Tag: work

  • Side hustles, moonlighting, resting actors, and multiple jobholding in creative work

    Side hustles, moonlighting, resting actors, and multiple jobholding in creative work

    How do creatives sustain their careers?

    We used large UK datasets to map how careers work in creative occupations, showing how having a second job is twice as prevalent in key creative jobs than occupations; mixing creative and non-creative jobs is normal, especially outside London; and having a non-creative main job and a creative “side hustle” rarely leads to a single full-time creative job.

    Having multiple jobs isn’t a stepping-stone into full-time creative work. It is how creatives sustain their careers.

    Who has two jobs?

    We used the UK Labour Force Survey (2015–2021) to look at occupational and social patterns, and Understanding Society (2011–2019) for longitudinal transitions. We used the DCMS definition of creative occupations, rather than industries (so graphic designers working in retail are in, accountants working in theatres are out). We also developed a typology of multiple jobholding: portfolio (both jobs creative); main creative (creative main job plus a non-creative second job); side creative (non-creative main job plus a creative second job).

    We found that having a second job is almost twice as common for core creative workers, (arts/culture production such as music, performance, visual arts, publishing, museums/libraries, film/TV/photo) compared to the rest of the workforce (6.8 per cent, against 3.5 per cent) but less common (3.2 per cent) for non-core creative jobs (advertising, architecture, crafts, design, IT). Some roles are extreme outliers, with relatively high proportions of actors (14 per cent) and musicians (12.8 per cent) having second jobs.

    These proportions are higher than the general workforce, but they are also lower than popular discourse might suggest. This might be explained by how the data is collected (both jobs need to have been worked at during the same, specified, week). Even with this note of caution, the demographic patterns of multiple jobholding, and changes over time, give important insights into creative careers.

    The type of second job held by people whose first job is creative is important. For those with second jobs, 38 per cent of those jobs are in other core creative occupations- true “portfolio” work. A further 27.5 per cent of those jobs are professional but non-creative roles, especially teaching and corporate training. And 25.5 per cent are non-creative, non-professional roles, for example retail, hospitality and admin roles.

    Even more notable was the size of the core creative workforce whose creative occupation was a second job: there are far more people with a non-creative first job and core creative second job (about 113,000 per year) than there are core creatives with a second job (about 54,000 per year). In other words, where people have two jobs, creative work is more often the add-on rather than the main job.

    What other characteristics have an impact?

    Our analysis compared multiple jobholders to creatives with a single job, and found that combining creative and non-creative work is significantly more likely outside London. Outside the capital, sustaining a purely creative main job looks harder, and mixing jobs is more common.

    Portfolio workers are more likely to be graduates and to come from non-middle class backgrounds than are single-job creatives. Side creatives are much more likely to be employees (rather than self-employed) in their main job, suggesting that it is more about balancing income volatility than it is about enjoying the freedom of self-employment. However, main creatives are less likely to be employees—reflecting the prevalence of self-employment in core creative roles. And side creatives are more likely to be men.

    Part-time work signals both constraint and choice: creatives in multiple jobs are more likely to work part-time because they couldn’t find full-time work—but also more likely to say they didn’t want full-time, suggesting both labour market scarcity and preferences are in play.

    Covid changed things, but did not totally overturn these patterns. In 2021 the share of workers making their living only from creative jobs fell, while main and side creative patterns increased—consistent with pandemic disruption pushing creatives to diversify.

    Does a creative side-job turn into a creative main job?

    After one year, portfolio and main creatives are somewhat more likely to move to a single creative job (45 per cent and 39 per cent, respectively) than to remain in their dual-job pattern (31 per cent and 36 per cent). Side creatives mostly remain side creatives – they rarely report a single creative job after a year. After three years, the pattern hardens: side creatives are still the least likely to have moved into a single creative job. Dual-jobholding looks like a strategy for persisting with a creative career rather than transitioning fully to a single creative job.

    Policymakers should understand that dual jobholding is an endemic and long-lasting feature of creative work. It needs to be incorporated into “good work” policies, rather than removed completely from the creative economy. It can be an important counterbalance to income volatility associated with creative projects.

    This research also has implications for one of the common measures of success for graduates, which specifies a good, skilled, full-time job. Creative occupations are counted as skilled, but the LFS analysis shows how difficult it is to find full time creative work, and that creative work is highly likely to be hidden behind primary employment in a less-skilled occupation. This means that in various places, including regulatory outcomes and league tables, there is a likelihood of positive outcomes for creative graduates being under-reported.

    At the same time, policy must address the inequalities associated with creatives and second jobs. For example, the chances of making a living solely from creative work outside London are substantially lower, and London-centric career pathways are unrealistic for many during a cost-of-living crisis.

    For many creatives, multiple jobholding isn’t a stepping stone on the way to a single steady role, it’s their actual career. It should not be understood as a failure to “achieve” a single creative job. It is a pragmatic but unequal employment pattern, which needs to be accounted for in industrial strategies.

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  • Student engagement does not work if institutions are stuck in survival mode

    Student engagement does not work if institutions are stuck in survival mode

    The current state of UK higher education in 2025 is marked by an existential crisis, rather than merely a series of difficult challenges.

    This crisis comes from the inherent tension of attempting to operate a 20th century institutional model within the complex realities of the 21st century. This strain is exacerbated by complex socio-economic difficulties facing students, coupled with the immense pressures experienced by staff.

    A city under siege

    Conceptualising UK HE as a “city”, it becomes evident that while valuable as centres of learning, community and potential, this “city” is currently under siege and there is a “dragon at the gates”. The “dragon” represents a multifaceted array of contemporary pressures. These include, but are not limited to, funding reductions, evolving regulatory demands and the escalating cost-of-living crisis. Empirical research indicates that the cost-of-living crisis profoundly impacts students’ capacity for engagement.

    Furthermore, this “dragon” is continuously evolving. With the rapid ascent of artificial intelligence (AI) and the distinct characteristics of Gen Z learners representing two of its newest and most salient “heads”. While AI offers opportunities for personalised learning, simultaneously, it presents substantial challenges to academic integrity and carries the risk of augmenting student isolation if not balanced with human connection. Concurrently, Gen Z learners have learned a state of “continuous partial attention” through constant exposure to multiple information streams. This poses a unique challenge to pedagogical design.

    Defence, survival and the limits of future-proofing

    In response to these multifaceted challenges, the prevalent institutional instinct is to defend the city. This typically involves retreating behind existing structures, consolidating operations, centralising processes, tightening policies and intensifying reliance on familiar metrics such as Key Performance Indicators (KPIs), National Student Survey (NSS) action plans, attendance rates and overall survey scores.

    However, survival mode often means the sacrifice of genuine student engagement. This refers not to the easily quantifiable forms of engagement, but the relational, human dimension, wherein students develop a sense of belonging, perceive their contributions as meaningful and feel integrated into a valuable community. Research consistently demonstrates that this sense of belonging is paramount for psychological engagement and overall student success. Consequently, an exclusive focus on defending established practices, reliant on systemically imposed metrics, risks reinforcing barriers that actually impede connection, wellbeing and the institutional resilience that is critically needed.

    While the concept of “future-proofing” is often invoked, it is imperative to question the feasibility of achieving perfect preparedness against unknowable future contingencies.

    Attack strategies

    Given the limitations of a purely defensive stance, a different strategic orientation is warranted: a proactive “attack” on the challenges confronting HE. Genuine engagement should be reconceptualised not merely as a student characteristic, but as an institutional design choice. Institutions cannot expect students to arrive with pre-existing engagement; rather, they must actively design for it.

    This proactive engagement strategy aligns precisely with the University of Cumbria’s commitment to people, place, and partnerships. These themes are woven through the university’s new learning, teaching and assessment plan, providing a framework for institutional pedagogic transformation.

    Relationships as the bedrock of community

    The “citizens” of our HE “city” – students and staff – constitute its absolute bedrock. Strong relationships between these stakeholders are fundamental to fostering a resilient academic community. A critical institutional challenge lies in ensuring that existing systems, policies and workload models adequately support these vital connections. It is imperative to grant staff the requisite time, flexibility and recognition for their crucial relational work. This represents a shift in focus from a transactional interaction to a relationship-centric approach.

