 Hello everybody. I think it was a very good introduction what Marina had been done because my presentation would be about how it works functionally. Oh, sorry. No, I was saying that we are very excited about the release of Moodle Workplace 4 and also that the introduction of Marina explaining what dynamic rules are and the possibilities of the structure in Moodle Workplace will help you to understand my presentation. That is a functional configuration into a context of competencies and Moodle Workplace. So as he presented, my name is Medici Reves and I work as a project manager in Tresipun. You probably know us and we have a stand there and we are our premium Moodle partners and well I wanted to explain you a little bit about us but if you want to know more you can just come to us and any of our team will be happy to explain our story and what we do and when we started. And also we have this open-source philosophy and a lot of companies that already work with us and we were able to make reality their projects and thanks to Moodle Workplace we were also able to give to our customers the possibility to train their employees in a very flexible manner. So the objective of this presentation would be to show a case study of how to use competencies in Moodle Workplace platform. So competencies and will be the Moodle Workplace features to enhance or to potentialize the different actions and to arrive to the final user. So it will be a path from competencies out evaluation to the assignment of personalized learning plans page of profile. I will structure in these parts my presentation and I will try to be a bit brief because I know we don't have much time but I will explain the scenario, how we design the solution, the competencies assessment, competencies frameworks, learning plan, certificates and how Moodle workplace was able to gather all these his functionalities together with the Moodle competence. And what this is a project that it started few months ago it's a life for three months now so we are improving and trying to find a way to make it much better for the final user. So the scenario, the project that started from a client's need. We had a client and we implemented Moodle workplace with all the functionalities and of the different tenants and all the possibilities of the repos, the organization structure and then the client was very happy and said let's take a step farther. This client, it's a client that delivers training to companies, administrations and professionals in the water sector. It offers internal and external training to users also some MOOC courses. And the profile of the participants include professionals from operational fields also administrative staff and professionals with technical profile and Moodle management. So it's a very specific area. And what the client need, what the client need or wanted was to personalize the learning plans for the students according to their job positions and to their previous training experience and they wanted to promote employee self-learning and enhancing their productivity. And they wanted to do it by reducing the management time, the administrator time, so make it in the most automatic possible way. So and what was our advantage, how we do it. We implemented in Moodle workplace so it was the platform that they started to know and what we use it was a competency framework provided by the client and the competency model that included in Moodle workplace and it's the same that we have in Moodle. So I will briefly explain the user journey to know the solution. So the first thing that we need to do is to allocate the user into a job position so you know by now you know the job positions so we need to add a user to set in a position into a department. Automatically because we have added the user into this structure the user will be able to access to an assessment of competencies. Upon the completion of the assessment of competencies the user will be enrolled into programs which is a set of courses as you have seen in the previous presentation and also into courses. So these courses will be the courses that are the ones that he didn't pass or they were not evaluated positively in the assessment. Then the student is ready to do the courses so he will go to the dashboard of Moodle workplace and will have programs and also mandatory courses. When the users when the user finish courses or when the user finish competencies because both things they will be related they will be awarded with badges but also we give you an extra opportunity to have all the full pad courses with the platform with the courses that the client provides so if the users they finalize all the courses not only the ones that they said they are mandatory that the ones that he doesn't have the competence so if he wants to refresh the knowledge he will have also a certificate and the certificate will be an award saying yes you have courses you have done all the path with the company. So this it looks very simple it's not anything new but we need a lot of magic admin magic so a lot of configuration behind. I won't go into detail but for example if we focus in the step two for the user to be enrolled into an assessment of competencies before we need to have competencies framework learning plans and course and users assigned to these learning plans so we need to have all the structure created. Let's now move into the competency assessment. The competency assessment we had an advantage that the user already was evaluating the users had an evaluation of competencies. These competencies are from the Spanish government it's a model from the Spanish government in the sanitary industry that the client adapted so what we have done it's well sorry jump I will explain you later how we have done it but first I think it's important to know what is understanding the competency so sometimes it's difficult to know what the competencies what the skill is and what is the most difficult