My department (physics at the U of MN) uses PBL for the students it really cares about, which is to say senior grad students working on their Ph.D.’s. Ph.D. candidates are the students the Department has decided to educate as well as possible regardless of cost, and the education they receive is entirely based on apprenticeships, designing and solving projects, long conversations, extended relationships and mentoring. Advisors guide and consult, suggesting new avenues of research and listening as much as talking. This is what the Department does when it has decided to ignore cost, and to go for the finest education possible.
I find it very interesting that there are no tests, bubble-sheets, drills, skill-tests, lectures, worksheets or curriculum standards in the Ph.D. candidate program. Even my Department knows, at its heart, that the finest education comes from long, involved, projects, and this is the best way there is to educate people!
It is true that Ph.D. candidates are an extremely unusual lot, and are many sigma into the tails of all distributions, but it is interesting that the project-apprentice-mentor-PBL model is used by all Ph.D. programs I’ve ever heard of, and that it always has been… Could it be because it’s the model that really works?
June 1, 2006