    Understanding the distinct experiences of diverse groups of students (e.g. apprentices, online learners and commuter students) is of critical importance for building meaningful and authentic engagement. Fundamentally, ensuring that students feel “seen, heard and valued” is a key determinant of psychological engagement and a prerequisite for all other forms of learning to take root.

    Designing for inclusive environments

    The concept of “place” encompasses the entire physical and digital environment of the HE institution. Belonging, rather than being an abstract sentiment, possesses a strong spatial and environmental dimension. For institutions like the University of Cumbria, intentional design of consistent environments that cultivate a sense of “This is my place” is paramount. An important tactic in this regard is to build belonging by design, particularly at critical transition points such as induction.

    This notion of “place” is particularly vital for commuter students, who often lack the built-in community afforded by residential halls. For this cohort, the physical campus serves as the primary site of their university experience. A critical assessment of their campus experience between scheduled classes is needed. Are institutional spaces designed to encourage students to remain, study and connect? When students choose to utilise them, these spaces facilitate spontaneous conversations, the formation of friendships, and the organic development of belonging.

    This kind of intentionality is required for digital learning environments. Are virtual learning environments (VLEs) merely content repositories, or are they designed as welcoming community hubs? The creation of inclusive, supportive environments – both physical and virtual – where students feel genuinely connected, is absolutely fundamental to effective engagement. Moreover, clear opportunities exist to strengthen recognition of how an individual’s sense of place can positively impact learning experiences primarily delivered online.

    Partnerships in fostering genuine student experiences

    The final pillar, “partnerships,” refers to the cultivation of alliances within the HE “city”. While “student voice” is frequently championed, research strongly indicates a necessity to move beyond mere collection of voice towards fostering genuine student influence and co-creation. The distinction is crucial: “student voice” may involve an end-of-module survey, whereas “student influence” entails inviting students to co-design assessment questions for subsequent iterations of that module.

    The University of Cumbria’s recent consistent module evaluation approach serves as an exemplary model. Achieving a 34.2% response rate in the first semester of 2024/25, which exceeds sector averages, and, critically, delivering 100% “closing the loop” reports to students, demonstrates a commitment to acknowledging and acting upon all feedback. This provides a concrete illustration of making student influence visible.

    From strategy to action

    This approach is a fundamental paradigm shift: from a reactive, defensive posture focused on metrics to a proactive engagement strategy. This “attack” on the challenges, framed by the University of Cumbria’s distinctive strategic approach, is predicated on three core actions: prioritising People by enabling relational work, designing a sense of Place to foster belonging, and building authentic Partnerships that transform student voice into visible influence. Translating this strategy into actionable practice does not necessitate additional burdens, but rather the integration of five practical tactics into existing workflows:

    1. Rethink what you measure and why: Transition from a “data-led” to a “data-informed” approach. This involves utilising data for meaningful reflection and making deliberate choices to enhance the student experience, rather than reacting defensively to metrics such as KPIs, NSS scores and attendance data.
    2. Build belonging at transitions: Recognising belonging as a critical component of psychological engagement and overall student success, this tactic underscores the importance of intentionally designing key junctures in the student journey, such as induction and progression points, to be inherently inclusive.
    3. Enable relational work: Acknowledging that strong student-staff relationships form the “bedrock” of a resilient academic community, and that staff often face conflicts between fostering these connections and workload pressures, this tactic advocates for formally enabling “relational work”.
    4. Turn voice into influence: Meaningful partnership necessitates moving beyond mere collection of student “voice” to cultivating their genuine “influence”. The critical determinant is not simply whether the institution is listening, but whether substantive changes are being implemented based on student feedback. This can be achieved through the establishment of “visible feedback loops” that demonstrate the impact of student input and leveraging technology to complement, rather than replace, human interaction.
    5. Partnership by design: This final tactic advocates for embedding co-creation with students as an intrinsic element from the initial stages. Rather than being an occasional or supplementary activity, authentic partnership should be structurally integrated, with students actively involved in key decision-making processes.

    The fundamental question facing HE in 2025 – “What is a university for?” – is increasingly met with the unsettling realisation that conventional answers no longer suffice. However, a cautiously optimistic outlook prevails. The answer to this pivotal question lies not in defending existing paradigms, but in actively and courageously constructing a new institutional reality.

    This article has been adapted from a keynote address delivered by Dr Helena Lim at the University of Cumbria Learning and Teaching Conference on 18 June 2025, and has been jointly authored with Dr Jonathan Eaton, Pro Vice Chancellor (Learning & Teaching) at the University of Cumbria.

    For further insights into the research underpinning these arguments, the “Future-proofing student engagement” report is available here.

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  • Making higher education work for international student carers

    Making higher education work for international student carers

    Student carers – those juggling unpaid caring for family or friends, as well as student parents – can often feel invisible to their higher education provider. Their needs cut across multiple areas, including attendance, assessment, finances and mental health, with many (quietly) facing the complicated arithmetic of balancing time, money and labour.

    It is not only UK-domiciled students that face these challenges. Little addressed in the academic literature, international student carers face challenges both similar to and distinct from those experienced by UK home students.

    Similar and distinct

    Student carers of all nationalities describe disrupted attendance when emergencies arise, lost concentration, as well as difficult trade-offs between paid work and academic engagement.

    Uncertainty amplifies these pressures: some students simply choose not to disclose information about their caregiving because of fear of stigma; others do not trust staff to handle with care what is a personal and sensitive dimension of their lives; still others do not know where to seek support.

    Identifying carers, therefore, is a necessary first step to providing support. However, it is not always straightforward – institutions commonly lack routine, reliable data on caring status, making targeted support ad hoc rather than systemic.

    Yet international student carers face additional, distinctive barriers that make the same problems harder to resolve. Visa rules are an illustrative example. These restrict when dependants can accompany students and cap the number of hours most international students can work during term-time.

    For instance, students on degree-level courses can generally work up to 20 hours per week, while those on foundation and pre-sessional English routes are limited to ten hours. Self-employment is not permitted, and internships or placements must be approved by the sponsor.

    For those caring for family overseas, emotional load and logistical complexity are high: families divide care across borders, rely on remittances, and use digital tools to coordinate support at distance. For those caring for dependants present in the UK, the absence of recourse to public funds combined with the limitations set on working hours further intensify financial challenges. These are not abstract constraints – students I have spoken to flagged the restriction on working hours as a core stressor that diverted their attention from study.

    Making it work

    The UK policy context matters as it shapes what universities can and cannot do. While recent changes have tightened dependant rules for international students, universities still retain a significant degree of agency. These include proactive identification of student carers, flexible design of learning and assessment, targeted financial and career advice, as well as culturally sensitive outreach.

    What does this look like in practice? First, it is time that institutions recognise that disclosure is not a single moment, but a process requiring trust. Rather than a “pray-and-hope” approach where students are asked to declare their caring status on a single form, universities should try to normalise conversations across the student lifecycle: in admissions, enrolment, welcome activities, academic tutorials and welfare checks. Staff training plays an important role here. Academic and professional services teams need concise guidance on how to spot signs of caring, how to ask sensitively, and how to go about making reasonable adjustments, be that through a Carer Passport or other means. This helps reduce the pressure on student carers to self-advocate.

    Next, administrative burden needs to be reduced as much as possible – student carers are often acutely time poor. Tools like the just mentioned Carer Passport can help here by making informal agreements more formal and removing the need (and burden) of repeated disclosure.

    Reasonable adjustments might include extended deadlines, alternative attendance arrangements, priority access to recorded lectures or seminar times. The design of such initiatives should not blindside carers, they should be involved in the development process. This co-production may also help tackle the trust deficit.

    Third, financial and careers support must be tailored to visa realities. Generic money advice may be helpful, but is likely insufficient for international student carers’ needs, given the restrictions on working hours and access to benefits. One support route, if budgets allow, could be targeted bursaries, hardship funding that consider caring costs, and career advice that specifically addresses visa limits and limits of working hours. Partnerships with external funds and local community organisations could also be beneficial.

    And finally, community can provide another support mechanism. Peer networks, carers’ groups and targeted social spaces allow student carers, particularly international ones who may be far from family networks, to share coping strategies and practical tips. These groups also provide powerful evidence to inform policy change within universities: student testimony should feed directly into institutional planning, not sit in a file.

    The effort required

    None of the above requires revolutionary or even radical institutional reinvention – though it does demand time and allocation of resources. That said, I would contend that the efforts are worth it for a couple of reasons.

