Amber Garrison Duncan, Executive Vice President and Chief Operating Officer of the Competency-Based Education Network (C-BEN), discusses the evolution of competency-based education from seven pioneering institutions in 2013 to over 600 institutions and 1,000 programs today. Drawing from her experience assessing co-curricular learning outcomes in traditional higher education and later as a grantmaker at Lumina Foundation, Garrison Duncan explains how CBE restores the promise of economic mobility by focusing on mastery of skills rather than seat time. She details C-BEN's systems-level work through initiatives like the Center for Skills and the Partnership for Skills Validation, which build consensus across K-12, higher education, and employers on quality standards for skills assessment and validation. The conversation explores how policy shifts like Workforce Pell and state-level innovations in Alabama, Arkansas, and Texas are accelerating the movement toward skills-based credentials, financial aid, and talent management systems. Garrison Duncan emphasizes the urgency of iterative innovation, comparing the current moment to the iPhone era where institutions must test and adapt quickly rather than waiting for lengthy pilot programs, and offers practical guidance for institutions to begin their CBE journey using C-BEN's Quality Framework while building authentic connections between learning outcomes and employer needs. Transcript Julian Alssid: Welcome to the Work Forces Podcast. I'm Julian Alssid. Kaitlin LeMoine: And I'm Kaitlin LeMoine, and we speak with innovators who are shaping the future of work and learning. Julian Alssid: Together, we unpack the complex elements of workforce and career preparation and offer practical solutions that can be scaled and sustained. Kaitlin LeMoine: This podcast is an outgrowth of our Work Forces Consulting practice. Through weekly discussions, we seek to share the trends and themes we see in our work and amplify impactful efforts happening in higher education industry and workforce development all across the country. We are grateful to Lumina Foundation for its past support during the initial development and launch of this podcast, and invite future sponsors of this effort, please check out our workforces podcast website to learn more. And so with that, let's dive in. Julian: Today, we are sharing a Work Forces Rewind of our interview with Amber Garrison Duncan, Executive Vice President and COO of the Competency-Based Education Network, or C-BEN. We decided to revisit this conversation following C-BEN's recent release of "Governing Talent Marketplaces: A Guide for State Leaders" which C-BEN developed in partnership with the National Governor's Association. This is a milestone for C-BEN, providing a roadmap for how states can build the governance and data systems necessary to make skills-based hiring a reality. Amber has long been a leader in this space, and our podcast discussion explores the critical role competency-based education plays in creating more equitable pathways to opportunity. It felt like the perfect time to bring these insights back to the forefront. We will be back in two weeks with our next episode. For now, let's go back to our conversation with Amber. Julian Alssid: You know, Kaitlin, it feels like just yesterday, but it was actually over a dozen years ago now that we were helping to launch College for America at Southern New Hampshire University, which was one of the very first competency-based education models. And back then CBE, it felt like a radical experiment, you know, trying to prove that demonstrating mastery of competencies and not seat time in a course was the key metric to helping people advance their education and careers. Kaitlin LeMoine: Yeah, it's true. And while it does feel like that was just yesterday, the competency based movement has come so far in so many years. While CBE is still viewed as an alternative, non traditional approach by some in the field of education and training, many institutions have and are continuing to holistically implement competency based models to go beyond the traditional credit hour and ensure a curricular emphasis on what learners can do with what they know, and as we think about the intersection of work and learning in which we're all operating, this movement has only been further strengthened as employers further focus on skills based hiring and learners seek to clearly communicate their skills and abilities in a competitive job market. Julian Alssid: Yes, and our guest today is with an organization that's been central to growing the CBE field, Amber Garrison Duncan is Executive Vice President and Chief Operating Officer of the Competency-Based Education Network, or C-BEN. In her role, Amber spearheads initiatives to strengthen collaboration between education and workforce partners with a focus on competency and skill taxonomies and quality assurance before C-BEN, Amber spent eight years as a grant maker at Lumina Foundation, focusing on higher education success. And in her early career, she served in numerous Student Affairs roles at the University of Oregon, Florida State University, the University of Michigan, Hope College, and Texas A&M University. Amber, we're so excited to welcome you to the podcast. Thanks so much for joining us. Amber Garrison Duncan: Well, thank you for having me. It's so exciting to think back to those early days and just also how far we've come. So it's a good moment to reflect. And so thank you for this opportunity. Kaitlin LeMoine: Well, thank you for joining us and for taking this moment in time to both reflect, and I guess maybe, you know, we'll spend a little time thinking about what's ahead as well. So I'm really glad to see you today for this conversation. Amber, and as we get started, we'd love to hear a little bit more about your background and what led you to your role at C-BEN, sure. Amber Garrison Duncan: Well, as you probably heard in my introduction, I had quite a bit of experience on a couple of campuses in higher ed, and are some of what I would call today our legacy institutions that have been around a long time and really are major leaders when you think about higher education. But in my experience there, I was doing assessment in the co-curriculum, and so I was not working in courses, and I was not working in time based measures. I was working on how students apply what they know and can do? How are they doing that and their co-curricular experiences or at work? And then at the University of Oregon, we were just getting to the point where saying, can we validate this and put it on a record for somebody? And so I was having that experience and also saw how hard it was to do, how much of a change it was to think about. Could people be learning outside of the four walls of this classroom, outside this desk, and where are they taking this knowledge? How would I know? And so from that just knew that also it was a lot of change, and was tired as a change maker, banging my head against the wall. So I said, Where else can I go? This is a systemic issue that, again, I worked at institutions across the country. Why is this so hard? And so then decided to pursue something that could support more of the system's change, and was lucky enough to be at Lumina for that which was a really transformative experience for me to see how the ecosystem is set up, why there's a lot of these incentives and barriers to change. And had the fortune to be leading a portfolio called Learning Infrastructure, and that was a portfolio focused on how we make sure that all high quality learning can count. And I learned there that the only way to maybe do that is, if we were to work in competencies and skills. Other countries around the world were figuring this out. We had to figure it out in the US. And luckily, there were seven institutions that said, Hey, we're already trying this Southern New Hampshire being one of those. And so C-BEN's origin story really is, how do we learn as quickly as possible from these seven institutions. Now that was back in 2013 when we were having that initial meeting and conversation. Today we have over 5000 members. There's no way to track fully and know how many CBE programs there are in the US, but we know there's well over 600 institutions that we know of, over 1000 programs. So it's kind of fascinating when we think about turning the ship in higher ed and how hard that is, and that in just 10 years time, we've gone from those early days to where we are now that really are proving out that CBE is a way to provide greater access. It's a way to ensure mastery, for that every learner gets the quality education and the skills they need. And then employers, again, are very much leaning forward to doing their skills based hiring by connecting with CBE programs. So that's like a quick evolution, and my history is just it's all tied up together in those two pieces. And so once I left Lumina, I just said, I really want to continue to be a part of this and continuing to help lead change. And so now I've been at C-BEN for four years, which, again, time flies, but a lot of really exciting progress to see and be a part of people's stories and watch our community grow. Julian Alssid: It is quite a quite a story, and you're right in the thick of it, Amber. And so looking back, you know, you mentioned the seven institutions initially. I'm pretty sure we were, we were one of them at College for America. Amber Garrison Duncan: You were the home of C-BEN at SNHU, yeah. Julian Alssid: Looking back, what are some of the key moments in the evolution of CBE since those early days that led to the growth we see today? Because it really is quite remarkable. Amber Garrison Duncan: It is, it is. Also a couple of things, I would say is we also like to remind folks that CBE, if we look at the theory and science of learning this, goes back 100 years. I mean, we all prob
