following a recent agreement to change our membership terms. Over 200 colleagues at Northumbria are already members (having joined Northumbria with existing membership), and going forward, USS membership will be available to all our academic colleagues. Of course, we acknowledge that there are differences in the membership benefits of each scheme. USS is a hybrid scheme with defined benefits up to a threshold and then defined contributions beyond that. TPS is a career average defined benefit scheme. We will help our TPS members with this transition by providing personalised, independent financial information and guidance, as pensions are complex and any decision to move from TPS to USS will need careful consideration.

    However, we do need to be confident that we can address the very high cost of TPS employer pension contributions, and have recently begun discussions within our university about moving to a total reward approach to remuneration.

    Using the two pension schemes, we want to provide colleagues with the choice as to how much of their total reward they receive as income now and how much we pay in pension contributions.

    For each grade point in our pay structure, we are aiming to establish a reward envelope, based on the total cost of salary plus employer pension contributions, reflecting USS rather than TPS rates. As such, a colleague remaining in TPS would have no reduction in their salary, although they will, initially, have a total reward package that exceeds the envelope for their grade point.

    Our goal will be to increase the total reward envelope for each grade point each year by the value of the pay award determined via national collective pay bargaining. In this model, the cost of the total reward envelope will be the same, but colleagues will be able to choose how they construct their reward package based on their own personal preference or circumstances. Salaries for colleagues who are members of USS will increase in line with the rest of the sector. Those colleagues who choose to remain in TPS will not see an increase in their take-home pay, as this, plus the cost of their pension contributions, exceeds the envelope for their grade point. However, over time, when the value of the total reward envelope for colleagues in USS and TPS has equalised, the salaries for those choosing TPS will increase again.

    Looking ahead: a fairer, sustainable future

    We understand that many of our colleagues might find this change unpalatable; however, we feel the additional monthly cost of almost £1M cannot be justified. While to some this will be controversial, ultimately, our proposed approach will mean that over time (likely to be up to seven years) the reward envelope (or cost) for USS and TPS employees will have equalised and as such we will have eliminated the differential costs of employing these two groups of colleagues undertaking the same roles, and be on an equal footing with other universities.

    We anticipate that by adopting this approach USS will, in time, become the normalised pension scheme for our academic staff, as it already is across the pre-92 universities. Along with competitive pay, colleagues will be members of an attractive sector-wide scheme, with lower personal contribution levels resulting in higher take-home pay. Of course, we will keep the whole approach under review as the employer pension contribution rates change over time, and we will be actively engaging with our colleagues over the coming months to seek their views on our proposal and to shape our future plans.  

    Finally, we are also encouraging our colleagues to consider carefully whether to opt out of TPS and join USS now. In order to gain traction and make earlier progress, we are offering existing salaried staff in TPS the choice to move early, with the University recognising this decision via a one-off payment, which shares the longer-term financial benefit of this with the University. Colleagues may receive the value of the savings made over the first year – typically between £5,800 and a maximum of £10,000 – as a taxable payment or via a payment into their pension, subject to a number of conditions in relation to their future employment.

    As we have outlined, the time for change is now, and we cannot wait for the outcome of a consultation or for the government to decide how it will seek to address this obvious disparity in the sector. Ultimately, we believe that moving towards a total reward approach, as outlined above, is advantageous for both the University and for our colleagues. It provides choice – no one will be forced to leave TPS, and as such, colleagues can continue to choose to receive the benefits of that scheme by more of their total reward being paid in pension contributions than salary. Or colleagues can choose to access more of their total income now in their salary, while joining a hybrid pension scheme that is already in place across the sector and which delivers defined benefits, and defined contribution benefits for higher earners. We believe that this is a novel approach to what has been, for some time, an intractable problem in the sector.

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  • Is it time to change the rules on NSS publication?

    Is it time to change the rules on NSS publication?

    If we cast our minds back to 2005, the four UK higher education funding bodies ran the first ever compulsory survey of students’ views on the education they receive – the National Student Survey (NSS).

    Back then the very idea of a survey was controversial, we were worried about the impact on the sector reputation, the potential for response bias, and that students would be fearful of responding negatively in case their university downgraded their degree.

    Initial safeguards

    These fears led us to make three important decisions all of which are now well past their sell-by date. These were:

    • Setting a response rate threshold of 50 per cent
    • Restricting publication to subject areas with more than 22 respondents
    • Only providing aggregate data to universities.

    At the time all of these were very sensible decisions designed to build confidence in what was a controversial survey. Twenty years on, it’s time to look at these with fresh eyes to assure ourselves they remain appropriate – and to these eyes they need to change.

    Embarrassment of riches

    One of these rules has already changed: responses are now published where 10 or more students respond. Personally, I think this represents a very low bar, determined as it is by privacy more than statistical reasoning, but I can live with it especially as research has shown that “no data” can be viewed negatively.

    Of the other two, first let me turn to the response rate. Fifty per cent is a very high response rate for any survey, and the fact the NSS achieves a 70 per cent response rate is astonishing. While I don’t think we should be aiming to get fewer responses, drawing a hard line at 50 per cent creates a cliff edge in data that we don’t need.

    There is nothing magical about 50 per cent – it’s simply a number that sounds convincing because it means that at least half your students contributed. A 50 per cent response rate does not ensure that the results are not subject to bias for example, if propensity to respond was in some way correlated with a positive experience the results would still be flawed.

