Category: People, Place and Work

Short Courses Platform

Our new Short Courses Platform has met its first major milestone.

We have 18 early adopter courses and over 250 learners enrolled and using the new learning environment.

This allowed us to establish and test the basic platform configuration including notifications, basic learner/course set up, as well as the courses templates, training and guidance.

This is the first step in moving the University’s extensive credit short courses portfolio to the new Short Courses Platform.

The learners on our new platform will not have access to our closed Library collections, so all the courses will use open access materials on their resources and reading lists.

I am very pleased.

International Women’s Day 2024-Bessie Watson

My honour to open the Bessie Watson Lecture room on International Women’s day.  Beautiful ribbons in green, white, purple and red!  Not yet 100 years. Thank you to Lauren Johnston-Smith Lesley Greer, Katie Grieve Karen Howie Ellen Groen, Susanne Knowles for organising and Gillian Kidd for the fabulous artwork. These women have got the skills we value.

This is now becoming a theme for us to name rooms on-campus after inspirational women. There are so many rooms, buildings and roads named after men in this university it is great to be able to add some women’s names in there too.

We are featuring Bessie as the woman were are naming for today, but we have previously named Brenda Moon, Irene Young, Mary Somerville, Grace Hopper, Eleanor Ormerod, Marjorie Rackstraw, Annie Hutton Numbers, Xia Peisu and Charlotte Murchison

Bessie was born nearby, in the Vennel, which is now a very popular Instagram-able spot with great views up to the castle. She is famous for being a bag-pipe playing suffragette, but she’s also an alumna of Edinburgh. She studied French here and went on to a career as a music teacher and a modern languages teacher at Broughton High school, She married and lived  in Trinity and everyday for the rest of her life she played bagpipes at 11 am, which her neighbours obviously appreciated.  She died at 92.

But before that, when she was wee, played the bagpipes from a very young age. Her parents got her playing in the hope that it would strengthen her lungs against tuberculosis- an early example of proscribe culture.

Bessie and her mother were members of the Women’s Social and Political Union and that’s how she got her most famous gigs. She was invited to play the pipes in the famous procession down Princes Street, in 1909 she was 9. She also played lead the Scottish contingent at the Great Suffragette pageant in London in 1911. The procession was 5 miles long.

Those of you who study the history of the suffrage marches will know that they were difficult to organise because people had different ideas about who should go first and in what order, and which groups were more established, and in America, whether white and black women would march together or separately

In Edinburgh they decided to avoid all that and march in alphabetical order. Christabel Pankhurst was the star speaker at the march and afterwards she gave Bessie a brooch to commemorate the occasion- it was a brooch depicting queen Boudica,

Bessie continued to be actively involved in suffrage, wearing purple, green and white hair ribbons to school. And she piped outside Calton Gaol to raise the spirits of the suffragettes imprisoned there, who were being force-fed. The women were on hunger strike, and force-feeding of women at Calton jail started in February 1914, so around 110 years ago. Most of the force-feeding actually went on in Dundee and in London and She played the pipes on the platform of Waverley station as trains carrying convicted suffragettes departed to Holloway Prison in London.

It’s worth remembering that some of the convictions were for destroying property, damaging paintings of the King, blowing things up, it is hard to know how the campaign would have progressed were it not for the start of the First World War. One of the places they attempted to blow up was the royal observatory up near our campus at King’s Buildings. You can still see part of the bomb in the visitor centre.

Edinburgh University has connections to a number of Suffragettes, and a few years ago for the vote 100 campaign, colleagues and students worked together to create a histropedia timeline on Wikipedia,

The suffragettes and suffragists were campaigning for women’s rights, sex-based rights, struggling to get the right to do things like vote, access to education, the right have a bank account,  ability to get a mortgage in your own name , to not have to leave your job when you got married.

The right for all women to vote was not secured in the UK until 1928.  So we are not yet at 100 years.