    The first is that supporting international student carers is simply a matter of fairness. Secondly, but of equal importance, universities that make study feasible for (international) student carers will stand a better chance of attracting and retaining talent that might otherwise never apply or withdraw.

    The absence of international student carers means a loss of enriching perspectives in the classroom – and conversely their presence entails a stronger evidence base from which to build inclusive practice.

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  • Podcast: Reform UK, local skills, students at work

    Podcast: Reform UK, local skills, students at work

    This week on the podcast we examine what the rise of Reform UK – and new insight into its prospective voters – might mean for universities, international education, and the wider public legitimacy of higher education.

    Plus we discuss Skills England’s new guidance on local skills improvement plans – and the move to place higher education, up to postgraduate level, at the heart of local skills ecosystems – and a new study of student working lives that reveals how paid employment alongside full-time study is reshaping participation, wellbeing, and outcomes.

    With Sam Roseveare, Director of Regional and National Policy at University of Warwick, Alex Favier, Director at Favier Ltd, Jen Summerton, Operations Director at Wonkhe and presented by Jim Dickinson, Associate Editor at Wonkhe.

    Labour takes steps to bring higher education and local skills closer together

    Long hours and poor working conditions hit students’ outcomes hard

    The surprising pragmatism of Reform UK voters towards international education

    Higher education’s civic role has never been more important to get right

    You can subscribe to the podcast on Apple Podcasts, YouTube Music, Spotify, Acast, Amazon Music, Deezer, RadioPublic, Podchaser, Castbox, Player FM, Stitcher, TuneIn, Luminary or via your favourite app with the RSS feed.

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  • The higher education “market” still doesn’t work

    The higher education “market” still doesn’t work

    When I was prepping up for Policy Radar in October, I gave some brief thought as to how students are positioned and imagined in the Post-16 Education and Skills White Paper.

    And if you’re not a fan of the student-as-consumer framing that has dominated policy for over a decade, I have bad news.

    “Good value for students” will be delivered through “quality” related conditional fee uplifts, and better information for course choice.

    Ministers promise to “improve the quality of information for individuals” so they can pick courses that lead to “positive outcomes” – classic consumer-style transparency, outcome signalling and value propositions.

    And UCAS is leaned on as the main choice architecture for applicants, promising work to improve the quality, prominence and timing of information that applicants see.

    I won’t repeat here why I don’t think that student-as-consumer is anything like as damaging as some do. It was the subject of the first thing I ever wrote for this site, and the arguments are well-rehearsed.

    What I am interested in here is the extent to which the protections that are supposed to exist for students as consumers are working. And to do that, I thought I’d take a little trip down memory lane.

    Consumers at the heart of the system

    Back in 2013, when reforms were being implemented in England to triple tuition fees to £9,000, there had been a very conscious effort in the White Paper that underpinned those changes to frame students as consumers.

    HEFCE was positioned as a “consumer champion for students” tasked with “promoting competition”, we learned that “putting financial power into the hands of learners makes student choice meaningful” and a partnership with Which? was to improve the presentation of course information to help students get “value for money”.

    The “forces of competition” were to replace the “burdens of bureaucracy” in driving up the quality”, the system was to be designed to be “more responsive to student choice” as a market demand signal, the National Student Survey was positioned as a tool for consumer comparison, and the liberation of number controls that had previously “limit[ed] student choice” was to enable students to “vote with their feet”.

    Students were at the heart of the system – as long as you imagined them as consumers.

    The Office for Fair Trading (OfS) wasn’t so sure. The Competition and Markets Authority’s predecessor body had been lobbied by NUS over terms in student contracts that allowed academic sanctions for non-academic debt – and once that was resolved, it took a wider look at the “market” (for undergraduate students in England) to see whether it was working.

    It was keen to assess whether the risks inherent in applying market mechanisms to public services – information asymmetries, lock-in effects, regulatory gaps, and race-to-the-bottom dynamics – were being adequately managed.

    So it launched a call for information, and just before it got dissolved into the CMA, published a report of its findings with recommendations both for the successor body and government.

    Now, given the white paper has done little to change the framing, the question for me when re-reading it was whether any of the problems it identified are still around, or worse.

    The inquiry was structured around four explicit questions – whether students were able to make well-informed choices that drive competition, whether students were treated fairly when they get to university, whether there was any evidence of anti-competitive behaviour between higher education institutions, and whether the regulatory environment was designed to protect students while facilitating entry, innovation, and managed exit by providers.

    On that third one, it found no evidence of anti-competitive behaviour, and in the White Paper, the CMA is now said to be working with the Department for Education (DfE) to clarify how collaboration between providers can happen within the existing legal framework. It’s the others I’ve looked at in detail below.

    Enabling students to make informed choices

    The OFT’s first investigation area was whether students could make the well-informed choices that the marketisation model relied upon.

    The theoretical benefits of competition – providers competing on quality, students voting with their feet, market forces driving standards – were only going to work if consumers could assess what they were buying. Given education is a “post-experience good” that can’t be judged until after consumption, this was always going to be the trickiest part of making a market work.

    As such, it identified information asymmetry as one of three meta-themes underlying market dysfunction. Students were making life-changing, debt-incurring decisions with incomplete, misleading, inaccessible or outdated information – potentially in breach of Consumer Protection from Unfair Trading Regulations and rendering the entire choice-and-competition model built on sand.

    On teaching quality indicators, students couldn’t find basic information about educational experience. Graham Gibbs’ research had identified key predictors – staff-to-student ratios, funding per student, who teaches, class sizes, contact hours – yet none were readily available. Someone reviewing physics courses couldn’t tell whether they’d get eleven or 25 hours weekly.

    By 2014, the National Student Survey (NSS) was prominent but only indirectly measured teaching quality. Without observable process variables, institutions faced weak incentives to invest in teaching and students couldn’t exert competitive pressure. For OfT, the choice mechanism was essentially decorative.

    On employment outcomes, career prospects were the major decision factor, yet DLHE tracked employment only six months post-graduation when many were in temporary roles. The 40-month longitudinal DLHE had sample sizes too small for course-level statistics – students couldn’t compare actual career trajectories. It was also worried about value-added – employment data didn’t control for intake characteristics. Universities taking privileged students looked advantageous regardless of what they actually contributed – for the OfT, that risked perverse incentives where institutions were rewarded for cream-skimming privileged students rather than adding educational value.

    It was also worried about prestige signals like entry requirements and research rankings crowding out quality signals. Presenting outcomes without contextualising intake breached a basic market principle – for the OFT, consumers should assess product quality independent of customer characteristics. And on hidden costs, an NUS survey had found 69 per cent of undergraduates incurred additional charges beyond tuition – equipment hire, studio fees, bench fees – many of which were unknown when applying, raising legal concerns and practical affordability questions.

    The OFT recommended that HEFCE’s ongoing information review address coverage gaps around the learning environment including contact hours, class sizes and teaching approaches; that HEFCE and the sector focus on improving quality and comparability of long-term employment and salary data; that employment data account for institutions taking students with different backgrounds and abilities, acknowledging significant methodological challenges around controlling for prior attainment, socioeconomic background and subject mix; and that material information about additional costs be disclosed to avoid misleading omissions.

    A decade later, things are much worse. DiscoverUni replaced Unistats but core Gibbs indicators remain absent. Contact hours became a political football – piloted as a TEF metric in 2017, abandoned as unworkable, then demanded by ministers in 2022 with sector resistance fearing “Mickey Mouse degrees” tabloid headlines. Staff ratios, class sizes and teaching qualifications still aren’t standardised. The TEF provides gold/silver/bronze ratings but doesn’t drill down to process variables or subject areas predicting actual experience.

    On employment outcomes, things are marginally better but inadequate. Graduate Outcomes tracks employment at 15 months rather than six, but there’s still no standardised long-term earnings trajectory data at course level. On value-added, the situation is virtually unchanged. OfS uses benchmarks in regulation but these aren’t prominently displayed for prospective students. IFS research periodically demonstrates dramatic differences between raw and adjusted outcomes, but this isn’t integrated into official student-facing information.

