by Kristy Kelly, Director of Writing, School of Writing, Literature, & Film

Just the other day in my Writing 222 class on Argumentation, I asked students to freewrite on the question “What is the connection between grades and learning?” We use labor-based grading in my WR 222 classes, so I initiate conversations with my students early on about what grades do to their learning: where do grades focus their motivation? What emotions do they elicit? What beliefs do they prompt about their capacity to face new learning situations?

The class, like most others to whom I’ve posed this question, had a wide-ranging set of responses. Some reported that grades motivate them to work harder or give them a clearer sense of where they stand in a subject. Others discussed the “academic validation” that grades can provide when they get a high grade, and on the flip side, the sense of deflation and self-doubt that arises when they get a grade lower than expected. Still more referenced the experience of stress, pressure, and anxiety that grades induce, so that taking classes becomes more about protecting a GPA than about deeply engaging with course content. Overall, it was clear just how large grades loom over students’ perception of their own capability as learners, and how grades function as an extrinsic motivation that stimulate anxiety as much or more than engagement.

While the transition into labor-based grading was a little bumpy due partially to the pandemic, it did open up space for students to think more about improving their writing and less about the grade stamped on the work they were able to produce, particularly in the chaotic learning conditions of Covid. Like many composition scholars and teachers nationwide, I started experimenting with labor-based grading to amplify the most rewarding elements of writing classes—exploring difficult questions through research, collaboration in peer review, a deep commitment to revision and reflection—while dialing down the pressures attached to assigning and receiving grades.

The Limits and Benefits of Labor-Based Grading

There are many ways to deploy labor based grading, but the basic concept remains the same: students are guaranteed a particular grade (in the case of my classes, a B) for completing a particular amount of labor according to a shared set of specifications. Students complete more labor—additional assignment components, subsequent rounds peer review, further reflection, and so on—to earn a higher grade.

As Asao Inoue has theorized, this model isn’t simply about reducing stress about grades. It’s also intended to correct inequities steeped into the culture of higher education, which values the performance of academic standards designed to uphold whiteness and white supremacy. From this perspective, evaluating students’ work based on its alignment with “Standard Written English” is itself an act of racism. Attaching evaluation to students’ labor, rather than their performance of a prestige dialect that may not reflect their cultural or educational background, is one small step toward creating a more equitable learning environment.

Any evaluative model, no matter how equity-focused, prompts the question: “equitable for whom?” Our classes still demand letter grades to measure students’ performance, and other scholars of composition have expressed concern that labor-based grading simply trades one inequitable model for another. Perhaps most notably, Ellen Carillo has argued that evaluating students based on labor still privileges some learners over others, and can place multiply-marginalized students, disabled students, or any students who need more time to complete assignments at a distinct disadvantage.

Student Responses to a New Take on Grades

My own students have expressed a similar mix of enthusiasm coupled with healthy skepticism. Skeptics have shared their discomfort with the shift from rewarding the process over the product: some feel that labor-based grading required too much work relative to the amount of labor they’d have put in to get an A on a traditional model. (Those kinds of complaints only convinced me further of the promise of labor-based grading to break out of arbitrary and inequitable standards). Others felt that the model disadvantaged students with less time to devote to the class, or that the additional assignment components felt like “extra” labor, mirror Ellen Carillo’s concerns about accessibility.

But for those who resonated with the model, the consensus was clear: labor based grading gave them more space to test new ideas, reduced the stress of trying to predict what grade they would get, and increased their investment in meeting their writing goals. Students reported getting more enjoyment out of the writing process, feeling the freedom to embrace creativity, and feeling a deeper, intrinsic incentive to improve their writing and analytical thinking skills.

Considering the Switch to Labor Based Grading

As a teacher, you might be wondering: “how can I ensure that my students are actually meeting a shared set of standards if they’re guaranteed a certain grade for submitting an assignment? Couldn’t they turn in anything and still get a B?” I wondered that myself when I first started using this model, and to ensure that students do meet core learning outcomes and benchmarks, we’ve started using a “C- Threshold” that the essay must crest in order to get a B (following the assignment prompt to its specifications, including appropriate citations, responding meaningfully to the assignment topic, and so on).