The Representation of the People (Equal Franchise) Act 1928 It is sometimes referred to as the Fifth Reform Act.[2][3] The 1928 Act widened suffrage by giving women electoral equality with men. It gave the vote to all women over 21 years old, regardless of property ownership. Prior to this act only women over 30 who met minimum property qualifications could vote.

About 30% of my current staff in LTW are under 30, so the women in our office wouldn’t have been able to vote.

This was Tory reform and one of the reasons that Bessie later gave her Boudica brooch to Margaret Thatcher, the first woman to become Prime Minister. Some of those rights were still not in place until well into the 1970s, and still are not in many countries in the world.

I am privileged to have grown up in a time when I was able to go to university, get a job and pay my own mortgage. It wasn’t until the sex discrimination act 1975 after that banks were required to treat women equally and women were able to get mortgages in their own name without a male guarantor. Still women suffer a structural pay gap.  there is no English region where a single woman on median earnings can afford to rent or buy an averagely priced house.

But now we are allowed to have an education, and we can work in universities and so we do.  This year for the first time, LTW is equally filled with men and women and the pay gap is as small as I can possibly get it.

Our Learning Spaces teams teams’ fit out these rooms, and all the other central teaching spaces on campus- that’s 400 rooms, which a combined collection of around 10,000 pieces of kit.

if you were here last year, I made a tenuous connection between Charlotte’s work finding fossils in chalk cliff and classroom chalk,

This year I am going to make a similarly tenuous connection between playing the bagpipes and being heard.

Microphones and catch boxes.  Not only that presenter should be their microphones, but that students should not be shy in requesting a microphone if they want to speak, we have catch boxes available in every room and they are for students to use. Let your voice be heard.

 

Building a new learning platform for University of Edinburgh

So many short courses
So many short courses

It’s not often you get to start from scratch putting together a new learning platform for a University. Most learning technologists and digital leaders have experienced the procurement of a replacement VLE, or a migration or upgrade.  It is rare that we get to work with partners to design from the start, thinking about the new relationships you can make with your learners if you do it right.

Bringing courses from across the University together on a single platform with a consistent learner experience will require both technical and business changes to processes, training and best practice. The Short Courses Platform will be delivered through a phased rollout where we develop capability, test with early adopters and then scale the platform and service. 

The plan is being finalised and key dates will be published  when they are available. For now we are:

  • Holding workshops throughout March 2024 to co-design the new processes and specifications with the steering groups.
  • Establishing platform based roles/permissions, SSO and configuration to support the initial early adopter courses.
  • Working with a small set of agreed early adopter courses and tutors, from the Centre for Open Learning (COL), to develop support and guidance and trial the initial course templates and learner experience for courses running from Summer ’24. 
  • Developing the University’s new short course platform web catalogue including the course search and course description pages. 
  • Collating the short course inventory to understand when courses may move to the Short Courses Platform.  

The introduction of the platform, and supporting service, is the latest step in the University’s Digital Estate Strategy and aims to provide accessible and appropriate teaching and learning experiences for non-credited short courses. It is the start of a new relationship with Edinburgh learners who are not matriculated ‘students’ and who bring a new set of expectations.

Matriculated learners on campus and online will continue to learn via our Learn Ultra VLE, and staff development courses will be delivered on our corporate L&D platform. MOOC learners will still find us on EdX, Futurelearn and Coursera. But this new platform will provide a new home of CPD, PPD, Exec Ed, microcredentials, Data upskilling, lifelong learning, workplace learning, B2B and adult learning.

The Vision for Change 

The vision for the Short Courses Platform is that it will:  

  • Encourage wider access to, and continued learning with, the University through consistent learner experiences and the ability to promote further study.
  • Increase diversity in our university learning community through increased visibility of courses and the expansion of adult education.
  • Improve management information, strategic overview and reporting on non-matriculated learners and non-credited courses.
  • Streamline the learner journey, directing them to the systems and services which are licenced and resourced specifically for non-matriculated, short-course learners.
  • Enable process and system efficiencies by replacing end of life systems and delivering a platform designed specifically for non-credited learners.