    The Russell Group benefits enormously from selecting privileged students whose career prospects would be strong regardless of institutional quality. Students can’t distinguish educational quality from privilege – arguably worse given increased marketing of graduate salary data without the context that would make it meaningful. And on hidden costs, the picture is mixed and hard to assess. There is no standardised disclosure format, no regulatory requirement for prominence at application, and a real mess over wider participation costs. The fundamental issue persists.

    Most importantly, well-informed choices pretty much rely on the idea that information is predictive – whether you’re talking about higher education’s experience outputs or its outcomes, what a student is told is supposed to signal what they’ll get. But rapid contraction of courses (and modules within courses), coupled with significant changes in the labour market, all mean that prediction is becoming increasingly futile. That’s a market that, on OfT terms, doesn’t work.

    The student experience at university

    Back in 2013, the OFT identified lock-in effects as the second of three meta-themes undermining the market model.

    Once enrolled, students were effectively trapped by high switching costs, weak credit transfer, financial complications and social costs. For the regulator, that fundamentally broke the competitive mechanism that the entire reform package relied upon. If students couldn’t credibly exit poor provision, institutions faced weak pressure to maintain quality after enrolment. The threat of exit – essential to making markets work – was largely hollow. That enabled institutions to change terms, raise fees and alter courses with relative impunity.

    It found only 1.9 per cent of students switched institutions nationally. While around 90 per cent of institutions awarded credits in theory, there was no guaranteed right to transfer them with assessment happening case by case. Information about credit transfer was technical and non-user friendly. Students faced multiple barriers including difficulty assessing credit equivalence, poor information, financial complications and high social costs of relocating. And students leaving mid-year had to wait until next academic year to access funding again, particularly trapping disadvantaged students in unsuitable courses.

    On fees and courses changing mid-stream, the OFT received reports of fees increasing mid-way through courses, particularly for international students – 58 per cent of institutions didn’t offer fixed tuition for international students on courses over one year. That contravened principles requiring students to know total costs upfront and potentially constituted aggressive commercial practices by exploiting students’ constrained positions.

    Course changes posed similar problems – locations changing, modules reduced, lectures moved to weekends, content changing, modules unavailable. Terms permitting key features to change without valid reason were potentially unfair.

    On misleading information, the OFT heard concerns about false or misleading information about graduate prospects, accreditation, qualification type, course content and facilities, breaching Consumer Protection from Unfair Trading Regulations. Institutions also failed to inform students of potential fee increases, course changes and mandatory additional charges – material omissions affecting informed decisions.

    On complaints and redress, while resolution times were improving from 20 per cent taking over a year in 2009 to 5 per cent, still 12 per cent took six-plus months. Students often graduated before complaints were resolved. A power imbalance between students and institutions required accessible, clear pathways – yet students reported difficulty finding complaint forms, fear of complaining and being put off by bureaucratic processes. Many were unaware of the OIA or how to access it. There was no public data on complaints handled internally by institutions, meaning systemic problems remained hidden and students couldn’t make informed choices between institutions.

    The OFT didn’t make formal recommendations on credit transfer, noting that difficulties arose partly from inevitable variations in how institutions structure degrees, but highlighted that institutions appeared to lack processes for assessing credit equivalence. It implied that fees and course terms needed greater transparency and stability, that misleading information must be eliminated, that academic sanctions should only apply to academic debt, that complaint processes needed to be faster and more accessible with transparency about complaint volumes, that OIA coverage should be comprehensive, and that the structural barriers to price competition needed addressing.

    A decade later, the picture is bleak. Credit transfer has worsened substantially – despite being crucial to the Lifelong Learning Entitlement, it remains one of those old chestnuts where the collective impulse is to explain why it cannot happen. Multiple government attempts have been unsuccessful, and recent OIA complaints show students still don’t realise until too late that transferring will significantly impact loan funding or bursaries.

    On fees and courses changing, the problem persists and legal standards have tightened considerably with both Ofcom and the CMA now viewing inflation-linked mid-contract price increases as causing consumer harm. The 2024 increase to £9,535 exposed widespread non-compliance with many institutions lacking legally sound terms.

    Unilateral course changes without proper consent remain endemic. The CMA secured undertakings from UEA in 2017, and recent OfS and Trading Standards interventions have identified unreasonably wide discretion in terms, and this summer when I looked, less than a third had deleted industrial action from force majeure clauses.

    On misleading information, the DMCC Act has tightened requirements but enforcement is patchy and two-tier with new providers facing enhanced scrutiny while registered providers don’t face the same requirements. Students still cannot bring direct legal claims for misleading omissions.

    On complaints, in 2021 the OIA closed 2,654 complaints but failed to meet its KPI of closing 75 per cent within six months, and the OIA’s influence seems to be waning – with providers implementing good practice recommendations on time dropping from 88 per cent in 2018 to just 60 per cent recently – significantly worse than 2014. Provider websites still include demotivating language about the OIA having no regulatory powers, and there’s still no public data on internal complaints.

    Almost every problem identified has persisted or worsened. Credit transfer remains a policy aspiration without practical implementation. Mid-course changes have intensified under financial pressure. Complaints resolution has deteriorated. Price competition remains absent. Students remain locked into courses with weak protections against opportunistic behaviour by institutions under financial strain.

    The regulatory environment

    The OFT identified regulatory-market misalignment as the third meta-theme. A framework designed for a government-funded sector was governing a student-funded market. As funding shifted, areas without direct public funding fell outside regulatory oversight, creating gaps in student protection and quality assurance. The regulatory architecture hadn’t caught up with the marketisation it was supposed to facilitate.

    It found a system that relied on ad hoc administrative arrangements on decades-old frameworks, lacking democratic legitimacy and a clear statutory basis. Multiple overlapping responsibilities created extreme complexity – the Regulatory Partnership Group produced an Operating Framework just to map arrangements.

    The OFT’s recommendations were implicit – comprehensive reform with primary legislation, simplified structures, reduced uncertainty, accommodation of innovation, competitive neutrality, independent quality assurance, clear exit regimes and quality safeguards.

    Later in the decade, HERA 2017 provided primary legislation establishing the Office for Students (OfS) with statutory frameworks, attempting to address the funding model misalignment. But complexity has arguably worsened dramatically – and beyond OfS, providers and their students are supposed to navigate DfE, UKVI, HESA, QAA, OIA, EHRC, employment law, charity law, Foreign Influence Registration, Prevent and more.

    Crucially, from a student perspective, enrolling is now riskier. Student Protection Plans exist but in sudden insolvency required funds are unlikely protected. OfS has limited teach-out quality monitoring. Plans are outdated and unrealistic – significantly worse than 2014. With financial pressures, there’s evidence of quality degradation – staff leaving, class sizes dwindling, any warm body delivering modules – yet OfS has no meaningful monitoring.

    Survival strategies involve cutting contact hours, study support, module choices and learning resources. Quality floor enforcement remains weak. OFT’s predicted race to the bottom may be materialising.

    What the OFT didn’t see coming

    The 2014 report identified market failures within domestic undergraduate provision but couldn’t anticipate how internationalisation would create entirely new categories of consumer harm. The report barely addressed international students – who by 2024 would represent over 30 per cent of the student body at many institutions.

    International student recruitment spawned multiple interlocking problems. International postgraduate taught students face hefty non-refundable deposits. When students discover agents pushed unsuitable courses or accommodation falls through they lose thousands, creating a regulatory dead-end where CMA refers complaints to OfS, OfS can’t update on progress and OIA says applicants aren’t yet students. UK universities pay agents 5-30 per cent of first-year tuition yet BUILA and UUKi guidelines advise against publishing commission fees. A BUILA survey found significant proportions of recruitment staff believe agents prioritise higher commission over best-fit programmes. A model where these “vulnerable consumers” are only around for a year and whose immigration status is managed by the university is not an ideal breeding ground for consumer confidence when something goes wrong.

    Fee transparency has also emerged as a distinct problem the OFT couldn’t anticipate. Universities’ fee increase policies fail to comply with DMCC drip pricing requirements, using vague language like “fees may rise with inflation” without specifying an index, amount or giving equal prominence. The DMCC Act Section 230 strengthens requirements around total cost presentation – yet widespread non-compliance exists with no enforcement.

    Time for a re-run

    David Behan’s 2024 review of OfS argued that regulating in the student interest required OfS to act as a consumer protection regulator, noting the unique characteristics of higher education as a market where students make one-off, life-changing choices that cannot easily be reversed.