thing for a company is to have this framework of competencies well said so what is a competency a competency is what a user needs to do efficiently a job their daily tasks right so we have here some more definitions but what is important it's that a competency can be divided into measurable knowledge the skills and abilities so in this context you will see that from no one we call sub competencies in the project so will be this name competencies sub competencies and obviously these sub competencies for us will be measurable skills something that we can learn to have some competencies and be and do efficiently our job so let's start with the model what you see here will be some screenshots in Spanish I use the administrative competencies instead of the one related to the more technical operation users because this company works with the water sector so it's very technical and this probably it's easy to understand so the user will be enrolling to this course and into this course will have a set of different sections in each section will have some quizzes and these quizzes they will evaluate the sub competence right so it will be divided a competency in sub competencies and to have a sub competency achieved I will need to be answering positively to the different questions so a questioners in model these questions they are out evaluation questions so what the user will need to answer is if it's capable to do the task if it's capable to do the task and help others if it's capable if it's not capable to do the task or if he might do it but needs help so he will be competent when he says that it's capable to do the task or it's capable and do it with and help others so as you know in in moodle we have two ways to attach competencies we can attach or we can have a competency when we finish positively an activity and also when we finish a course so in this assessment when the user was finishing or answering positively the questioner will be will be achieved with the specific sub competence everything is a bit confusing and obviously for the final user could be a bit confusing so what we have done is to add a prompt with a video and in this video explaining what it's expected from the user and what will happen after he finishes them answering the questions sorry as you can see it's nothing new it's nothing amazing so what we are doing is just taking the functionalities of moodle and moodle workplace and starting to build the ecosystem that works by itself so when the user finishes the assessment it will be enrolled into courses and into programs as we said as we seen before so programs is a set of courses yeah and when we are enrolled into in into courses we can be enrolled in a single course or in moodle workplace we can be enrolled into a set of courses so what we have done it's to create a set of programs that are mandatory for a job profile and this mandatory course and these programs of the job profile will be always available for the student to to be course and then the user will be also enrolled into the individual courses that he was not having a passing grade on the sub competence to say it in somehow and how we have done it so we have been using the dynamic rules the ones that Marina was explaining so dynamic rules are very powerful because they allow you to not only to enroll but they can and enroll users from a place so and you can manage the enrollments very easily with just a specific condition action so and as a result the user will see in the dashboard some courses and always the program and these courses that he sees they are only the courses that still not finish to complete the learning plan so if the user this in this case finish the course attentional clienta once it's finished it will disappear from the dashboard and only the remaining courses are the ones that are not completed from the learning plan so the learning plan as you can see on the right corner it's always available for the student it's a learning plan as as Moodle has and in the learning plan he will always see the competencies associated the competencies that has achieved and the description of each one obviously and the linked courses always will have the assessment course and the the course link it to that subcompetence so it's a structure in a way the training that each course upon completion you have a subcompetence we'll see now that the framework why it's in this way right and these are some condition actions so dynamic rules that they allow this process I won't go into detail but so to create competences we need the competencies framework this is a structure of competences and a hierarchy of different competences so you can see that in the competency framework we have created a structure that relates to the position so each position into the organization structure will have a competency framework associated I know this maybe screenshot is a little bit small but I'm sure you are familiarized with this structure as you can see here you have the competence and then under the competence you have the subcompetences these main competence will be achieved with when these all subcompetences are done the subcompetence as we I said before it can be achieved by doing the course or by answering positively to the assessment positively it means that in a questionnaire the 60 they have 60% of the questions positive so this will be simple rule so the users they will be proficient or not proficient on the competence what we have done is to add also descriptions to help the user to be guide through this process and we have added the name of the program associated so the user always know that there is the program in a program has a set of courses and also that he has these competences associated to little courses and obviously when he has all these competent subcompetences awarded he will have the competency and will be awarded with an badge and if we have the competency framework we need the learning plans to associate