The workforce ecosystem is transitioning to a skills-based economy, which naturally requires new approaches and technologies to adapt to this change. This “Merit Minutes” series aims to explore this new era by interviewing industry experts to gain insights on how we can leverage new technologies to empower workforce players, job seekers, and learners alike in the quest for meaningful employment.
Recently, we interviewed Trevor Lane, Associate Professor and State Specialist at Washington State University. Trevor has extensive experience in P-20 education and a proven track record of collaborating with industry and communities to address complex challenges, particularly in tribal and rural areas. He shared his insights on various workforce topics, including educational pathways, Learning and Employment Records (LERs), skill credentialing, interoperability, and more. Read on to hear his perspective.
Q1: The term “interoperability” is often used in the workforce. As we transition to a skill-based economy and more individuals receive skill credentials, how can we promote the accessibility of these credentials so job seekers can effectively use them to secure employment?
Trevor: "The easy answer is taking that noncredit piece—badging and credentialing—and integrating it into a Learning and Employment Record (LERs). That’s the first critical step to interoperability. We face significant challenges without a secure digital format where users control their credentials and where they go.
Then, another set of conversations becomes about data security and privacy; we have to vet that all over again, ensuring the next layer of connectivity. As we look at the entire ecosystem, noncredit and credit pathways are quickly blurred. And as we look at life as learning and learning as life under the lens of John Dewey, how do we get somebody into a greenhouse working sooner rather than later? How do we take these digital nomads, let them earn and learn sooner rather than later, and track that, reconcile it, evaluate it, and give it meaning? So that someday they can go from being a greenhouse manager to a doctor in integrated plant science.
Those pathways truly depend on systems talking and ensuring those systems are mapped and secure."
Q2: People often think of Learning and Employment Records (LERs) as similar to LinkedIn. Can you explain the critical difference between LERs and LinkedIn regarding what they bring to the workforce?
Trevor: "I always get asked about Learning Employment Records (LERs), and I came up with the perfect analogy at the New Orleans Jobs for the Future (JFF) convention. LERs are like a vetted version of LinkedIn. Unlike LinkedIn, where anyone can claim to be a rocket scientist or a doctor without verification, LERs are verified and validated. You know you're connecting with someone with the skills and credentials they claim. Imagine layering that with platforms like Indeed or Monster for job opportunities and even adding matchmaking capabilities like Match.com to help people connect in the earning, learning, and employment space. That’s what LERs aim to achieve—meaningful, verified connections."
Q3: Learning and Employment Records (LERs) terminology is evolving. How do you see this affecting the conversation about skills recognition?
Trevor: “Recently, I came across a new term—Universal Learning Record (ULR).” The term essentially means capturing a student's past achievements and future potential in college. He notes that clarity in definitions will be crucial as discussions and terminologies progress. "Learning and Employment Records for the win, though.”
Q4: You’ve been involved in projects like the greenhouse initiative, which help participants develop skills that go beyond specific training and can be applied across various roles and industries. Can you explain how durable skills can empower job seekers and learners in different pathways?
Trevor: “Durable skills equal transferable skills.” He illustrated this with an analogy, “If you can work in a greenhouse and shovel dirt, you should be able to work in public works, digging ditches.” He further explains, “If someone can drive a tank, why can't they drive a deuce and a half dump truck for a construction crew?” Trevor emphasizes that many military veterans possess valuable, durable skills that can transfer across multiple job opportunities, highlighting the importance of recognizing and utilizing these capabilities.
Our conversation with Trevor Lane illuminated vital insights, including the importance of interoperable technologies to support digital credentialing, durable and transferable skills that can lead to career success, and tools like Learning and Employment Records to create more inclusive pathways. These tools can help job seekers, learners, and military veterans connect with meaningful employment. Trevor summed it perfectly: “It’s about understanding the matrix of skills and experiences and leveraging technology to bridge the gaps for a brighter future.”