    He recommended OfS be given new powers to address consumer protection issues systematically, including powers to investigate complaints, impose sanctions for unfair practices and require institutions to remedy harm.

    The Post-16 Education and Skills White Paper contains no sign of these powers. Instead, OfS has developed something called “treating students fairly” as part of its regulatory framework, which applies only to new providers joining the register, and exempts the 130-plus existing providers where the problems concentrate.

    The framework doesn’t address CAS allocation crises, agent commission opacity, accommodation affordability, the mess of participation costs information, mid-contract price increases, clauses that limit compensation for breach of contract to the total paid in fees, under and over-recruitment, restructures that render promises meaningless, a lack of awareness of rights over changes, weak regulation on disabled students’ access, protection that doesn’t work and regulator that hopes students have paid their fees by credit card. The issues the OfT identified in 2014 have not been resolved – they have intensified and multiplied alongside entirely new categories of harm that never appeared in the original review. And in any case, OfS only covers England.

    There are also so many issues I’ve not covered off in detail – not least the hinterland of ancillary markets that quietly shape the “purchase”. Accommodation tie-ins and exclusive nomination deals that funnel applicants into PBSA on university letterheads. Guarantor insurance and “admin fees by another name”. Pressure-selling tactics at Clearing. Drip pricing across compulsory materials, fieldwork and resits with no total cost of ownership up front.

    International applicants squeezed by CAS timing, opaque visa-refusal refunds and agent commission structures the sector still won’t publish. And in the franchising boom, students can’t tell who their legal counterparty is, Student Protection Plans don’t bite cleanly down the chain, and complaints ping-pong between delivery partner, validator and redress schemes.

    Then there’s invisible digital and welfare layers that a consumer lens keeps missing. VLE reliability and service levels that would trigger service credits in any other sector but here are just “IT issues”. Prospectuses that promise personalised disability or welfare support without disclosing capacity limits or waiting times. Placements and professional accreditation marketed as features, then quietly downgraded with “not guaranteed” microprint when markets tighten.

    And the quiet austerity of mid-course “variation” – fewer options, thinner contact, shorter opening hours, more asynchronous delivery – with no price adjustment, no consent and no meaningful exit. If this is a market, where are the market remedies?

    What’s needed ideally is a bespoke set of student rights that recognise the distinctive features of higher education as an experience – the information asymmetries, the post-experience good characteristics, the lock-in effects, the visa and immigration entanglements and the power imbalances between institutions and individuals.

    But if that’s not coming – and the White Paper suggests it isn’t – then the market architecture remains, and with it the need for functioning regulation.

    The CMA should do its job. It should re-run the 2014 review to assess how the market has evolved over the past decade, expand its coverage to include the issues that have emerged, and use the powers that the DMCC Act has given it. By its own definitions, the evidence of harm is overwhelming.

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  • What Happens When We Start Making the Work Visible – Teaching in Higher Ed

    What Happens When We Start Making the Work Visible – Teaching in Higher Ed

    This post is one of many, related to my participation in  Harold Jarche’s Personal Knowledge Mastery workshop.

    Jarche informs us that when we narrate our work, we don’t experience knowledge transfer, but what we do get is greater understanding. Our individual, self-directed learning is difficult to codify, he explains, and is more focused on relationships and expertise. When we narrate our work, focusing on decisions and processes, we make that work more visible to others. This means we can experiment and share knowledge, learning together in real time. The results of this thinking together results in enterprise curation, where we can more easily codify knowledge and experience the results of our earlier efforts.

    network era knowledge flow individual mastery informs knowledge management Personal knowledge mastery (PKM) requires tools and time to seek, sense, and share knowledge

    The value of social bookmarks are hard to see, at first. However, over time, especially when combined with the use of feed aggregators and readers, we eventually get to witness the power of PKM as a discipline. I’ve been using Raindrop.io bookmarks for years, now, and enjoy having shareable bookmarks (which I can surface, when a situation encourages that practice), yet most of my collections are private. One that is now public is my growing collection of AI articles, in both an RSS feed and just a browsable page.

    I do find myself cringing a bit as I save items there, knowing that I certainly don’t endorse each link I save and the topic of AI is so controversial and polarizing. I’ve got everything up there from the world as we know it is crumbling to its core to fun hacks to use AI to build you a rocket ship to the moon (or load your dishwasher) or some such thing.

    Jarche states that our emphasis when we narrate our work should be on making our thinking accessible, but to avoid disrupting people with what we choose to share. He writes:

    The key is to narrate your work so it is shareable, but to use discernment in sharing with others. Also, to be good at narrating your work, you have to practice.

    One practice Jarche mentions under his tips and links section is to keep a journal. While I’ve not been good at this practice since my teenage years long ago, I did find many of these 6 Ways Keeping a Journal Can Help Your Career compelling. In Episode 425 of Teaching in Higher Ed, I share Viji Sathy’s and Kelly Hogan’s suggestion to keep a “Starfish” folder. There are variations of the beloved story of the starfish, including this Tale of the Starfish page from the Starfish Foundation with a powerful video describing the power in making a difference for a single starfish, even if we can’t rescue them all.

    I have kept up with digital encouragement folders for years now, both on my email accounts, as well as in my file directories (across my personal and professional domains). While not a journal, exactly, these stories and words can bring me encouragement during difficult times.

    I’ve been paying for the Day One Journal App for years now, though entirely languish in my practice of journaling. I would switch over to Obsidian, which has the benefit of future proofing any notes I take using Obsidian, since they are just text files sitting wherever I want them to be (as in if the app went away, the text files are still there and readable).

    However, Day One brings together all the TV and movies that I’ve watched, all my social media posts and images, and all the videos I’ve favorited on YouTube. I use Sequel to track what I want to watch, which then optionally integrates with the free Trakt service, which allows for an IFTTT rule to add an entry to Day One each time I mark something as watched in Sequel. In case you’re wondering about how I accomplish this, I found these two automations on IFTTT and never had to change a thing.

    Perhaps someday I’ll go down a rabbit trail of trying to figure out a longer-term, non-subscription based model for collecting all those memories across all those different services and not locking myself into DayOne. For now, I’m enjoying revisiting this glimpse of these two upside down kind of people from 2017….

    Two kids stand on their heads, upside down in a cushioned swivel chair

    …and then having this song from Jack Johnson start playing on the soundtrack of my mind for what I’m sure will last at least a few hours.

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  • How Veterans Can Lead the Future of Work and Learning

    How Veterans Can Lead the Future of Work and Learning

    This Veterans Day, we’re reminded that honoring service means more than recognition; it’s a shared responsibility. Colleges and universities play a vital role in translating appreciation into action by working with community and employer partners to expand access, reduce barriers, and build clear, accelerated pathways for veterans to thrive before, during, and after their postsecondary education.

    Each year, about 200,000 service members transition out of active duty. They bring with them leadership, discipline, and adaptability, qualities employers consistently say they need most. For many veterans, the first stop is college, supported by the Post-9/11 GI Bill. But not all want, need, or can afford to wait for a four-year degree to launch their next chapter. The real question is: How do we ensure veterans don’t miss the job-ready pathways already reshaping the workforce?

    The challenge of underemployment and the demand for talent

    On the surface, veterans appear to be doing well; unemployment among former service members is approximately 3% in comparison to non-veterans at 3.9%. But the picture changes when we look deeper. Nearly one in three veterans is underemployed, working in roles that don’t fully use their skills or pay family-sustaining wages. The compressed 180-day transition window, during which service members must make rapid choices about careers, finances, and education, makes it harder to align strengths with opportunity. Veterans who do not find meaningful employment or education in that first year risk long-term financial instability and lower lifetime earnings.

    At the same time, labor market demand makes the case urgent. Employers in healthcare, cybersecurity, advanced manufacturing, logistics, and clean energy face acute shortages. More than a million cybersecurity roles are currently unfilled, and clean energy jobs grew nearly 4% last year. Veterans, who bring technical expertise, leadership, and adaptability, are uniquely positioned to step into these roles if their skills are translated and recognized in ways that match employer needs.

