Voices – LATICE 2017

[Edit: The conference is now being held in Hong Kong. I don’t know the reason behind the change but the original issue has been addressed. I have been accepted to Learning @ Scale so will not be able to attend anyway, as it turns out, as the two conferences overlap by two days and even I can’t be in the US and Hong Kong at the same time.]

There is a large amount of discussion in the CS Ed community right now over the LATICE 2017 conference, which is going to be held in a place where many members of the community will be effectively reduced to second-class citizenship and placed under laws that would allow them to be punished for the way that they live their lives. This affected group includes women and people who identify with QUILTBAG (“Queer/Questioning, Undecided, Intersex, Lesbian, Trans (Transgender/Transsexual), Bisexual, Asexual, Gay”). Conferences should be welcoming. This is not a welcoming place for a large percentage of the CS Ed community.

There are many things I could say here but what I would prefer you to do is to look at who is commenting on this and then understand those responses in the context of the author. For once, it matters who said what, because not everyone will be as affected by the decision to host this conference where it is.

From what I’ve seen, a lot of men think this is a great opportunity to do some outreach. A lot has been written, predominantly by men, about how every place has its problems and so on and so forth.

But let’s look at other voices. The female and QUILTBAG voices do not appear to share this support. Asking for their rights to be temporarily reduced or suspended for this ‘amazing opportunity’ is too much to ask. In response, I’ve seen classic diminishment of genuine issues that are far too familiar. Concerns over the reductions of rights are referred to as ‘comfort zone’ issues. This is pretty familiar to anyone who is actually tracking the maltreatment and reduction of non-male voices over time. You may as well say “Stop being so hysterical” and at least be honest and own your sexism.

Please go and read through all of the comments and see who is saying what. I know what my view of this looks like, as it is quite clear that the men who are not affected by this are very comfortable with such a bold quest and the people who would actually be affected are far less comfortable.

This is not a simple matter of how many people said X or Y, it’s about how much discomfort one group has to suffer that we take their concerns seriously. Once again, it appears that we are asking a group of “not-men”, in a reductive sense, to endure more and I cannot be part of that. I cannot condone it.

I will not be going. I will have to work out if I can cite this conference, given that I can see that it will lead to discrimination and a reduction of participation over gender and sexuality lines, unintentionally or not. I have genuine ethical concerns about using this research that I would usually reserve for historical research. But that is for me to worry about. I have to think about my ongoing commitment to this community.

But you shouldn’t care what I think. Go and read what the people who will be affected by this think. For once, please try to ignore what a bunch of vocal guys want to tell you about how non-male groups should be feeling.


Our duty to the future, a letter from the 18th Century.

Official_Presidential_portrait_of_John_Adams_(by_John_Trumbull,_circa_1792)

Official Presidential Portrait of John Adams (John Trumbull, 1792).

Extract of a letter from John Adams to Abigail Adams, posted 12 May 1780, from Paris.

I could fill Volumes with Descriptions of Temples and Palaces, Paintings, Sculptures, Tapestry, Porcelaine, &c. &c. &c. — if I could have time. But I could not do this without neglecting my duty. The Science of Government it is my Duty to study, more than all other Sciences: the Art of Legislation and Administration and Negotiation, ought to take Place, indeed to exclude in a manner all other Arts. I must study Politicks and War that my sons may have liberty to study Mathematicks and Philosophy. My sons ought to study Mathematicks and Philosophy, Geography, natural History, Naval Architecture, navigation, Commerce and Agriculture, in order to give their Children a right to study Painting, Poetry, Musick, Architecture, Statuary, Tapestry and Porcelaine.


Beautiful decomposition

Now there’s a title that I didn’t expect to write. In this case, I’m referring to how we break group tasks down into individual elements. I’ve already noted that groups like team members who are hard-working, able to contribute and dependable, but we also have the (conflicting) elements from the ideal group where the common goal is more important than individual requirements and this may require people to perform tasks that they are either not comfortable with or ideally suited for.

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Kevin was nervous. The group’s mark depended upon him coming up with a “Knock Knock joke” featuring eyes.

How do we assess this fairly? We can look at what a group produces and we can look at what a group does but, to see the individual contribution, there has to be some allocation of sub-tasks to individuals. There are several (let’s call them interesting) ways that people divide up up tasks that we set. Here are three.

  1. Decomposition into dependent sub-tasks.
  2. Decomposition into isolated sub-tasks (if possible).
  3. Decomposition into different roles that spread across different tasks.

Part of working with a group is knowing whether tasks can be broken down, how that can be done successfully, being able to identify dependencies and then putting the whole thing back together to produce a recognisable task at the end.