This project aligns with Strategy 2030 (Opens in a new window). Key areas from the strategy that this project supports:

  • Social and Civic Responsibility – widening participation in higher education and supporting inclusion.
  • Teaching and Learning – encourage a culture of lifelong learning, greater focus on focuses on experience, employability. 
  • People – bring together people from a wide range of backgrounds and experience, both close to home and across the globe.
  • Research – as a research institution, many of the University’s short courses extend the impact of research taking place by bringing outputs and findings direct to learners across the world.

In January 2024, we started working with Instructure, and their delivery partners Drieam, to design and configure the system alongside establishing the service processes, migrating courses and drafting guidance and training.

Steering Groups with representatives from across the University will support the Board and guide the implementation. Visit Project Governance for more information and details of the Board and Steering Group members. 

 

Summer interns 2024

I aim to  promote an inclusive culture in my organisation. I have a focus on promoting cross-generational working. We welcome student interns as staff, and while not all students are young, they do tend to lower the average age about the place.

I am delighted to have such a great group of interns who work with us in Learning, Teaching and Web Services (LTW) all year, across all of our teams and projects.

Currently we host around 40 interns. In the summer we will add around 20 more.

I am pleased to see we will have new interns looking at AI in L&D, Green Web Estate, VLE Excellence, Web Migration, Accessibility, Training and Events and Communications.

All our internships are paid. We aim to support students at times of rising living costs by providing high quality work experience opportunities which will offer them a head start into digital jobs in the future.

The 2024 summer internship adverts are live on Unitemps: University of Edinburgh Jobs – Unitemps

FLORA Project

Flora Stevenson
Flora Stevenson

FLORA (Feedback, Learning, Online Rubrics and Assessment)

Ensuring staff and students have an appropriate platform for Exams / Digital Exams

Digital tools to support assessment done under exam conditions (with an open question about what ‘exam conditions’ mean in digital contexts … could be in-person computer lab, online, take-home … and involve different types of restrictions to support academic integrity: locked browser, in-person invigilated, online invigilated, open book, various levels of time restriction).

The reliability and security of digital exam platforms is essential for delivery of high stakes elements of students’ experience at the University of Edinburgh. The current situation and digital estate add complexity, stress, burden, and confusion to the workload for both staff and students. It is not sustainable and carries several risks to university business of marking and assessment. 

Analysis work done in the Autumn of 2023 looked deeper into exams, taking testimony from Teaching Office staff across all schools, to build a clearer understanding of what exam provision looks like across the institution.  This included what role technology plays in exams, marking and exam boards.  Gaining insight into what changes are anticipated in the use of technology to support exams, marking and exam boards.  Plus looking to identify barriers to the wider adoption of online exams.   

The analysis has shown that as an institution we do not fully understand how many ‘digital exams’ take place as there is no central collation of this data, but we do know that many different types of exams involve a digital element in their workflow e.g. scanning and marking. 

This project through its various work packages will look to better ensure staff and students have access to appropriate platforms for Exams / Digital Exams.  This will include the aim that exams are not taking place on the main virtual learning environment (Learn), but are on separate, robust platform(s) designed to support assessment done under exam conditions.  The project will also examine the reasons behind institutional exam data being disjointed and present options for change.  

Why now?

  • The reliability  of assessment platforms is essential for delivery of high stakes elements of students’ experience at the university of Edinburgh. The current situation and digital estate add complexity, stress, burden and confusion to the workload for both staff and students. It is not sustainable and carries a number of risks to university business of marking and assessment.
  • A previous procurement failed, but we must try again, 5 years on,  with better knowledge and more support from the digital estate strategy governance processes.  The market (after covid) has changed and we think suppliers are more attuned to UK HE needs.
  • The ISG teams who will lead this work have successfully delivered the VLE upgrade and are ready to revisit this area now. We want to provide good assessment platforms to the University in line with business needs.
  • The project will have three elementsInstitutional gap analysis to fully understand the current picture for assessment and exam workflows at the universityOnce requirements have been established the procurement of an exam system can commence if necessaryAdditionally, the project will examine, and if appropriate procure a tool to support the marking process on digital, or digitised paper exams.   