     

    A moment of opportunity

    Across the country, alternative career pathways are gaining momentum. Apprenticeships, certificates, industry certifications, and work-integrated learning programs are offering faster, lower-cost routes into well-paid jobs. National efforts to expand registered apprenticeships highlight just how far the U.S. has to go compared with peer nations. If even a fraction of community college students were connected to apprenticeships, hundreds of thousands of new slots could open roles where veterans’ discipline and readiness give them a natural advantage.

    At the same time, higher education is recalibrating. Undergraduate enrollment has dropped by more than a million students since 2019, while institutions are investing in short-term credentials and competency-based programs. Senior leaders are deeply concerned about the public perception of the value of college and their institutions’ long-term financial viability, with nearly eight in ten presidents citing public trust as a major issue. Those concerns are not abstract: by 2032, an estimated 18.4 million experienced workers with postsecondary education are expected to retire, creating urgent pressure to prepare the next generation. Veterans are well-positioned to help fill this gap if institutions translate military learning into both degrees and short-term credentials.

    If institutions recognize and apply military learning through credit for prior learning (CPL) and short-term credential pathways, they can accelerate veterans’ success while rebuilding confidence in the relevance of higher education itself. ACE supports this effort through Military Guide, which helps colleges translate military training into academic credit, and through expanding frameworks for CPL that ensure quality and equity in how experience counts. These tools make it possible for veterans to see their service recognized as learning and for institutions to meet learners where they are.

    A call to action

    This convergence of policy momentum, employer demand, and institutional innovation creates a rare window of opportunity. The traditional “college-for-all” approach is showing its limits, with more than half of four-year graduates underemployed a year after graduation. For veterans, the stakes are even higher. Transition is a once-in-a-lifetime moment to align skills, benefits, and pathways.

    Employers: Don’t overlook veteran talent. Create or expand apprenticeships and structured on-ramps that recognize military skills. Veterans bring discipline, adaptability, and leadership—traits every sector needs to stay competitive. They also carry official military transcripts that document their training and education, which can be mapped directly to specific skills and competencies. Military job titles and occupational codes however can be deceiving in the civilian market. Demystifying those roles and challenging stereotypes is essential to avoid overlooking highly qualified candidates. Leveraging veterans’ records and experiences can shorten onboarding, reduce training costs, and ensure they are matched to roles where they can thrive.

    Higher education: Build shorter, stackable programs that honor prior learning gained through military service and beyond. Military transcripts and experience can serve not only as transfer credit but also as tools for admissions decisions, prerequisite fulfillment, and course waivers, accelerating time to completion. Just as important, institutions should recognize that many veterans are looking to pivot into entirely new career fields. By meeting veterans where they are, higher education can both close critical skills gaps and strengthen enrollment while rebuilding public trust.

    Credential providers: Ensure certifications are accessible, affordable, and aligned with industry demand. You are uniquely positioned to bridge the federal government, corporate America, learners, and higher education institutions, making pathways clearer and faster for veterans. In your validation processes, include recognition of military and prior learning so veterans can more easily demonstrate their competencies and translate service-earned experience into credentials with immediate labor market value.

    Turning appreciation into action

    Veterans bring unmatched skills, experience, and determination, but they shouldn’t have to navigate their next chapter alone. Employers, higher education, and credential providers each have a role to play in creating faster, more transparent, and career-aligned pathways that turn potential into progress.

    Higher education has always been central to the American narrative, a source of opportunity, innovation, and community strength. Its next chapter depends on unlocking the full potential of every learner, especially those who have proudly served. When institutions, employers, and credential organizations work in concert, we transform gratitude into real pathways.

    For example, Dixon Center for Military and Veterans Services has long championed a “united in purpose” approach, offering technical assistance, resource-sharing, and leadership to amplify veteran-serving efforts across all sectors. Their work underscores the importance of collective responsibility: honoring service not just with words, but with system-wide action. As one example, the center led an effort to formulate and administer the Trucking Business Academy, which mustered colleges, industry leaders, and other nonprofits to chart a comprehensive curriculum for truck drivers to successfully build their own businesses.

    This Veterans Day, honoring military service means building pathways forward. By opening clearer, faster, and more trusted routes to learning and work and by aligning across sectors, we can ensure veterans don’t just find jobs. They lead the way in shaping the future of education, workforce development, and national resilience.


    If you have any questions or comments about this blog post, please contact us.

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  • We’re testing preschoolers for giftedness. Experts say that doesn’t work

    We’re testing preschoolers for giftedness. Experts say that doesn’t work

    by Sarah Carr, The Hechinger Report
    October 31, 2025

    When I was a kindergartner in the 1980s, the “gifted” programming for my class could be found inside of a chest. 

    I don’t know what toys and learning materials lived there, since I wasn’t one of the handful of presumably more academically advanced kiddos that my kindergarten teacher invited to open the chest. My distinct impression at the time was that my teacher didn’t think I was worthy of the enrichment because I frequently spilled my chocolate milk at lunch and I had also once forgotten to hang a sheet of paper on the class easel — instead painting an elaborate and detailed picture on the stand itself. The withering look on my teacher’s face after seeing the easel assured me that, gifted, I was not.

    The memory, and the enduring mystery of that chest, resurfaced recently when New York City mayoral front-runner Zohran Mamdani announced that if elected on Nov. 4, he would support ending kindergarten entry to the city’s public school gifted program. While many pundits and parents debated the political fallout of the proposal — the city’s segregated gifted program has for decades been credited with keeping many white and wealthier families in the public school system — I wondered what exactly it means to be a gifted kindergartner. In New York City, the determination is made several months before kindergarten starts, but how good is a screening mechanism for 4-year-olds at predicting academic prowess years down the road? 

    New York is not unique for opting to send kids as young as preschool down an accelerated path, no repeat display of giftedness required. It’s common practice at many private schools to try to measure young children’s academic abilities for admissions purposes. Other communities, including Houston and Miami, start gifted or accelerated programs in public schools as early as kindergarten, according to the National Center for Research on Gifted Education. When I reported on schools in New Orleans 15 years ago, they even had a few gifted prekindergarten programs at highly sought after public schools, which enrolled 4-year-olds whose seemingly stunning intellectual abilities were determined at age 3. It’s more common, however, for gifted programs in the public schools to start between grades 2 and 4, according to the center’s surveys.

    There is an assumption embedded in the persistence of gifted programs for the littles that it’s possible to assess a child’s potential, sometimes before they even start school. New York City has followed a long and winding road in its search for the best way to do this. And after more than five decades, the city’s experience offers a case study in how elusive — and, at times, distracting — that quest remains. 

    Three main strategies are used to assign young children to gifted programs, according to the center. The most common path is cognitive testing, which attempts to rate a child’s intelligence in relation to their peer group. Then there is achievement testing, which is supposed to measure how much and how fast a child is learning in school. And the third strategy is teacher evaluations. Some districts use the three measures in combination with each other.

    For nearly four decades, New York prioritized the first strategy, deploying an ever-evolving array of cognitive and IQ tests on its would-be gifted 4-year-olds — tests that families often signed up for in search of competitive advantage as much as anything else.

    Several years ago, a Brooklyn parent named Christine checked out an open house for a citywide gifted elementary school, knowing her child was likely just shy of the test score needed to get in. (Christine did not want her last name used to protect her daughter’s privacy.) 

    The school required her to show paperwork at the door confirming that her daughter had a relatively high score; and when Christine flashed the proof, the PTA member at the door congratulated her. That and the lack of diversity gave the school an exclusive vibe, Christine recalled. 

    “The resources were incredible,” she said. “The library was huge, there was a room full of blocks. It definitely made me envious, because I knew she was not getting in.” Yet years later, she feels “icky” about even visiting.

    Eishika Ahmed’s parents had opportunities of all kinds in mind when they had her tested for gifted kindergarten nearly two decades ago. Ahmed, now 23, remembers an administrator in a small white room with fluorescent lights asking her which boat in a series of cartoonish pictures was “wide.” The then 4-year-old had no idea. 

    “She didn’t look very pleased with my answer,” Ahmed recalled. She did not get into the kindergarten program.

    Related: Young children have unique needs and providing the right care can be a challenge. Our free early childhood education newsletter tracks the issues. 

    Equity and reliability have been long-running concerns for districts relying on cognitive tests.

    In New York, public school parents in some districts were once able to pay private psychologists to evaluate their children — a permissiveness that led to “a series of alleged abuses,” wrote Norm Fruchter, a now-deceased activist, educator and school board leader in a 2019 article called “The Spoils of Whiteness: New York City’s Gifted and Talented Programs.”

