Re: Getting started

Super helpful, Phil, thanks.  A few of the mental clouds have lifted.

Merrilea

On 4/16/2019 11:55 AM, Phil Barker wrote:
>
> Merrilea, my apologies for not answering this earlier. Please see my 
> comments below
>
> On 22/03/2019 19:13, Merrilea Mayo wrote:
>>
>> Hi,
>>
>> I've had a chance to look at the Google doc, and I have a few 
>> questions.  Just help me through my ignorance here...
>>
>> 1. On a webinar reviewing the JDX effort, one of the presenters 
>> (sorry, too new to recognize/remember voices) said that the current 
>> JobPosting schema didn't have a way to represent salary ranges.  I'm 
>> looking at https://schema.org/JobPosting and what I see is that 
>> MonetaryAmount has a maxValue and minValue associated with it.  So 
>> obviously, I didn't catch something correctly.  Or I don't understand 
>> something nuanced.  Can someone clarify?
>>
> You are right that the min and max salaries can be given with a 
> MonetaryAmount. I wasn't on that JDX webinar, so I do not know what 
> the presenter was referring to, however one of the issues mentions 
> that there are multiple ways to specify the currency of the 
> baseSalary, so perhaps what is needed here is some guidance on which 
> option is best to use.
>>
>> 2. In Phil's notes on incorporating competencies into the JobPosting 
>> schema, I'm not seeing an accommodation for degrees of competency, 
>> or, as the Connecting Credentials Initiative would call it, "levels 
>> of mastery."  Just as a given major, like mechanical engineering, can 
>> have B.S., M.S., and Ph.D. levels, competencies also have levels 
>> indicating greater or lesser proficiency.  Connecting Credentials is 
>> currently hand-assigning mastery levels (from 1-4) to competencies as 
>> articulated in various competency frameworks and college curricula.  
>> I can envision employers also wanting to specify a "level" of mastery 
>> for a given competency, and putting those in with job descriptions.  
>> Do we have this?  Do we need this?
>>
> Yes, I think there will be quite a lot to discuss with respect to how 
> the detail of competence requirements are represented. I suggest we 
> address something simpler first and then prioritize which bigger 
> problems to tackle.
>>
>> 3.  Also in the discussion on integrating competencies into the 
>> JobPosting schema, I am not entirely sure what these two things 
>> really mean.  Could Phil give examples of what might go in each 
>> category, to help clarify?
>>
>>   * means of representing nature of requirement of competency
>>
> The simplest case is the difference between a required and preferred 
> competency. Also whether a competency is required on hiring or can be 
> acquired on the job (which I guess may amount to the same as 
> required/preferred)
>>
>>   * means of representing assessments of competency
>>
> Currently schema.org has no way of describing Assessments. This is 
> important in describing the educational side (for example the 
> assessments associated with a course) but will also be relevant to job 
> descriptions if a hiring organization runs assessments as part of its 
> selection process.
>
>> 4.  Partly because I am not 100% sure what these things (above) mean, 
>> I am also not sure whether the proposed competency-related additions 
>> cover:
>>
>>   * the evidence that the employer will accept (or that an individual
>>     can give as proof) of competency (e.g, link to online art
>>     portfolio, MSCA certification, digital badge in "responsibility,"
>>     letter from a prior supervisor asserting this competency, link to
>>     a product database such as Portfolium, where instructors tag
>>     submitted student work with competency labels and store these
>>     competency "points" )
>>
> I think that is in scope
>>
>>  *
>>
>>
>>   * the individual, organization, or company validating/asserting
>>     this person has this competency (so, self for the online art
