I.C.E. will host the following pre-conference workshops on Monday, November 17. Additional registration is required for these workshops.
Full-Day Pre-Conference Workshops
Half-day Pre-Conference Workshops
I.C.E. Future of Credentialing Summit—More Details Coming Soon
Monday, November 17, 8:30 - 4:00 pm
What threats and opportunities does the Future of Credentialing hold? What external dynamics are at play that could impact credentialing in the future? This full-day workshop will feature concepts from the I.C.E. Future of Credentialing project to include the future of learning, the workforce, and assessments. The workshop will host a variety of speakers from outside the traditional credentialing sector including:
- A representative from Burning Glass to discuss the mismatch between skills and market demand
- IT executives on the future of learning and impact of technology
- Chief HR Officers to discuss the strategic importance of credentialing in enhancing workforce recruitment
- Global credentialing executives on the need to recognize the full range of skills acquired by learners in their lifetime
- Academics to discuss planning for the workforce of the future
This session will be engaging and enlightening. Come interact with your fellow credentialing executives on how to prepare for the future. Seating is limited.
Credentialing 101: An Immersive Learning Experience
Mondday, November 17, 9:00 - 4:00 pm
Presenters: Caitlyn Foley, MS, Technical Director: Measurement, Analytics, and Psychometrics, and Bobbi Vernon, MA, ICE-CCP, Senior Director, Learning & Development, Global Skills X-Change (GSX)
Raise your hand if you’ve completed a training program, received a digital badge, and LinkedIn celebrated your accomplishment by announcing to your network that you have earned a new certification. It seems every professional accomplishment nowadays is deemed a certification, and it’s creating confusion–if not chaos–with all of the new “certifications” flooding the market.
Some challenges include:
- Locating and selecting a credentialing program that best aligns with the person’s needs
- Determining whether the credential actually delivers the desired outcomes
- Evaluating the cost of the credential versus the derived value of the learning experience
- Wondering whether the designation truly carries any market value
- Comparing the ongoing cost of credentialing to the cost and benefits of earning a college degree
While this workshop will not solve these challenges, it is designed to start with the fundamentals by defining the key characteristics of four main credentialing types: certification, assessment-based certificates, certificate programs, and microcredentials. The workshop is geared toward those who are new to credentialing or who want to have a better understanding of how to differentiate, talk about, and market these credentials. This will be an immersive, all-day learning experience where participants will work in small groups to design and prototype each of the four major credential types.
Learning Objectives
- Upon completion, participants will be able to define the four main credential types: certification, assessment-based certificates, certificate programs, and microcredentials.
- Upon completion, participants will be able to compare and contrast the key characteristics of the four main credential types.
- Upon completion, participants will be able to explain the high-level processes associated with developing the four main credential types.
- Upon completion, participants will have designed prototypes for each of the four main credential types.
Psychometrics for the non-Psychometrician
Moday, November 17, 8:00 - 11:00 am
Presenters: Jennifer Banek, ICE-CCP , Senior Examinations Coordinator, NBRC; Krystina Davidson, ICE-CCP, Senior Manager of Credentialing Development, ISACA; Beth Kalinowski, MBA, SPHR, AMA-CPM, ICE-CCP, LFCA, CMQ/OE, Senior Director, Client Success, PSI
Psychometrics doesn’t have to be mysterious. In this session, we’ll unpack the foundational concepts behind assessments—validity, reliability, fairness, and more—without the jargon. Whether you're an executive director, program manager, board member, or just assessment-curious, you’ll leave with a clearer understanding of how psychometricians think and why they often say, “It depends.”
We'll explore what common statistical terms actually mean in practice (even standard deviation), how data informs test design, and why there’s rarely a one-size-fits-all answer in measurement. This isn’t a stats lecture—it’s a plain-language, real-world look at the science that shapes our decisions about tests and test-takers.
Expect interactive examples, a-ha moments, and plenty of time for questions. If you've ever nodded along in a meeting while secretly wondering what "item response theory" is—or if you're just ready to finally understand why psychometricians provide the advice they do—this is the session for you!
No math degree required. Curiosity encouraged!
Learning Objectives
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Explain fundamental psychometric concepts (e.g., reliability, validity, standard error) in a way that anyone can understand and apply.
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Read and interpret assessment scores, including scaled scores, percentiles, and standard deviations.
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Explain how psychometric principles impact fairness, accessibility, and bias in testing, and how to advocate for sound assessment practices.
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Demonstrate how to leverage psychometric data for decision-making without deep technical expertise.
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Highlight frequent misunderstandings in testing (e.g., equating raw scores with proficiency, misusing cut scores) and how to avoid them.
Creating Agile and Effective Internal Governance and Incident Response Structures
Monday, November 17, 1:00 - 4:00 pm
Presenters: Stephanie R. Dille, MBA; Allison Mulford, J.D., MBA, CIPP-E, Attorney, Mulford & Associates, LLC; Jennifer Ancona Semko, JD, Partner, Baker McKenzie; Rachel R. Watkins Schoenig, JD , CEO, Cornerstone Strategies, LLC
Responding to technology advances, industry trends, emerging threats, and critical incidents is both an art and a science. Do it well, and your organization will experience a competitive advantage, create goodwill, and build trust. Do it poorly and it can result in loss of trust, angry customers, and a significantly reduced market position.
How can a testing program best position itself to meet the ever changing technology, business, and regulatory landscape? How can a testing program plan ahead to ensure it is prepared for new technology changes without creating a maze of red tape that can stifle innovation and creativity? What can be done to position programs to successfully address emerging threats or a critical incident without creating a structure that responds too slowly or in a manner that is tone-deaf to the needs of the market? What structures and policies are recommended and how can those be modified to fit an organization’s risk tolerance and industry-specific needs?
Join experienced and passionate presenters who get it, because they’ve been there and understand the challenges that organizations face when needing to move quickly but in a coordinated way. Together, presenters and attendees will engage in a hands-on workshop that will use case studies, true-to-life hypotheticals, and industry best practices to help guide and encourage organizations to develop tools that are right-sized for their program and their industry. We will explore both the research and the art behind responding to critical incidents, and share what has worked – and what has failed – when responding to new technologies, industry trends, emerging threats, and critical incidents. Attendees will leave with actionable insights and next steps to evaluate, revise, or create more effective internal governance and incident response structures. This is an investment in your future that you won’t want to miss!
Learning Objectives
- Explain the importance of establishing internal governance structures and policies for addressing new technologies such as AI,and evaluate how to create a structure that aligns with its unique business needs and risk tolerance.
- Define the benefits of establishing incident response plans and teams, including for data privacy, exam security and operational incidents, and evaluate how to create a structure that includes key stakeholders.
- List actionable steps they can take to evaluate, refine or establish key internal governance and incident response capabilities upon return to the office