The need for such a threshold reveals one of the imperfections of labor-based grading: while this model can loosen the pressure to adhere to an arbitrary set of standards, it still results in a grade. And in an educational system where students must retain vigilance about their GPA, course points remain a core incentive for their performance in the class.

But by conceiving of grading as a contract, you and your students can create a shared set of standards that you want to uphold. Some of the strongest writing I’ve seen in my classes has come from collaborating with my students to determine what ingredients lead to an A, B, C, and beyond. While labor-based grading certainly doesn’t cure all inequities, it can increase students’ ownership over their process, create transparency around standards, and give them just a little more space to take creative leaps of faith.

I’ll leave you with a few tips and mindset shifts if you’re considering labor-based grading in your own course:

Tips and Mindset Shifts for Teachers

• Commenting on student writing becomes less about grade justification and more about student improvement.
• You can use additional labor components to emphasize the parts of the writing process you and your students find most valuable: rather than tacking on more assignments, it can be about inviting students to engage more deeply with the writing process, or letting students choose their own path through a project.
• There is a logistical learning curve: what happens when a student completes a portion of an additional labor-based option, for example? Setting up a concrete system and asking students for feedback can help with consistency.
• It can be hard to let go of what grade you think an assignment “should” get—and that’s part of the point.

Tips and Mindset Shifts for Students

• Labor-based grading places more of the onus on the student to decide what aspects of a project they want to opt into or out of. They may need more lead time or direct guidance as they make those decisions.
• Many students are acclimated to the traditional grading system and can feel uncomfortable engaging with grades in a different way. Talking with them about their relationship with grades is a good way to address that!
• Students often view the additional labor components as “extra credit” or may not have an innate sense of how project components fit together. They may need extra clarity about what exactly is required and what the expectations are to earn the additional points.
• While more flexibility can lead to greater growth, it sometimes leads to anxiety at first! Take time early in the term to help students set their own goals, and use plenty of reflection so they can track their progress.

Here’s a list of resources to consult if you’re considering the move to labor-based grading

Back by popular demand! We asked colleagues, “What have you read that has informed your work or resonated for you, and why? This can be reading in any form (e.g., books, articles, videos, podcasts, audiobooks, etc.).” Perhaps you’ll find your first summer read or potential book club option in what OSU colleagues have shared here.

Stephanie Ramos, Associate Director of Undergraduate Research

“Life is like a good cup of coffee, full of flavor and meant to savor” -Bonnie Milletto, Portland, Oregon, Motivational Speaker

In Dedicated to the Cup: Nine Ways to Reinvent a Life, Bonnie Milletto explores the power of reinvention and personal transformation drawing on the journey of self-discovery and growth. Milletto offers practical advice and inspirational stories to help readers unlock their full potential and pursue their dreams. Whether you’re looking to make a career change, start a new project, or simply live more intentionally, “Dedicated to the Cup” provides a roadmap for embracing change and creating a fulfilling life on your own terms. With its engaging storytelling and practical wisdom, this book is a must-read for anyone seeking inspiration and guidance on their journey of personal growth and transformation.

Brenna Gomez, Director of Career Integration, Career Development Center

This academic year I’ve been leading a community read in the Career Development Center on Identity-conscious Supervision in Student Affairs: Building Relationships and Transforming Systems (Valley Library Print, Ebook). We’re 2/3 of the way through the book and have been engaging in rich and vulnerable conversations. The authors encourage readers to understand their own dominant and marginalized identities before bringing identity conversations to supervisees, while paying special attention to power dynamics and conflict. Our office did note that the authors have not yet mentioned consent—always be sure to ask your supervisee before proceeding with a conversation on identity.

