The document provides best practices for searching for and hiring new faculty at a university. It summarizes the composition of the ADVANCE faculty committee and their role in developing guidelines. It outlines recommendations for writing job advertisements, composing search committees, evaluating applicants, interviewing candidates, and considerations for dual career couples. The goal is to promote diversity and inclusion throughout the hiring process to attract the strongest and most diverse pool of candidates.
This presentation discusses developing a multi-faceted approach to assisting dual-career couples through higher education recruitment. It emphasizes the importance of institutional commitment, clear policies and funding, and collaboration across departments and with outside employers. Developing these comprehensive support systems can help institutions recruit and retain top talent by addressing dual-career needs, while also advancing diversity, quality of life, and return on investment goals. Research shows dual-career hiring cannot be ignored if an institution wants success in competitive academic markets.
The document discusses enhancing human service programs through study abroad opportunities. It provides details on:
- The growth in study abroad programs and international service learning opportunities in recent years.
- The benefits of international service learning programs for human services students, such as increased cultural awareness and skills for working in a global context.
- Models for short-term study abroad programs, including island programs led by faculty and direct enrollment programs.
- The process of developing a study abroad program in Costa Rica, including selecting a location, coordinating with various partners, and addressing potential barriers.
- Components of the Costa Rica program, which included service placements, cultural activities, and lessons learned.
- Positive feedback and highlights from students who
This presentation discusses the issue of shortage of talent in the higher education sector and proposes various strategies to overcome the challenges. It discusses faculty talent issues in the indian higher education context.
HPass Snapshot: lessons learned and next steps - ePIC 2018HPass
This document summarizes lessons learned from piloting an open badges program for skills recognition in the humanitarian sector. Key findings include:
- Standards assessment took significant time and effort with some challenges for multi-national organizations.
- Coaching support was crucial, while communities of practice (e.g. web clinics) were also useful.
- The service offering needs better integration, with badges as the medium for recognition.
- A passport-style profile on the myHPass platform is seen as key to future recognition value by allowing skills mapping across frameworks.
- Next steps involve analysis, business planning, fundraising and improvements to tools/processes to launch a minimum viable product in 2019.
Nuclear Weapons Workforce Development Feb 25 2008 V5Jim Tritten
The document discusses the issues facing the development and retention of the nuclear weapons workforce. As the existing knowledgeable workforce retires, a new workforce needs to be recruited and developed with different educational and training opportunities. It proposes several methods to address this, including knowledge management, education partnerships, outreach programs, workforce training, experience tours, competency certification, and establishing a consortium to champion these efforts across government agencies and other organizations.
The Sutton Trust's Making a Statement Research - Jan 2016Sir Peter Lampl
Personal statements are an integral part of the university admissions process in the UK. However, there is strong evidence suggesting this process advantages some types of applicant over others.
This report includes an evaluation of ‘Academic Apprentices’, a pilot programme run for the Sutton Trust by the HE Access Network that helps students from low-income backgrounds with their personal statements by getting them to engage in tailored wider reading and academic activities beyond the A-level syllabus. Each of their statements was subsequently read by a schoolteacher and a Russell Group admissions tutor who graded them according to whether they felt it would increase or decrease the likelihood that the applicant would be offered a place.
This document summarizes a workshop on competency models for human resource development (HRD) professionals. The workshop explores what competency models are, how they are developed and validated, and how HRD professionals can apply them. Participants analyze sample competency models, discuss how models are devised through research, and brainstorm uses of models in contexts like higher education, training departments, and professional associations. The workshop aims to introduce competency models and their applications in the training field.
2014 01-29 commercializing your idea iact jan 2014douglaslyon
John Seiffer will provide burning insights to the commercialization process and why that line about a better mousetrap is completely wrong. He¹ll describe why some ideas make it out of the lab and some don't. He'll cover the different parts of a business model and how to use that information in your work.
Bio:
John Seiffer currently serves as Entrepreneur in Residence for CT Next. He has been an entrepreneur since 1979, and a consultant helping growing companies since 1994. He¹s also an angel investor. In 1998 he was president of the International Coach Federation and in 2012 became President of the Angel Investor Forum. His blog is at www.CEOBootCamp.com.