What we often do with assignment work is to give students identical assignments and they all solemnly go off and solve the same problem (and we punish them if they don’t do enough of this work by themselves). Obviously, then, a group assignment that can be decomposed to isolated sub tasks that have no dependencies and have no assembly requirement is functionally equivalent to an independent assessment, except with some semantic burden of illusory group work.

If we set assignments that have dependent sub-tasks, we aren’t distributing work pressure fairly as students early on in the process have more time to achieve their goals but potentially at the expense of later students. But if the tasks aren’t dependent then we have the problem that the group doesn’t have to perform as a group, they’re a set of people who happen to have a common deadline. Someone (or some people) may have an assembly role at the end but, for the most part, students could work separately.

The ideal way to keep the group talking and working together is to drive such behaviour through necessity, which would require role separation and involvement in a number of tasks across the lifespan of the activity. Nothing radical about that. It also happens to be the hardest form to assess as we don’t have clear task boundaries to work with. However, we also have provided many opportunities for students to demonstrate their ability and to work together, whether as mentor or mentee, to learn from each other in the process.

For me, the most beautiful construction of a group assessment task is found where groups must work together to solve the problem. Beautiful decomposition is, effectively, not a decomposition process but an identification strategy that can pinpoint key tasks while recognising that they cannot be totally decoupled without subverting the group work approach.

But this introduces grading problems. A fluid approach to task allocation can quickly blur neat allocation lines, especially if someone occupies a role that has less visible outputs than another. Does someone get equal recognition for driving ideas, facilitating, the (often dull) admin work or do you have to be on the production side to be seen as valuable?

I know some of you have just come down heavily on one side or the other reading that last line. That’s why we need to choose assessment carefully here.

If you want effective group work, you need an effective group. They have to trust each other, they have to work to individual strengths, and they must be working towards a common goal which is the goal of the task, not a grading goal.

I’m in deep opinion now but I’ve always wondered how many student groups fall apart because we jam together people who just want a pass with people who would kill a baby deer for a high distinction. How do these people have common ground, common values, or the ability to build a mutual trust relationship?

Why do people who just want to go out and practice have to raise themselves to the standards of a group of students who want to get academic honours? Why should academic honours students have to drop their standards to those of people who are happy to scrape by?

We can evaluate group work but we don’t have to get caught up on grading it. The ability to work in a group is a really useful skill. It’s heavily used in my industry and I support it being used as part of teaching but we are working against most of the things we know about the construction of useful groups by assigning grades for knowledge and skill elements that are strongly linked into the group work competency.

Look at how teams work. Encourage them to work together. Provide escape valves, real tasks, things so complex that it’s a rare person who could do it by themselves. Evaluate people, provide feedback, build those teams.

I keep coming back to the same point. So many students dislike group work, we must be doing something wrong because, later in life, many of them start to enjoy it. Random groups? They’re still there. Tight deadlines? Complex tasks? Insufficient instructions? They’re all still there. What matters to people is being treated fairly, being recognised and respected, and having the freedom to act in a way to make a contribution. Administrative oversight, hierarchical relationships and arbitrary assessment sap the will, undermine morale and impair creativity.

If your group task can be decomposed badly, it most likely will be. If it’s a small enough task that one keen person could do it, one keen person probably will because the others won’t have enough of a task to do and, unless they’re all highly motivated, it won’t be done. If a group of people who don’t know each other also don’t have a reason to talk to each other? They won’t. They might show up in the same place if you can trigger a bribe reaction with marks but they won’t actually work together that well.

The will to work together has to be fostered. It has to be genuine. That’s how good things get done by teams.

Valuable tasks make up for poor motivation. Working with a group helps to practise and develop your time management. Combine this with a feeling of achievement and there’s some powerful intrinsic motivation there.

And that’s the fuel that gets complex tasks done.


Challenge accepted: beautiful groupwork

You knew it was coming. The biggest challenge of any assessment model: how do we handle group-based assessment?

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Come out! We know that you didn’t hand it in on-time!

There’s a joke that says a lot about how students feel when they’re asked to do group work:

When I die I want my group project members to lower me into my grave so they can let me down one more time.

Everyone has horror stories about group work and they tend to fall into these patterns:

  1. Group members X and Y didn’t do enough of the work.
  2. I did all of the work.
  3. We all got the same mark but we didn’t do the same work.
  4. Person X got more than I did and I did more.
  5. Person X never even showed up and they still passed!
  6. We got it all together but Person X handed it in late.
  7. Person W said that he/she would do task T but never did and I ended up having to do it.