    I would note that the limited evidence that there is suggests that propensity to respond is not correlated with a positive experience, but it’s an under-researched area and one the Office for Students (OfS) should publish some work on.

    Panel beating

    This cliff edge is even more problematic when the data is used in regulation, as the OfS proposes to do a part of the new TEF. Under OfS proposals providers that don’t have NSS data either due to small cohorts or a “low” response rate would have NSS evidence replaced with focus groups or other types of student interaction. This makes sense when the reason is an absolute low number of responses but not when it’s due to not hitting an exceptionally high response rate as Oxford and Cambridge failed to do for many years.

    While focus groups can offer valuable insights, and usefully sit alongside large-scale survey work, it is utterly absurd to ignore evidence from a survey because an arbitrary and very high threshold is not met. Most universities will have several thousand final year students, so even if only 30 per cent of them respond you will have responses from hundreds if not thousands of individuals – which must provide a much stronger evidence base than some focus groups. Furthermore, that evidence base will be consistent with every other university creating one less headache for assessors in comparing diverse evidence.

    The 50 per cent response rate threshold also looks irrational when set against a 30 per cent threshold for the Graduate Outcomes survey. While any response rate threshold is arbitrary to apply, applying two different thresholds needs rather more justification than the fact that the surveys are able to achieve different response rates. Indeed, I might argue that the risk of response bias might be higher with GO for a variety of reasons.

    NSS to GO

    In the absence of evidence in support of any different threshold I would align the NSS and GO publication thresholds at 30 per cent and make the response rates more prominent. I would also share NSS and GO data with TEF panels irrespective of the response rate, and allow them to rely on their expert judgement supported by the excellent analytical team at the OfS. And the TEF panel may then choose to seek additional evidence if they consider it necessary.

    In terms of sharing data with providers, 2025 is really very different to 2005. Social media has arguably exploded and is now contracting, but in any case attitudes to sharing have changed and it is unlikely the concerns that existed in 2005 will be the same as the concerns of the current crop of students.

    For those who don’t follow the detail, NSS data is provided back to Universities via a bespoke portal that provides a number of pre-defined cuts of the data and comments, together with an ability to create your own cross-tabs. This data, while very rich, do not have the analytical power of individualised data and suffer from still being subject to suppression for small numbers.

    What this means is that if we want to understand the areas we want to improve we’re forced to deduce it from a partial picture rather than being laser focussed on exactly where the issues are, and this applies to both the Likert scale questions and the free text.

    It also means that providers cannot form a longitudinal view of the student experience by linking to other data and survey responses they hold at an individual level – something that could generate a much richer understanding of how to improve the student experience.

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  • 5 essential AI tech tools for back-to-school success

    5 essential AI tech tools for back-to-school success

    Key points:

    By now, the 2025-2026 school year is well underway. The glow of new beginnings has faded, and the process of learning has begun in earnest. No doubt there is plenty to do, but I recommend that educators take a moment and check in on their teaching toolkit.

    The tools of our trade are always evolving, and if our students are going to get the most out of their time in class, it’s important for us to familiarize ourselves with the newest resources for sparking curiosity, creativity, and critical thinking. This includes the latest AI programs that are making their way into the classroom.  

    Here are five AI tech tools that I believe are essential for back-to-school success: 

    1. ChatGPT: ChatGPT has quickly become the all-in-one tool for generating anything and everything. Many educators are (rightly) concerned about ChatGPT’s potential for student cheating, but this AI can also serve as a built-in assistant for creating welcome letters, student-friendly syllabi, and other common documents for the classroom. If it’s used responsibly, ChatGPT can assist teachers by cutting out the busy work involved when planning and implementing lessons.   
    2. ClassroomScreen: ClassroomScreen functions as a modern-day chalkboard. This useful tool lets teachers project a variety of information on screen while simultaneously performing classroom tasks. Teachers can take straw polls, share inspiring quotes, detail the morning schedule, and even monitor volume without opening a single tab. It’s a simple, multipurpose tool for classroom coordination.     
    3. SchoolAI: SchoolAI is a resource generator that provides safe, teacher-guided interactions between students and AI. With AI becoming increasingly common, it’s vital that students are taught how to use it safely, effectively, and responsibly. SchoolAI can help with this task by cultivating student curiosity and critical thinking without doing the work for them. Best of all, teachers remain at the helm the entire time, ensuring an additional layer of instruction and protection.       
    4. Snorkl: Snorkl is a feedback tool, providing students with instant feedback on their responses. This AI program allows students to record their thinking process on a digital whiteboard using a variety of customizable tools. With Snorkl, a teacher could send students a question with an attached image, then have them respond using audio, visual tools such as highlighting, and much more. It’s the perfect way to inject a little creativity into a lesson while making it memorable, meaningful, and fun!   
    5. Suno: Suno is unique in that it specializes in creative song generation. Looking for an engaging way to teach fractions? Upload your lesson to Suno and it can generate a catchy, educational song in the style of your favorite artist. Suno even allows users to customize lyrics so that the songs stay relevant to the lesson at hand. If you need a resource that can get students excited about learning, then Suno will be the perfect addition to your teaching toolkit!

    The world of education is always changing, and today’s technology may be outdated within a matter of years. Still, the mission of educators remains the same: to equip students with the skills, determination, and growth mindset they need to thrive in an uncertain future. By integrating effective tools into the classroom, we can guide them toward a brighter tomorrow–one where inquiry and critical thinking continue to flourish, both within the classroom and beyond.

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