    In New Orleans, there was a similar disparity between the private and public testing of 3-year-olds when I lived and reported on schools there. Families could sit on a waitlist, sometimes for months, to take their children through the free process at the district central office. In 2008, the year I wrote about the issue, only five of the 153 3-year-olds tested by the district met the gifted benchmark. But families could also pay a few hundred dollars and go to a private tester who, over the same time period, identified at least 64 children as gifted. “I don’t know if everybody is paying,” one parent told me at the time, “but it defeats the purpose of a public school if you have to pay $300 to get them in.”

    Even after New York City districts outlawed private testers, concerns persisted about parents paying for pricey and extensive test prep to teach them common words and concepts featured on the tests. Moreover, some researchers have worried about racial and cultural bias in cognitive tests more generally. Critics, Fruchter wrote, had long considered them at least partly to assess knowledge of the “reigning cultural milieu in which test-makers and applicants alike were immersed.”

    Across the country, these concerns have led some schools and districts, including New York City, to shift to “nonverbal tests,” which try to assess innate capacity more than experience and exposure. 

    But those tests haven’t made cognitive testing more equitable, said Betsy McCoach, a professor of psychometrics and quantitative psychology at Fordham University and co-principal investigator at the National Center for Research on Gifted Education.

    “There is no way to take prior experience out of a test,” she said. “I wish we could.” Children who’ve had more exposure to tests, problem-solving and patterns are still going to have an advantage on a nonverbal test, McCoach added. 

    And no test can overcome the fact that for very young children, scores can change significantly from year to year, or even week to week. In 2024, researchers analyzed more than 200 studies on the stability of cognitive abilities at different ages. They found that for 4-year-olds, cognitive test scores are not very predictive of long-term scores — or even, necessarily, short-term ones. 

    There’s not enough stability “to say that if we assess someone at age 4, 5, 6 or 7 that a child would or wouldn’t be well-served by being in a gifted program” for multiple years, said Moritz Breit, the lead author of the study and a post-doctoral researcher in the psychology department at the University of Trier in Germany.

    Scores don’t start to become very consistent until later in elementary school, with stability peaking in late adolescence.

    But for 4-year-olds? “Stability is too low for high-stakes decisions,” he said.

    Eishika Ahmed is just one example of how early testing may not predict future achievement. Even though she did not enroll in the kindergarten gifted program, by third grade she was selected for an accelerated program at her school called “top class.”

    Years later, still struck by the inequity of the whole process, she wrote a 2023 essay for the think tank The Century Foundation about it. “The elementary school a child attends shouldn’t have such significant influence over the trajectory of their entire life,” she wrote. “But for students in New York City public schools, there is a real pipeline effect that extends from kindergarten to college. Students who do not enter the pipeline by attending G&T programs at an early age might not have the opportunity to try again.”

    Partly because of the concerns about cognitive tests, New York City dropped intelligence testing entirely in 2021 and shifted to declaring kindergartners gifted based on prekindergarten teacher recommendations. A recent article in Chalkbeat noted that after ending the testing for the youngest, diversity in the kindergarten gifted program increased: In 2023-24, 30 percent of the children were Black and Latino, compared to just 12 percent in 2020, Chalkbeat reported. Teachers in the programs also describe enrolling a broader range of students, including more neurodivergent ones. 

    The big problem, according to several experts, is that when hundreds of individual prekindergarten teachers evaluate 4-year-olds for giftedness, any consistency in defining it can get lost, even if the teachers are guided on what to look for. 

    “The word is drained of meaning because teachers are not thinking about the same thing,” said Sam Meisels, the founding executive director of the Buffett Early Childhood Institute at the University of Nebraska.

    Breit said that research has found that teacher evaluations and grades for young children are less stable and predictive than the (already unstable) cognitive testing. 

    “People are very bad at looking at another person and inferring a lot about what’s going on under the hood,” he said. “When you say, ‘Cognitive abilities are not stable, let’s switch to something else,’ the problem is that there is nothing else to switch to when the goal is stability. Young children are changing a lot.”

    Related: PROOF POINTS: How do you find a gifted child? 

    No one denies that access to gifted programming has been transformative for countless children. McCoach, the Fordham professor, points out that there should be something more challenging for the children who arrive at kindergarten already reading and doing arithmetic, who can be bored moving at the regular pace.

    In an ideal world, experts say, there would be universal screening for giftedness (which some districts, but not New York, have embraced), using multiple measures in a thoughtful way, and there would be frequent entry — and exit — points for the programs. In the early elementary years, that would look less like separate gifted programming and a lot more like meeting every kid where they are. 

    “The question shouldn’t really be: Are you the ‘Big G’?” said McCoach. “That sounds so permanent and stable. The question should be: Who are the kids who need something more than what we are providing in the curriculum?”

    But in the real world, individualized instruction has frequently proved elusive with underresourced schools, large class sizes and teachers who are tasked with catching up the students who are furthest behind. That persistent struggle has provided advocates of gifted education in the early elementary years with what’s perhaps their most powerful argument in sustaining such programs — but it reminds me of that old adage about treating the symptom rather than the disease. 

    At some point a year or two after kindergarten, I did get the chance to be among the chosen when I was selected for a pull-out program known as BEEP. I have no recollection of how we were picked, how often we met or what we did, apart from a performance the BEEP kids held of St. George and the Dragon. I played St. George and I remember uttering one line, declaring my intent to fight the dragon or die. I also remember vividly how much being in BEEP boosted my confidence in my potential — probably its greatest gift.

    Forty years later, the research is clear that every kid deserves the chance — and not just one — to slay a dragon. “You want to give every child the best opportunity to learn as possible,” said Meisels. But when it comes to separate gifted programming for select early elementary school students, “Is there something out there that says their selection is valid? We don’t have that.” 

    “It seems,” he added, “to be a case of people just fooling themselves with the language.” 

    Contact contributing writer Sarah Carr at [email protected]. 

    This story about gifted education was produced by The Hechinger Report, a nonprofit, independent news organization focused on inequality and innovation in education. Sign up for the Hechinger newsletter.

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  • Purpose, strategy, and operations in that order – how to make a federation work

    Purpose, strategy, and operations in that order – how to make a federation work

    I’ve been doing some work with the University of London on the past, present, and future of university federations.

    I’ve looked at well over 60 kinds of different kinds of university partnerships, alliances, and coalitions, and the idea of a university federation avoids an easy definition. Crudely, it is a group of universities working together to achieve a shared goal but lots of kinds of partnerships would fall in and out of that definition. The University of London is the obvious example – it has seventeen independent members and it defines its mission as expanding access to higher education. Globally, the vast majority of other kinds of federated models do not work like this.

    Whose federation is it anyway?

    The University of Oxford describes its 36 colleges as operating within a “federal system” which are “independent and self-governing.” It seems odd to suggest a federation within an institution can exist (albeit the legal forms here complicate things) but federations are about the distribution of resources as much as regulatory structures.

    On this basis the University of the Arts London would also qualify as a kind of federation. The colleges maintain their own identity with their own expertise and reputation. Their work is framed about the idea of six colleges with one university. Similarly, the University of California has a single legal identity but with nine campuses. They are one institution with a single leadership but diverse enough to operate across different geographies, programmes, and sub-identities.

    There is perhaps then a difference between working in a federal way and being federated. This definition would encompass coalitions of universities working toward a single goal with some shared resources like The N8 research partnership. It would also include the University of the Arctic which is an almost entirely federal institution where its direction, governance, and activities, are directed by the shared agreement of its members.

    Scales

    Governance forms and organisational function are often but not always linked. The University of London’s membership has a formal governance responsibility to direct its activity while the University of London maintains its own strong central purpose and activities.  The University of the Highlands and Islands (UHI) is potentially both more centralised and devolved than the University of London. Its degree awarding powers are centrally held by the university but delivery of programmes, in both FE and HE occurs over 70 learning centres. Additionally, the Post-16 Education (Scotland) Act 2013 identifies UHI as a regional strategic body with responsibilities for planning, delivery, monitoring, and efficiency savings in further education across its operating area.