Let’s consolidate these. People are concerned about a fair division of work and fair recognition of effort, especially where this falls into an allocation of grades. (Point 6 only matters if there are late penalties or opportunities lost by not submitting in time.)

This is totally reasonable! If someone is getting recognition for doing a task then let’s make sure it’s the right person and that everyone who contributed gets a guernsey. (Australian football reference to being a recognised team member.)

How do we make group work beautiful? First, we have to define the aesthetics of group work: which characteristics define the activity? Then we maximise those as we have done before to find beauty. But in order for the activity to be both good and true, it has to achieve the goals that define and we have to be open about what we are doing. Let’s start, even before the aesthetics, and ask about group work itself.

What is the point of group work? This varies by discipline but, usually, we take a task that is too large or complex for one person to achieve in the time allowed and that mimics (or is) a task you’d expect graduates to perform. This task is then attacked through some sort of decomposition into smaller pieces, many of which are dependant in a strict order, and these are assigned to group members. By doing this, we usually claim to be providing an authentic workplace or task-focused assignment.

The problem that arises, for me, is when we try and work out how we measure the success of such a group activity. Being able to function in a group has a lot of related theory (psychological, behavioural, and sociological, at least) but we often don’t teach that. We take a discipline task that we believe can be decomposed effectively and we then expect students to carve it up. Now the actual group dynamics will feature in the assessment but we often measure the outputs associate with the task to determine how effective group formation and management was. However, the discipline task has a skill and knowledge dimension, while the group activity elements have a competency focus. What’s more problematic is that unsuccessful group work can overshadow task achievement and lead to a discounting of skill and knowledge success, through mechanisms that are associated but not necessarily correlated.

Going back to competency-based assessment, we assess competency by carrying out direct observation, indirect measures and through professional reports and references. Our group members’ reports on us (and our reports on them) function in the latter area and are useful sources of feedback, identifying group and individual perceptions as well as work progress. But are these inherently markable? We spend a lot of time trying to balance peer feedback, minimise bullying, minimise over-claiming, and get a realistic view of the group through such mechanisms but adding marks to a task does not make it more cognitively beneficial. We know that.

For me, the problem with most group work assessment is that we are looking at the output of the task and competency based artefacts associated with the group and jamming them together as if they mean something.

Much as I argue against late penalties changing the grade you received, which formed a temporal market for knowledge, I’m going to argue against trying to assess group work through marking a final product and then dividing those grades based on reported contributions.

We are measuring different things. You cannot just add red to melon and divide it by four to get a number and, yet, we are combining different areas, with different intentions, and dragging it into one grade that is more likely to foster resentment and negative association with the task. I know that people are making this work, at least to an extent, and that a lot of great work is being done to address this but I wonder if we can channel all of the energy spent in making it work into getting more amazing things done?

Just about every student I’ve spoken to hates group work. Let’s talk about how we can fix that.


More on the #ATAR, @birmo looks to the Higher Education Standards Panel

The Federal Education Minister, Senator Simon Birmingham, appears as concerned over the disconnect between the Australian Tertiary Admission Rank (ATAR) and university entry as I am. In his own words, students must have “a clear understanding of what they need to do to get into their course of choice and realising what will be expected of them through their further study.”

This article covers some of the issues already raised over transparency and having a system that people work with rather than around.

“While universities determine their own admission requirements, exploring greater transparency measures will ensure that Australian students are provided real information on what they need to do to be admitted to a course at a particular institution and universities are held to account for their public entry requirements,” Senator Birmingham said.

Ensuring that students are ready for university but it’s increasingly obvious that this role is not supported or validated through the current ATAR system, for a large number of students. I look forward to see what comes from the standards panel and I hope that it’s to everyone’s benefit, not just a rejigging of a number that was probably never all that representative to start with.

Bright Sparks 21 Jan 2015 VC

Senator Birmingham, Minister Pyne, Professor Bebbington (VC of Adelaide) and A/Prof Katrina Falkner with one of the Bright Spark participants.

Perhaps I should confess that I would like a system where any student could get into University (or VET or TAFE or whatever tertiary program they want to) but that we build our preparatory and educational systems to support this happening, rather than just bringing people in to watch them fail. Oh, but a boy can dream.


It’s not just GPAs

If you’re watching the Australian media on higher education, you’ll have seen a lot of discussion regarding the validity of the Australian Tertiary Admission Rank (ATAR) as a measure of a student’s future performance and as an accurate summary of the previous years of education.

