Movement Strategy/Recommendations/Iteration 3/Invest in Skills Development/fr
 |
This is an archive for draft recommendations. Visit Strategy/Wikimedia movement/2018-20/Recommendations to read the final recommendations. |
des compétences
Lien avec d'autres recommandations
|
|---|
|
his recommendation proposes the idea of prioritizing skill development throughout the Movement. It is supported by the ‘Manage Internal Knowledge’ recommendation. |
Nous devons investir dans le développement des compétences, à la fois pour les personnes et pour les organisations partenaires, afin qu’elles développent les compétences techniques indispensables à la contribution à nos projets, ainsi que des compétences sociales comme la communication, la résolution des conflits et le dialogue interculturel, pour permettre le changement culturel auquel nous aspirons. La montée en compétences pourra être soutenue par différentes méthodes, notamment par une plateforme proposant des ressources d'apprentissage présentées de manière équitable, transparente et contextualisée, s’appuyant sur l’idée que les connaissances et l’expertise sont partagées.
Pourquoi
|
|---|
|
Currently, training and mentorship are generally inaccessible across the Wikimedia Movement. Our communities struggle to grow and thrive consistently. Newcomers face a steep learning curve and often get discouraged and leave, while seasoned Wikimedians are neither encouraged nor empowered to scale their contributions in the Movement. Stakeholders are frequently isolated, forced to reinvent the wheel instead of accessing, leveraging, and building upon existing capacities. When it does exist, skills development is unevenly distributed, with well-organized, well-resourced projects or groups having greater access to resources than others,[1] and barriers (linguistic, technological, cultural) preventing others from accessing training opportunities and materials.[2] Because we are planning to build a more distributed organization intentionally, the Movement-wide skills imbalance may risk being amplified, unless investment for skill development and training is designed as a priority from the start. Developing the skills of our communities is a necessary prerequisite to achieving the strategic direction in 2030. We will not be able to reach other goals without them. |
Comment
|
|---|
|
To equitably invest in skills development for both stakeholders and partner organizations, we recommend an approach based on several actions. We must start by reducing the need for skills development programs through more effectively leveraging the knowledge we already have. This will involve assessing and mapping current skills that are present as well as those that are needed to support the overall needs of the Movement. This can be done by creating more fluid user experiences and enabling easier access to existing information thanks to effective internal knowledge management. We must build solid learning pathways for individuals and organizations, both online and offline. Online, we should create a coherent and fluid learning experience, preferably through a platform or network of material, offering a wide set of contextualized learning resources about both Wikimedia projects and Movement processes. This includes “learning packs”[3] oriented toward newcomers (individuals, affiliates, or partners), including welcome packs, growth plans, toolkits for them to enter and thrive in our Movement, and delivering skills recognition (eg. through open badges certification) to acknowledge the result of the efforts. Offline, capacity building should be distributed at all levels (individual, local, regional, global), and include multiple formats (train-trainers programs, training, mentoring[4], coaching, workshops, clubs, camps,[5] conferences, and hackathons), creating a dense network of peer-support for both individuals and organizations to grow. This will require both local empowerment so that people can decide what is best for themselves, and global cooordination and evaluation, so that all stakeholders can learn from each other, continually improve, and be recognized for their expertise through a shared certification system. For skills development to grow steadily and equitably, it will need solid investment in terms of resources and staff, with a focus on under- and unrepresented communities.[6] We propose support by a dedicated unit, or a coordinated effort from Movement entities’ staff members to work together tightly, keeping subsidiarity in mind as a principle. |
- Créer une plateforme multi-formats, multilingue et conviviale pour héberger des supports de formation permettant différents types d’apprentissage : autonome, entre pairs, mentorat et réseautage (networking)[7].
- Concevoir des « packs de bienvenue » d’apprentissage pour les personnes et les organisations qui rejoignent notre Mouvement de sorte à intégrer le développement des compétences et des connaissances dans toutes nos pratiques[8].
- Allouer des ressources humaines et financières importantes au développement des compétences pour contextualiser le soutien grâce à du personnel dédié, bien coordonné, et agissant au niveau global et local, ainsi que via des programmes de partenariat[9].
- Créer un système d’évaluation des compétences, qui cartographie les compétences disponibles et manquantes et qui organise un système de reconnaissance officielle des compétences (par ex., au moyen d’Open Badges)[10].