This presentation discusses developing a multi-faceted approach to assisting dual-career couples through higher education recruitment. It emphasizes the importance of institutional commitment, clear policies and funding, and collaboration across departments and with outside employers. Developing these comprehensive support systems can help institutions recruit and retain top talent by addressing dual-career needs, while also advancing diversity, quality of life, and return on investment goals. Research shows dual-career hiring cannot be ignored if an institution wants success in competitive academic markets.
The document discusses enhancing human service programs through study abroad opportunities. It provides details on:
- The growth in study abroad programs and international service learning opportunities in recent years.
- The benefits of international service learning programs for human services students, such as increased cultural awareness and skills for working in a global context.
- Models for short-term study abroad programs, including island programs led by faculty and direct enrollment programs.
- The process of developing a study abroad program in Costa Rica, including selecting a location, coordinating with various partners, and addressing potential barriers.
- Components of the Costa Rica program, which included service placements, cultural activities, and lessons learned.
- Positive feedback and highlights from students who
This presentation discusses the issue of shortage of talent in the higher education sector and proposes various strategies to overcome the challenges. It discusses faculty talent issues in the indian higher education context.
HPass Snapshot: lessons learned and next steps - ePIC 2018HPass
This document summarizes lessons learned from piloting an open badges program for skills recognition in the humanitarian sector. Key findings include:
- Standards assessment took significant time and effort with some challenges for multi-national organizations.
- Coaching support was crucial, while communities of practice (e.g. web clinics) were also useful.
- The service offering needs better integration, with badges as the medium for recognition.
- A passport-style profile on the myHPass platform is seen as key to future recognition value by allowing skills mapping across frameworks.
- Next steps involve analysis, business planning, fundraising and improvements to tools/processes to launch a minimum viable product in 2019.
Nuclear Weapons Workforce Development Feb 25 2008 V5Jim Tritten
The document discusses the issues facing the development and retention of the nuclear weapons workforce. As the existing knowledgeable workforce retires, a new workforce needs to be recruited and developed with different educational and training opportunities. It proposes several methods to address this, including knowledge management, education partnerships, outreach programs, workforce training, experience tours, competency certification, and establishing a consortium to champion these efforts across government agencies and other organizations.
The Sutton Trust's Making a Statement Research - Jan 2016Sir Peter Lampl
Personal statements are an integral part of the university admissions process in the UK. However, there is strong evidence suggesting this process advantages some types of applicant over others.
This report includes an evaluation of ‘Academic Apprentices’, a pilot programme run for the Sutton Trust by the HE Access Network that helps students from low-income backgrounds with their personal statements by getting them to engage in tailored wider reading and academic activities beyond the A-level syllabus. Each of their statements was subsequently read by a schoolteacher and a Russell Group admissions tutor who graded them according to whether they felt it would increase or decrease the likelihood that the applicant would be offered a place.
This document summarizes a workshop on competency models for human resource development (HRD) professionals. The workshop explores what competency models are, how they are developed and validated, and how HRD professionals can apply them. Participants analyze sample competency models, discuss how models are devised through research, and brainstorm uses of models in contexts like higher education, training departments, and professional associations. The workshop aims to introduce competency models and their applications in the training field.
2014 01-29 commercializing your idea iact jan 2014douglaslyon
John Seiffer will provide burning insights to the commercialization process and why that line about a better mousetrap is completely wrong. He¹ll describe why some ideas make it out of the lab and some don't. He'll cover the different parts of a business model and how to use that information in your work.
Bio:
John Seiffer currently serves as Entrepreneur in Residence for CT Next. He has been an entrepreneur since 1979, and a consultant helping growing companies since 1994. He¹s also an angel investor. In 1998 he was president of the International Coach Federation and in 2012 became President of the Angel Investor Forum. His blog is at www.CEOBootCamp.com.
This presentation discusses valuing start-up and early stage companies. It provides an overview of Carter Morse & Company, including its history, services, focus, clients, industries served, and transaction size. It then discusses traditional valuation approaches and Carter Morse's valuation methodologies, including market, income, and asset approaches. It also addresses private equity valuations and how valuation varies by company stage from seed to later stage/mezzanine, with higher risk and uncertainty early on resulting in a wider value range.
The document discusses a proposed 5-year master's program in computer engineering or electrical engineering at Fairfield University. It notes the program would allow students to earn both a bachelor's and master's degree in 5 years. It also outlines the financial advantages of obtaining a master's degree, with average salaries being higher for those with more education. Connecticut is cited as a good place for technology careers.