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When you are being weighed in the balance, you probably want to know a lot about the scale and the measures.

This article, talking about students being admitted below the cut-offs, contains a lot of discussion on the issue. Not all of the discussion is equally valuable, in my opinion, as the when the question is the validity of the measure, being concerned about ‘standards slipping’ when a lower number is used isn’t that relevant. The interesting parts of the discussion are which mechanisms we should be using and making them transparent so that all students are on a level playing field.

The fact is that students are being admitted to, and passing, courses that have barriers in place which should clearly indicate their chances of success. Yet students are being admitted based on other pathways, using additional measures such as portfolios, and this makes a bit of a mockery on the apparent simplicity of the ATAR system.

My own analysis of student ATAR versus GPA is revelatory: the mapping is a very noisy correlation and, apart from the very highest ATARs, we see people who succeed or fail in a way that does not match their representative ATAR. Yes, there are rough ‘buckets’ but at a granularity of fewer than five buckets, rather than the thousand or so we’re pretending to have.

“Reducing six years of education to a single ranking is simplistic, let’s have a constructive debate about what could replace the ATAR alone as a fairer, more comprehensive and contextual measure of academic potential”.

Iain Martin, from this linked opinion piece.

I couldn’t agree more!


Streamlining for meaning.

In yesterday’s musings on Grade Point Average, GPA, I said:

But [GPA calculation adjustment] have to be a method of avoidance, this can be a useful focusing device. If a student did really well in, say, Software Engineering but struggled with an earlier, unrelated, stream, why can’t we construct a GPA for Software Engineering that clearly states the area of relevance and degree of information? Isn’t that actually what employers and people interested in SE want to know?

This hits at the heart of my concerns over any kind of summary calculation that obscures the process. Who does this benefit? What use it is to anyone? What does it mean? Let’s look at one of the most obvious consumers of student GPAs: the employers and industry.

Feedback from the Australian industry tells us that employers are generally happy with the technical skills that we’re providing but it’s the softer skills (interpersonal skills, leadership, management abilities) that they would like to see more of and know more about. A general GPA doesn’t tell you this but a Software Engineering focused GPA (as I mentioned above) would show you how a student performed in courses where we would expect to see these skills introduced and exercised.

Putting everything into one transcript gives people the power to assemble this themselves, yes, but this requires the assembler to know what everything means. Most employers have neither the time nor inclination to do this for all 39 or so institutions in Australia. But if a University were to say “this is a summary of performance in these graduate attributes”, where the GAs are regularly focused on the softer skills, then we start to make something more meaningful out of an arbitrary number.

But let’s go further. If we can see individual assessments, rather than coarse subject grades, we can start to construct a model of an individual across the different challenges that they have faced and overcome. Portfolios are, of course, a great way to do this but they’re more work to read than single measures and, too often, such a portfolio is weighed against simpler, apparently meaningful measures such as high GPAs and found wanting. Portfolios also struggle if placed into a context of previous failure, even if recent activity clearly demonstrates that a student has moved on from that troubled or difficult time.

I have a deep ethical and philosophical objection to curve grading, as you probably know. The reason is simple: the actions of one student should not negatively affect the outcomes of another. This same objection is my biggest problem with GPA, although in this case the action and outcomes belong to the same student at different points in her or his life. Rather than using performance in one course to determine access to the learning upon which it depends, we make these grades a permanent effect and every grade that comes afterwards is implicitly mediated through this action.

Dead-Man's_Curve_in_Lebec,_California,_2010

Sometimes you should be cautious regarding adding curves to address your problems.

Should Past Academic Nick have an inescapable impact on Now and Future Academic Nick’s life? When we look at all of the external influences on success, which make it clear how much totally non-academic things matter, it gets harder and harder to say “Yes, Past Academic Nick is inescapable.” Unfairness is rarely aesthetically pleasing.

An excellent comment on the previous post raised the issue of comparing GPAs in an environment where the higher GPA included some fails but the slightly lower GPA student had always passed. Which was the ‘best’ student from an award perspective? Student A fails three courses at the start of his degree, student B fails three courses at the end. Both pass with the same GPA, time to completion, and number of passes and fails. Is there even a sense of ‘better student’ here? B’s struggles are more immediate and, implicitly, concerns would be raised that these problems could still be active. A has, apparently, moved on in some way. But we’d never know this from simplistic calculations.

If we’re struggling to define ‘best’ and we’re not actually providing something that many people feel is useful, while burdening students with an inescapable past, then the least we can do is to sit down with the people who are affected by this and ask them what they really want.

And then, when they tell us, we do something about changing our systems.