Kevin A. Dougherty, Dean of Students

Ralph Ellison’s book, Invisible Man (Valley Library Print), has and will always be a reminder of how I move throughout my personal and professional life. In the beginning of his novel, he says “I am an invisible man. No, I am not a spook like those who haunted Edgar Allen Poe; nor am I one of your Hollywood-movie ectoplasms. I am a man of substance, of flesh and bone, fiber and liquids—and I might even be said to possess a mind. I am invisible, understand, simply because people refuse to see me.” Later in his book on page 577, he says “Life is to be lived, not controlled; and humanity is won by continuing to play in face of certain defeat.” Each of us represents something bigger than ourselves. We should all take the time to understand and see people beyond their exterior or preconceived notions. Ellison’s quote of certain defeat reminds me of what Dr. Maya Angelou once said, “You may encounter many defeats, but you must not be defeated.”

Emily Bowling, Director of Community Engagement & Leadership, Student Experience & Engagement

I’ve been inspired by Cal Newport’s Deep Work and Deep Questions. Deep work is being able to focus on cognitively intense projects. Most people (including me!) need to (re)train their brains for this type of work as a result of constant digital distractions. Practicing deep work allows people to produce better results and experience higher levels of fulfillment. I’ve been working on time blocking to practice greater concentration and deep work. Committing to space outside of the frantic blur of email and DMs. has been rewarding and I’ve noticed how many colleagues are also hungry for this, too!

Nadia Jaramillo Cherrez, Senior Instructional Designer, Ecampus Course Development and Training

Felicia Rose Chavez’s book The Anti-Racist Writing Workshop: How to Decolonize the Creative Classroom(Valley Library Print)comprises elements of a memoir and pedagogical guide that critique the traditional writing workshop model. Chavez’s experiential narrative weaves intentionality and wit to recount her struggles as a workshop participant where control over the process, outcomes, resources, and students reflected white dominance through silence. In response, she created the anti-racist writing workshop model that “imparts a pedagogy of deep listening” (17). This model seeks to foster a sense of community and give Writers of Color a space to exercise their voice. Inspired by her work, I explore how to adapt this model to online learning.

Summer often offers capacity for reflection and planning ahead. As we head into the last few weeks of spring term, we want to highlight what our colleagues from around campus are reading. Perhaps you’ll find your next summer read in the list!

We asked colleagues, “What have you read that has informed your work or resonated for you, and why? This can be reading in any form (e.g., books, articles, videos, podcasts, audiobooks, etc.)”

Liz Delf, Senior Instructor, School of Writing, Literature, and Film

You’re Not Listening: What You’re Missing and Why It Matters by Kate Murphy (Valley Library; Macmillan Publishers)

Oh man, listening is hard. I am a talker! But this book convinced me that it’s worth making the effort to listen more. Murphy argues for the value of listening in relationships, friendships, workplaces, and interactions with strangers… even when you disagree. While this is a valuable area for me to improve on as a faculty member, it also made me think about how to help students listen to a range of ideas and perspectives. Surprisingly varied and enjoyable read.

Know My Name by Chanel Miller (Valley Library; Penguin Random House)

Miller’s memoir of her assault by Brock Turner and the consequent trial is painful—but it is also nuanced, poetic, and powerful. Her insightful close readings of court transcripts are rage-inducing. It’s a fair and important critique of the institutions—including the university—that should have done more in the aftermath of the assault. Miller also lifts up the helpers. The nurses, the advocates, the detectives, the DA, her family. The thousands who wrote to her when her victim’s statement was published. The cyclists who stopped Turner and chased him down. An important story for all of us to hear.

Miguel Arellano, Assistant Director of Outreach, Office of Institution Diversity

Reinventing Paulo Freire: A Pedagogy of Love by Antonia Darder (Valley Library; Routledge)

Caring Democracy: Markets, Equality, and Justice by Joan Tronto (Valley Library; NYU Press)

Some central concepts are unmasking power structures and dominant values that tend to dehumanize people and limit our full potential, individual and collectively, and how we can start shifting our values and practice to create a world that is more just and caring. These books make us consider how care and love (defined as a verb) can be central to our work with students and larger society. P.S. Tronto provides a framework for us!