This document provides an introduction to the lifting scheme for wavelet construction. Some key points:
- Lifting provides an alternative to classical wavelet transforms for constructing wavelets in an in-place and computationally efficient manner through split, predict, and update steps.
- Simple examples of lifting include the Haar wavelet, which splits data into even and odd indices, predicts the detail as the difference between pairs, and updates to preserve the average.
- The linear interpolation wavelet is also presented, using a higher order predictor and update to reproduce linear functions exactly.
- Lifting allows for fast, in-place computation by overwriting data during the transform without using auxiliary memory. It also facilitates
This document discusses inter-symbol interference (ISI) caused by frequency dependent loss in transmission channels. ISI results in data-dependent jitter and attenuation of high frequency signal components more than low frequencies. This causes signals to take longer to reach their transmitted voltage levels. The document then discusses how equalization techniques can counteract ISI by boosting high frequency components to restore signal shape. It provides examples of transmitter pre-emphasis, receiver equalization, and discrete-time linear equalization using multiple taps with varying coefficients to approximate the inverse channel response.
The document summarizes research on optical orthogonal frequency division multiplexing (OFDM) and its potential implementation. It discusses:
1) OFDM allows efficient use of bandwidth by dividing the spectrum into overlapping subcarriers. This is achieved through orthogonal modulation using techniques like discrete Fourier transform.
2) Optical OFDM could utilize the huge bandwidth of optical pulses for high-speed communication through wavelength division multiplexing and time division multiplexing.
3) Ultrafast pulse shaping techniques like acousto-optic modulators and liquid crystal arrays allow programmable control of optical pulse spectra and could implement optical OFDM modulation and equalization.
This document provides an overview of computer networks, including different topologies for high-speed switching fabrics, common transmission mediums like twisted pair, fiber optics, radio, and Ethernet coax. It also reviews concepts like logarithms, channel capacity, the Hartley-Shannon law, and the seven layers of the OSI model from the physical layer to the application layer. Key networking technologies and protocols are defined at each layer of the OSI model.
This document discusses filter banks in digital communication. It covers topics such as digital transmultiplexing, discrete multitone modulation, precoding for channel equalization, and equalization with fractionally spaced sampling. It provides mathematical formulations and examples related to optimizing filter banks for digital modulation techniques over noisy channels.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
The document discusses the representation and encoding of instructions in a computer's instruction set. It covers the following key points:
- Instructions are encoded in binary machine code and represented using fixed-width instruction formats. The MIPS instruction set uses 32-bit instruction words.
- The MIPS instruction set has two main formats: R-format for register-based operations, and I-format for instructions with an immediate operand or memory address.
- Instruction fields encode information like the operation code, register operands, immediate constants, and function codes. Register numbers are encoded to identify specific registers.
- Hexadecimal representation is used to compactly represent the binary instruction encodings. Instruction decoding interprets the bit patterns according
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help boost feelings of calmness, happiness and focus.
This document discusses lecture capture and its implementation at Montana State University. It covers the reasons for adopting lecture capture, including making lectures available to students who miss class. It also discusses selecting a lecture capture tool based on simplicity and affordability. The document outlines piloting lecture capture with a small number of classes and emphasizing short video segments over full lectures. It stresses the importance of faculty development, including training faculty on using the tools and exploring new pedagogical approaches. Lessons learned include starting small, emphasizing appropriate uses of lecture capture, and getting positive feedback from faculty and students.
The document discusses how traditional approaches to ensuring academic integrity were designed for analog assessment in the past but are ill-suited for today's digital environment of frequent, varied assessment opportunities. It proposes redefining academic integrity to focus on demonstrated student learning and mastery of outcomes through integrated, aligned learning and assessment. Emerging models emphasize a dynamic record of learning over time and assessment of ongoing application of learning through collected work rather than high-stakes exams. This represents a shift from legacy regulatory approaches to those focused on open, digital and continuous assessment.
