Expanded Employment and Work-Based Learning Representation in CLR

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Brief Description

An extension of the Comprehensive Learner Record (CLR) to better represent work-based learning experiences such as internships, apprenticeships, co-ops, clinical placements, and other employment-related learning activities while maintaining the core CLR structure. Consider if there is also an opportunity to focus on employment credentials within a CLR, aside from or in addition to work-based learning.

Use Case Actors

• Educational institutions (issuer)
• Employers or workplace supervisors (validators)
• Learners (credential holders)
• Credential wallets or learner record systems
• Employers, recruiters, and workforce systems (verifiers)
• Student Information Systems (SIS)
• Human Resource Information Systems (HRIS)

Pre-conditions

• A learner participates in a work-based learning experience connected to an educational program.
• Institutional or employer systems are able to record structured work-based learning data.
• The CLR framework is implemented within institutional systems.

Basic Flow

1. A learner participates in a work-based learning experience such as an internship or apprenticeship.
2. Institutional systems record structured details of the experience, including employer information, dates, competencies, and evaluations.
3. Supervisors or program administrators validate workplace performance and competencies.
4. The institution generates an updated CLR that includes the work-based learning experience.
5. The learner receives the CLR and may share it with employers or workforce systems.
6. Verifiers review the CLR to understand the learner’s workplace experiences and competencies.

Post-conditions

• The CLR includes structured work-based learning data alongside academic achievements.
• Employers and workforce systems can verify and interpret workplace experience within the CLR.
• Work-based experiences become portable and verifiable components of the learner record.

Additional considerations

• Data model enhancements may include structured employer metadata (e.g., employer identifiers, industry codes).
• Support may be needed for competency evaluation, supervisor attestations, and performance reviews.
• The model should support partial completions and evolving employment status.
• Alignment with the Trusted Credential Platform (TCP) should be considered to avoid duplicating functionality.
• Lifecycle management should address updates such as promotions, role changes, or completion status.
• Learner consent and selective disclosure capabilities must be maintained.

Requested by

PSC