these competences to the students so again what we have done is to create learning plans template per each job position and how we mixed and how we add all this information what we have used is first of all courts each learning plan will have a court associated and to associate the users to court we will be using again the dynamic rules so the only manual thing that the administrator needs to do here it's to add the court into the learning plans and if the user decides that wants to go all through the learning path do all the courses of the program because he decides that wants to rephrase the knowledge what we will have will be a certificate afterwards here it's in the only part that we added a little bit of development but I need to say that certificates are very good in model workplace as what they are not related only to a course but you can relate the certificate to a program or to a set of courses so and we use again dynamic rules to do these associations so upon completion the user will receive this certificate in the certificate it will have the name of the competence and also the courses associated and the completion date etc these are dynamic fields that we can always add and they are not model workplace and model workplace well we have seen that we have been using the programs the organization structure the dynamic rules and the certificates this is like we have configured like the 20% of the organization competency framework and to do these seven positions that they have 13 competencies and 94 sub competences associated we have created these 42 programs to 200 200 courses and 136 dynamic rules so dynamic rules are very useful very easy to create they they can give you a lot of automatization and yes and you need to have a lot of patience as well because and as you can see here we have only two certificates that's a good improvement in model workplace because you have a template and this template will this template will help to to use over and over for the different courses programs etc with the dynamic fields will will work perfectly so and what we are working on and what we think we can add value and now here it will come the development or maybe model workplace would like to improve some of the competencies assessment because we think that assess all the competencies in a course and in a course into different sections and into different questioners it's a little bit hard for the users so we are designing a SCORM this SCORM will have all the competencies integrated and we up upon the completion of the different competencies it will communicate with the framework of model workplace so it's not that I finish the model I the SCORM and I have a positive or negative competence I'm proficient or not that I can divide these competencies and also we would like to give some graphics and some feedback to the student and to have a dashboard to show to the responsible and the coordinators how the competencies are achieved by the the different tenants so there are some plugins that they do and they are very good on doing on showing and displaying the results but because they are not they are not taking the tenants in into account they they are not working for us so and also we would like to add the possibility to have for each competence and for each student and the information of if this competence it's achieved by doing the course or if this competence is achieved by answering the the questioner so to wrap up very quickly what I wanted to show here that it's very easy to create an automatic path using the competencies but what you need it's to a very well-defined hierarchy of job positions competencies frameworks per positions competencies evaluation and courses designed to teach specific skills and then these four elements together with model workplace you can have a very automatic and fantastic learning ecosystem that's all thank you thank you very much very chill I don't know is there any question anybody wants to okay Paul use thank you for presentation what do you think and maybe you have some requests in the future about the reporting do you plan to use custom reports report builder for that or create custom reports by yourself yeah this is a very we also wanted to to have some reports and with this new application we would like to have the dashboard and this new dashboard would be a rapper of how many competencies were achieved by in the platform and then also by the user so and if it can be implemented into the rappers of model workplace would be fantastic but at the moment still not there yeah I'm I'm very impressed that you say it's very easy after creating 136 dynamic rules but copy copy copy good but have you some experience with doing a project with competencies with a normal moodle and compare this to model workplace are there is there a functionality which supports you better or is it very close to if I understood well but you mean if the functionality it's the same than moodle yes for for the competencies because the same is exactly the same functionality the competencies they don't take tenants into account they are just on the hierarchically top way and then you can use them by using these dynamic rules etc. or by creating different frameworks for for the different tenants so the dynamic rules will be used into the different tenants to do different actions so there's still no clear reporting on competencies about the users and so on no same same problems yeah exactly exactly yeah that's hi there that's very interesting we really enjoyed the presentation we just have a very quick question on how users were created and assigned to jobs or and how many users were they at the end well we they are around 2000 year thousand users and there are they were in two different ways assigned to the job positions we have an integration so with the CRM and you can do it also with CBS file in the same way that you are bloating in moodle you can upload in in moodle workplace