>>     portfolio, Microsoft for the MCSA certification,  university
>>     course instructor for the badge, university course instructors
>>     for Portfolium, Division Director Bob Smith at Oracle for the
>>     employer letter)
>>
> That may be covered by EducationalOccupationalCredential ? (EOCreds)
>>
>>   * the definition of the competency.  This might have to be either
>>     an English language description or a place where the English
>>     language definition is found.
>>
> Yes, definitely. For EOCreds we used schema.org's DefinedTerm 
> <https://schema.org/DefinedTerm>, which allows both of these.
>>
>>   * the taxonomy to which the competency belongs:  if the competency
>>     is taken from a standard taxonomy, there should be a way to
>>     indicate this.  This becomes important because the same words,
>>     e.g., "communication" come up over and over, yet they mean
>>     different things in different taxonomies.  One person's
>>     "communication" is oral; another person's version is written.
>>
> Yes, this is also accomadated by DefinedTerm
>>
>>  *
>>
>>
>> This is all that has occurred to me so far.
>>
>> Merrilea
>>
>>> Hello all and welcome to the W3C Talent Marketplace Signaling 
>>> Community Group.
>>>
>>> I would like to discuss how we start work on this topic. I think two 
>>> things might help
>>>
>>> 1, I have collated some ideas from the Job Data Exchange project on 
>>> areas that seemed to need attention. I have shared these as a Google 
>>> doc 
>>> <https://docs.google.com/document/d/1SfB2d-CkxrbfOJJPcBjb_etGJJ0_Rk9ELpqsQx5QwKA/edit?usp=sharing> 
>>> My expectation is that it might be best to address some of the 
>>> smaller issues towards the end of the document while we think about 
>>> the bigger picture around the use cases listed first. Please share 
>>> any comments on what seems to you to be important and/or easily 
>>> addressed.
>>>
>>> 2, I think it might help to have a conference call to discuss 
>>> priorities, working methods and communication channels. I would like 
>>> to get some idea of when people might be available for such a call. 
>>> So please indicate your availability using this poll offering some 
>>> times <https://doodle.com/poll/w4btksa9himsrrxv> that I hope will be 
>>> convenient across various timezones.
>>>
>>> Best regards, Phil
>>>
>>>
>>> [ideas] 
>>> https://docs.google.com/document/d/1SfB2d-CkxrbfOJJPcBjb_etGJJ0_Rk9ELpqsQx5QwKA/edit?usp=sharing
>>>
>>> [Kick call time poll] https://doodle.com/poll/w4btksa9himsrrxv
>>>
>>> --
>>> Phil Barker <http://people.pjjk.net/phil>. http://people.pjjk.net/phil
>>> CETIS LLP <https://www.cetis.org.uk>: a cooperative consultancy for 
>>> innovation in education technology.
>>> PJJK Limited <https://www.pjjk.co.uk>: technology to enhance 
>>> learning; information systems for education.
>>>
>>> CETIS is a co-operative limited liability partnership, registered in 
>>> England number OC399090
>>> PJJK Limited is registered in Scotland as a private limited company, 
>>> number SC569282.
>>>
>> -- 
>>
>> Merrilea J. Mayo, Ph.D.
>> Mayo Enterprises, LLC
>> 12101 Sheets Farm Rd.
>> North Potomac, MD 20878
>>
>> merrileamayo@gmail.com
>> https://merrileamayo.com/ < >
>> 240-304-0439 (cell)
>> 301-977-2599 (landline)
>>
> -- 
>
> Phil Barker <http://people.pjjk.net/phil>. http://people.pjjk.net/phil
> CETIS LLP <https://www.cetis.org.uk>: a cooperative consultancy for 
> innovation in education technology.
> PJJK Limited <https://www.pjjk.co.uk>: technology to enhance learning; 
> information systems for education.
>
> CETIS is a co-operative limited liability partnership, registered in 
> England number OC399090
> PJJK Limited is registered in Scotland as a private limited company, 
> number SC569282.
>
-- 

Merrilea J. Mayo, Ph.D.
Mayo Enterprises, LLC
12101 Sheets Farm Rd.
North Potomac, MD 20878

merrileamayo@gmail.com
https://merrileamayo.com/ < >
240-304-0439 (cell)
301-977-2599 (landline)