The impact we expect on people is: 

  • improving the staff and student experience: Staff will find the new services easier and quicker to use giving them back more time to do other things.  Also, there should be opportunities to do more innovative assessment types where needed.
  • For students their assessment experience will be better – with more consistency over platform usage, giving them the chance to become familiar with them.  They should be easier to use and more reliable, reducing student stress.
  • Closer working relationships between ISG LTW with Exams Office and Timetabling unit timetabling information about exams/types of exams to allow support requirements to be pinned down in advance of diet. At the moment, it’s hard to do this, so this would be better.
  • Mitigate risks  around poor experience, poor support, high stakes data on random platforms.
  • Easing the strain on availability of physical spaces for exams/during exam periods.

The project team wanted the name of the project to be reflective of the work, memorable and to ensure ease of recognition when there are other large initiatives across the institution that may overlap with teams across the campus. 

FLORA was suggested for the pioneering history of the person Flora Stevenson (Flora Stevenson Wikipedia) and also that it could fit much of the scope of the work we are looking to take forward. 

Thank you to everyone working on starting our sister projects, LOUISA and FLORA  for our focus on how our systems are used to support assessment. If you would like to know more about some inspirational women Louisa Stevenson – Wikipedia and Flora Stevenson – Wikipedia

improving accessibility

Every year we take a snapshot of accessibility in our VLE. Over the summer 3,508 documents across 1,441 courses from across the University were reviewed against a defined selection of accessibility criteria by our excellent team of interns. The results were encouraging:

87.6% of documents reviewed were named appropriately (i.e. so that users can anticipate the contents in advance of opening the files)
Within the documents checked, 74.4% used a more accessible font (sans serif)
80.7% of documents were justified/aligned in a way that supports more users (i.e. not centre or fully justified)
Italics text is harder for some people to read in blocks, and 89.4% of documents contained no blocks of italics. The same counts for blocks of capital letters, and a whopping 97.9% of documents contained no blocks of capital letters.

Well done to all at University of Edinburgh who are changing their practice to be more inclusive.

The promise of video

I’ll be speaking at

Kaltura Connect Education Track 2023 – EMEA | Kaltura 28th November, London

I will speak about ‘The Promise of Video’

What do we expect from our media platforms? What do our students and users expect? How can we ensure that the promise of a generation of video is realised?

During academic year 22/23, we saw the highest rate of lecture recording ever seen at the University of Edinburgh.  Between Media Hopper Replay (lecture recording) and Media Hopper Create (media streaming and management) we saw more than 2000 days of media created last academic year, that’s nearly 5 ½ years of media.

I will look back at the last 10 years of my experience championing  media asset management in very ancient higher education institutions. Reflecting on the things which didn’t work the way we expected; the things which did work and spread like wildfire, and the things which continue to delight and surprise me for the future.

I chose my title because I was thinking about an incident at the start of term this year. Every year I have my fingers crossed that the start of term will go well, without any major incidents or business continuity challenges.

But it never does. This year it was RAAC

Suddenly we lost 6 of our biggest lecture theatres and teaching had to be relocated, fast.

To get venues with large enough rooms for this kind of teaching we were going to have to go off campus into city theatres and conference centres.   And even though we didn’t own, manage or run those venues, they all had to have lecture recording in place, for all lectures, because the students had been promised video.

The promise of video at University of Edinburgh is a key part of our offer- of our student experience. More than 450 lecture theatres are kitted out and more than 98% of all undergraduate lectures are recorded, turned around within 24 hours and available for students in the VLE.

Video has gone from being a WOW factor to being  a hygiene factor in only a few years.

Ada Lovelace Day 2023

 

Thank you to everyone who came to our Ada Lovelace Day celebrations -to listen to talks, make badges, edit Wikipedia, and generally celebrate women in STEM. Thank you as well to those who walked the Women in STEM trail and took their pictures with the inspiring women featured.