Funmi Amobi, Instructional Consultant, College Liaison, Center for Teaching and Learning

Ungrading: Why Rating Students Undermines Learning (and What to Do Instead) edited by Susan Blum (Valley Library; West Virginia University Press)

The pandemic brought new attention to an assessment culture that focuses on assessment as learning and for learning, not just as summative measurement of student learning. The accountability paradigm of assessment with its emphasis on using grades to measure student knowledge and ability came under scrutiny. The learning-centric focus of the meaning assessment gained prominence. In Ungrading: Why Rating Students Undermines Learning (and What to Do Instead), edited by Susan Blum, the contributors unequivocally identified grades as the real problem in the assessment of student learning. They advocated for qualitative rather than quantitative assessment of student learning.

Steve Weber, Coordinator of Circulation Services, Library Experience + Access Department (LEAD), Valley Library

That’s Not How We Do It Here!: A Story about How Organizations Rise, Fall—and Can Rise Again by John P. Kotter & Holger Rathgeber (Valley Library; Kotter Inc.)

That an organization needs both innovation and structure to succeed over the long run isn’t novel. However, it isn’t unusual for someone to have an affinity for one approach and a mistrust for the other. Having the concepts presented as a fable made for an enjoyable listen on my commute and suggested new ways to explain why one approach needs the other to thrive to colleagues who might respond better to analogy than charts and graphs.

Marigold Holmes, Assistant Director for Sponsored Programs, Office of International Services

The Good News Network

The Good News Network highlights positive stories from around the world. As an international educator, knowing about political unrest, economic turmoil, natural disasters, etc. is important to offering timely and nuanced support to those I serve. But all too often, people in crisis get defined by the crisis, and I have found that knowing and appreciating the positive stories are equally important, especially in preserving their dignity. At a time when the news is overwhelmingly negative, this site offers a balanced view, reminding us that there is much good in the world and hope for a brighter future.

Many of us have a variety of interactive team-building exercises or activities that we’ve experienced or facilitated during meetings. We also know that getting to know each other in fun and easy ways can take time—and it’s not always easy for everyone to attend the same meetings. Below are a few ideas from for engaging team members asynchronously in fun activities to get to know each other and build community.

1. Share on a common prompt: Posting a prompt on a whiteboard, Jamboard, or on MS Teams gives people the option to weigh in on a prompt when they have time. Writing consultants recently asked each other about Myers-Briggs Personality categories, and then consultants made a chart showing the percentage of the team in each category. We’ve also had prompts for team members to post pictures of pets, share their favorite fall beverages, or weigh in on Oreo flavors.
2. Host a taste test: Our Academic Success Center & Writing Center teams have done this a few times with foods like cupcakes and Girl Scout Cookies. You can create a plan for what to taste test, design a rubric, or post a few prompts on a shared whiteboard, Jamboard, or MS Teams. Keep in mind it can be helpful to ask about any food allergies to ensure folks are able to participate. E.g., you may want to identify vegan, dairy-free, and gluten-free options.
3. Write a story together: Set up a typewriter in a central location that all staff have access to or start a Teams thread or Canvas discussion board with an initial story prompt. Have people reply in the thread and add to the story over a week or two. Give folks a little warning near the deadline so someone can wrap up the story for the team. Once the deadline has passed, share/post the full story with the team.
4. Create a playlist together: Have team members contribute to a playlist that captures the spirit of your team or group. You could also offer a theme as a prompt like “celebrating the end of the school year,” “songs for when there’s snow in April,” or “Sunday afternoon study jams.”
5. Plan for friendly competition: Invite team members to sign up for competitions individually or as teams. For example, the Academic Success Center had a gingerbread house building contest, and student staff across programs signed up for days/times that worked for them. Once all the houses were built, team members and visitors to the space were able to vote and score houses based on criteria like “most delicious looking,” “most likely to survive an earthquake,” and “curb appeal.” Recently Writing Center consultants created a bracket for consultants who wanted to participate in a typing challenge, with deadlines for recording high scores from a typing speed website. Consultants advanced team members until they were left with a final round and top typing score of 134 wpm!

Have other activities that your teams have enjoyed? Leave a comment to share more ideas!