    At the slightly less federated end there is somewhere like the University Arts Singapore (UAS) which emerged as an alliance between LASALLE College of the Arts (LASALLE) and Nanyang Academy of Fine Arts (NAFA). UAS has a vice chancellor, each member has its own president (who are the deputy vice chancellors of UAS), and they lean into both their shared capacity and individual identity. As they state:

    As an alliance, UAS has the unique advantage of leveraging the strengths of both our founding members, LASALLE and NAFA, while allowing each to remain distinct colleges. UAS will work in close collaboration with the two arts institutions to lead and provide strategic direction, and will validate, confer and award UAS degrees offered by both arts institutions.

    There are lots of other examples including Paris Sciences et Lettres University which is a single institution with eleven constituent schools (some of which are several hundred years old.) To the Canadian model where the likes of the University of Toronto hold three religious independent institutions within their group where they share resources and maintain their own identities.

    Models

    The strictest definition of federation involves a legal form – but there is much in-between. A federation may be a shared brand, an informal network, a federated project with individual or shared ownership, a national or regional mission with shared funds, shared infrastructure with formal governance relationships, a group of universities with a single degree awarder, a coalition of providers with a shared and funded purpose, or an entirely devolved body that only exists through dint of the activities of its members.

    If a federation has lots of different forms it by extension has a lot of different purposes. Ideally, the form of the federation should follow the agreed purpose if it is to be successful. The strategic vision has to be big enough to make the difficult compromises that come with working together make sense. Cost-saving is unlikely to be big enough to motivate all the pieces within a federated ecosystem but improving international standing, delivering better teaching, and funding research more effectively, supported by the efficient allocation of resources, might be.

    Across federations there is often legislation and regulation that enables the constituent organisations to work together. This was the case with UAS, UHI has a long history of partnerships, funding, and regulation, while there is underpinning legislation in France to encourage the geographic coordination of research assets. It is noticeable that while the OfS has welcomed the idea of closing working together by institutions there isn’t actually a legislative or regulatory underpinning to make that easier.

    Success

    If a federation has a clear purpose and an accommodating regulatory environment it may have a reasonable chance of success. This still isn’t enough to wish one into being because of the operational complexity that can underpin such arrangements. Strategically, this includes whether it is more efficient, effective, or clear, to have a single governance, quality, and approval regime, whether resources are best shared or kept local, and whether staff should be separate or together. Again, much of this depends on federal form but sharing infrastructure between institutions even within federations is not that common. The sharing of resources should be the second order concern after the purpose of doing so but the practicalities can be complex, expensive, and absorb much organisational attention.

    It is therefore difficult to define success but it is possible to improve the chances of federations being successful. Federations should begin with a clear purpose, then look at how the strategic sharing of assets can achieve that purpose, and then work to the practicalities of sharing those assets. A federation is about purpose, governance, finance, and brand, but it is also about creating an ecosystem where partners believe the shared negotiation of purpose, strategy, and execution, is more powerful than a single organisation doing this alone. A federation is about giving something up, whether that is some identities or some resources, in the shared belief the collective gain will outweigh any individual loss.

    If federations are to become more of a feature of the higher education landscape the largest challenges may not be structural but cultural. Recent reforms of higher education in England were largely about greater competition between providers. A federation is to acknowledge that agglomeration benefits may be achieved through cooperation, consolidation, and the strategic deprioritisation of some work where others may have greater expertise.

    The central plank of the government’s recent white paper is that the homogeneity of the sector is an impediment to the efficient allocation of resources. If it is serious about specialisation, particularly within specific geographies, it should open up more routes to federal structures and the strategic benefits they may bring.

    James Coe is chairing a panel on federations at The Festival of Higher Education with the University of London. Tickets can be purchased here.

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  • Preparing students for the world of work means embracing an AI-positive culture

    Preparing students for the world of work means embracing an AI-positive culture

    When ChatGPT was released in November 2022, it sent shockwaves through higher education.

    In response, universities moved at pace during the first half of 2023 to develop policy and good practice guidance for staff and students on appropriate use of GenAI for education purposes; the Russell Group’s Principles on the use of generative AI tools in education are particularly noteworthy. Developments since, however, have been fairly sluggish by comparison.

    The sector is still very much at an exploratory phase of development: funding pilots, individual staff using AI tools for formative learning and assessment, baseline studies of practice, student and staff support, understanding of tools’ functionality and utilisation etc. The result is a patchwork of practice not coherent strategy.

    Yet AI literacy is one of the fastest growing skills demanded by industry leaders. In a survey of 500 business leaders from organisations in the US and UK, over two-thirds respondents considered it essential for day-to-day work. Within AI literacy, demand for foundation skills such as understanding AI-related concepts, being able to prompt outputs and identify use cases surpassed demand for advanced skills such as developing AI systems.

    Students understand this too. In HEPI’s Student generative AI survey 2025 67 per cent of student respondents felt that it was essential to understand and use AI to be successful in the workplace whereas only 36 per cent felt they had received AI skill-specific support from their institution.

    There is a resulting gap between universities’ current support provision and the needs of industry/ business which presents a significant risk.

    Co-creation for AI literacy

    AI literacy for students includes defining AI literacy, designing courses aligned with identified learning outcomes, and assessment of those outcomes.

    The higher education sector has a good understanding of AI literacy at a cross disciplinary level articulated through several AI literacy frameworks. For example, UNESCO’s AI Competency Framework for Students or the Open University in the UK’s own framework. However, most universities have yet to articulate nuanced discipline-specific definitions of AI literacy beyond specialist AI-related subjects.

    Assessment and AI continues to be a critical challenge. Introducing AI tools in the classroom to enhance student learning and formatively assess students is fairly commonplace, however, summative assessment of students’ effective use of AI is much less so. Such “authentic assessments” are essential if we are serious about adequately preparing our students for the future world of work. Much of the negative discourse around AI in pedagogy has been around academic integrity and concerns that students’ critical thinking is being stifled. But there is a different way to think about generative AI.

    Co-creation between staff and students is a well-established principle for modern higher education pedagogy; there are benefits for both students and educators such as deeper engagement, shared sense of ownership and enhanced learning outcomes. Co-creation in the age of AI now involves three co-creators: students, educators and AI.

    Effective adoption and implementation of AI offers a range of benefits specific to students, specific to educators and a range of mutual benefits. For example, AI in conjunction with educators, offers the potential for significantly enhancing the personalisation of students’ experience on an on-demand basis regardless of the time of day. AI can also greatly assist with assessment processes such as marking turnaround times and enhanced consistency of feedback to students. AI also allows staff greater data-driven insights for example into students at risk of non-progression, areas where students performed well or struggled in assessments allowing targeted follow up support.

    There is a wealth of opportunity for innovation and scholarship as the potential of co-creation and quality enhancement involving staff, students and AI is in its infancy and technology continues to evolve at pace.

    Nurturing an AI-positive culture

    At Queen Mary University of London, we are funding various AI in education pilots, offering staff development programmes, student-led activities and through our new Centre for Excellence in AI Education, we are embedding AI meaningfully across disciplines. Successfully embedding AI within university policy and practice across the breadth of operations of the institution (education, research and professional practice), requires an AI-positive culture.

    Adoption of AI that aligns with the University’s values and strategy is key. It should be an enabler rather than some kind of add-on. Visible executive leadership for AI is critical, supported by effective use of existing champions within schools and faculties, professional services and the student body to harness expertise, provide support and build capacity. In some disciplines, our students may even be our leading institutional AI experts.

    Successful engagement and partnership working with industry, business and alumni is key to ensure our graduates continue to have the necessary skills, knowledge and AI literacy to achieve success in the developing workplace.

    There is no escaping the fact that embedding AI within all aspects of a university’s operations requires significant investment in terms of technology but also its people. In our experience, providing practical support through CPD, case studies, multimedia storytelling etc whilst ensuring space for debate are essential for a vibrant, evolving community of practice.

    A key challenge is trying to maintain oversight and co-ordinate activities in large complex institutions in a field that is evolving rapidly. Providing the necessary scaffolding in terms of strategy and policy, regulatory compliance and appropriate infrastructure whilst ensuring there is sufficient flexibility to allow agility and encourage innovation is another key factor for an AI-positive culture to thrive.

    AI is reshaping society and building an AI-positive culture is central to the future of higher education. Through strategic clarity and cultural readiness, universities need to effectively harness AI to enhance student learning, support staff, improve productivity and prepare students for a changing world.

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