 

Special thanks to our guest speakers Prof Ruth King, Prof Frauke Zeller, and Bhargavi Ganesh, who engaged the room with their fascinating stories of space elephants, hitchhiking robots, tree rings, and steam boats. We were all inspired by their unique career paths and the curiosity they showed about the world around us. Their research demonstrated the importance of combining humanities with technology and data to innovate, and how women are vital to this innovation, just as Ada was vital to the founding of computer programming.

Unfortunately the day was tinged with sadness at the tragic loss of a colleague, but that served to remind me how important it is to gather and be together.

menopause at work

I was delighted to be invited out to our beautiful Easter Bush Campus at Roslin this week to deliver a session on the hot topic of menopause. We talked about feeling the rage and laughed about losing your nouns. Thank you to everyone who came along.

If you would like to organise a session like this for your dept, here’s the blurb:

Please join us at this workshop to discuss why menopause is a workplace issue.  One in ten women in the UK who worked during the menopause say they have left a job due to their symptoms. Are we at risk of losing some of our best staff at a time when they have the most wisdom and organisational knowledge? How can we adapt to ensure that all our colleagues have the support they need? Is this another leak in the pipeline for women in STEM?  At this workshop we will look at best practice guidance from professional bodies and trade unions and think about how University of Edinburgh can respond.  Your input and ideas are invaluable. Melissa Highton is a senior manager in Information Services Group (ISG) , she works with her leadership teams to ensure that workplaces are inclusive, and together we can tackle this ‘last taboo’. She will join us to discuss well-being, plans, policies and implications of hybrid working. By the end of the workshop we hope to have some actionable suggestions to take forward.

Feedback from the organisers:

“thanks for taking the time to come out to Easter Bush and share this information directly with us, in such an informative and engaging way…I think the participant numbers we got were an early indication to us that the topic was of deep interest to the staff on campus – but more significantly the discussion in the groups, and the enthusiasm that there should be follow up activities, is a further indication of how important this topic is to so many people.”  

to see ourselves as others see us

Lilinaz Rouhani
Lilinaz Rouhani

Does everyone at the University experience our services and the workplace in similar ways?

(guest post by Lilinaz Rouhani, Data and Equality Officer)

“When I first started in this role, this was my guiding question. I read reports and papers, joined staff networks, and started drafting my own surveys to find an answer to this question. I was hoping to find that the answer is yes. People more or less experience the University in similar ways, and where this is not the case, it will be clear why. So there will be a straightforward action point for me to report back. As with most other things in life and research, the picture was more complicated than this.

As I was settling into this more complex image, the pandemic started.

In an unexpected way, the complex structure I was trying to understand became more simplified when I looked at the pandemic. Of course people don’t experience things in a similar way. I saw how people experienced the pandemic differently: some had caring responsibilities, some had to learn new skills quickly, some had a support network close by, while others lived on their own. So why would we expect people to experience their workplace in similar ways? Surely these different experiences are still there outside of a pandemic.

In the last three years, in my role as the Data and Equality Officer, I have been studying these differences. I have looked at how staff members have experienced home and hybrid working differently, how student workers experience their summer and term-time jobs, if certain groups of staff are more likely to get nominated for contribution awards, as well as looking at the attendance of Digital Skills courses.

The road has been long, sometimes with beautiful views, and sometimes quite hilly and difficult to follow. It was encouraging to see evidence for a historic gender bias in contribution awards disappearing, and it was nice to see increased participation in Digital Skills courses in certain departments and areas of the University. In contrast, it is discouraging to conclude that the ethnic and disability pay gaps are probably wider than the official reports due to the large non-response rates, and that inequality still remains a factor in many aspects of our workplace.

So the answer? Of course people experience things in different ways. Sometimes, unfortunately, the difference is down to inequality. But the fear of facing inequality should not keep us from looking for answers. We should keep asking questions and try and address the problems. The only way to clear the road of the clutter so we can move on smoothly, is to first face that clutter.”