So, I'm toying around with the idea of starting a "microversity" consisting of one program (and one only). It would be a professional doctorate in human resource development (DHRD). Design features would include: Educational prerequisite: earned master's in any field Professional prerequisite: 5 or more years of full-time experience in HRD Subject: Strategic HRD Method: Non-residential Self-paced "taught" component with prepackaged "courses" consisting of readings and learning materials, and measured by papers written on a selection of discussion questions. (Students get the materials, then get a list of 4 discussion questions, selecting one and writing a 5,000-word paper about it.) Internship guided by a coach/mentor, resulting in a strategic work product Successful pursuit of the Certified Professional in Talent Development designation Doctoral thesis of no more than 50,000 words, the result of which advances the practice of HRD The entire process would be guided by a properly certified and degreed coach The school would pursue DEAC accreditation The school would partner with leading organizations in the field, including the Association for Talent Development (ATD) and Chief Learning Officer magazine Target audience: HRD practitioners looking to advance their careers to the highest level Outcome: graduates would be prepared to assume roles at the top of the profession, to practice strategic HRD, and to help lead the profession of HRD Price: Comparable to other doctoral programs from DEAC-accredited schools. There are two entities working in this market, both universities. U of Penn has an EdD for Chief Learning Officers. But it is very small (they've graduated a total of perhaps two dozen in more than 5 years) and very expensive (tuition is more than $120,000). George Mason University has a 6-month certificate program as well. Why a doctorate? Several reasons. First, the degree is designed for practitioners to advance their knowledge to the highest levels of professional practice. Second, the thesis is designed to create real, practical, useful knowledge. Third, credentialing and career growth. Finally, to enhance the HRD profession by expanding its best thinking beyond mere technical practice. Why DEAC? Because it fits the professional doctorate approach, and the school would be too small (without being affiliated with an other accredited university) for the regionals to bother. Finally, this is a professional doctorate, not a scholarly one, so DEAC accreditation would make sense. This would also help keep costs lower. Title IV? No. Too small to maintain that kind of administrative overhead. Look instead to corporate sponsorship and individuals paying. How much of this is done? Other than a specific design for the degree, none. It's a notion I thought I'd toss out there for discussion. Looking forward to comments and questions.