The document summarizes the MarylandOnline COAT Online Adjunct Faculty Training Project, which aimed to design and pilot an online training course for adjunct faculty. The project had three phases: research and needs assessment (2008-2009), course design and pilot testing (2009-2010), and implementation (2010-2011). The course was well-received and saw higher-than-expected enrollment from both adjunct and full-time faculty across Maryland and other states. Unexpected outcomes included other institutions adopting parts of the course for their own faculty training. The next steps involve using research findings to improve the course and conduct further evaluations.
2010 Developing high quality online doctoral programs2WCET
The document summarizes Keiser University's meticulous preparation for a no findings accreditation visit of their new Doctoral Program in Educational Leadership. Key aspects of their preparation included establishing a pre-program advisory board, developing syllabi with clear program and student learning outcomes, creating comprehensive assessment plans and related documents, and conducting meticulous practice visits. The schedule and facilities were also carefully planned and practiced.
The document also summarizes Texas Christian University's quality improvement model for their online Doctor of Nursing Practice program. They implemented extensive faculty development training, developed standards for online teaching, utilized an online self-assessment tool to collect data and report on course evaluations, student progress, and student learning outcomes. This data was used to identify
2011Students Instructors and Administrators Speak OutWCET
The document summarizes a project to develop open digital courses in developmental mathematics to address challenges in the subject nationally. It describes research conducted with over 570 students, instructors, and administrators from over 150 institutions to understand needs and inform course development. Focus groups provided feedback that digital materials should be simple, include real-world examples, and support multiple pathways for learners. Pilot testing of initial courses will evaluate student outcomes like completion rates compared to traditional models. The goal is to increase access to developmental math courses as a bridge to college for financially disadvantaged students.
This document summarizes Cal State Fullerton's strategy for piloting e-textbooks on campus. It discusses three phases of pilots conducted from 2012-2013 to test integration of e-textbooks into the learning management system and assess student and faculty experiences. The pilots revealed that while students enjoyed certain e-textbook features, adoption is still slow due to high costs and lack of publisher content. The university aims to develop a sustainable enterprise e-textbook model through closer partnerships between vendors, publishers, and academic programs.
The document discusses non-provisioned courses (NPCs) at universities for students and faculty/staff. It describes different types of NPCs including those for student clubs, government, orientation, advising, exams, labs, and instruction. It also covers NPCs for faculty/staff such as committees, compliance training, and discussions. Some pain points mentioned are timely response, budget, authorization, and records. The document proposes solutions like using the student information system, customizing a web GUI, establishing procedures, and payment schedules.
This document summarizes a panel discussion on copyright fair use updates from November 2010. The panelists discussed new rights and ongoing confusion related to copyright fair use in education. They provided an overview of copyright basics and fair use guidelines, ways to determine copyright status, exemptions under the Digital Millennium Copyright Act, and recent copyright cases and articles. Resources on copyright and fair use issues from various universities were also cited.
Cfactor Works Inc. provides social business solutions using social web technologies and strategies. Their approach involves developing strategies in partnership with clients, providing products to address communications, communities, and workforce needs, and integrating these solutions to meet specific business objectives. They aim to unify brands, enable effective communications across enterprises, provide insights into workforce productivity and talent, and ultimately help businesses achieve greater impact and outcomes through social technologies.
Using Professional Competencies in a Global Context to Mentor the Next Genera...Dawn Harris Wooten
This presentation offers some global perspective (Kuwait, South Africa, UK, and US) on the the connection between competency development and career progression for emerging student affairs professionals and the importance of mentoring in both informal and formal methods. Presentation features an intro to NAFSA and ACPA/NASPA Competency Frameworks, resources, and the need for more research on the importance of mentoring to facilitate professionalization of the field.
Getting Beyond _They're Just Not Out ThereSherri Sanders
This document provides suggestions and best practices for developing an inclusive faculty recruitment and retention plan. It discusses common myths used to justify the lack of faculty diversity. It also outlines steps to obtain buy-in for diversity initiatives from faculty. Toolkits and templates are presented to help institutionalize inclusive recruitment strategies throughout the hiring process. Key areas to focus on for enhancing faculty retention include developing an inclusive departmental climate, leadership opportunities, tailored professional development, and establishing supportive policies and procedures.
This presentation discusses valuing start-up and early stage companies. It provides an overview of Carter Morse & Company, including its history, services, focus, clients, industries served, and transaction size. It then discusses traditional valuation approaches and Carter Morse's valuation methodologies, including market, income, and asset approaches. It also addresses private equity valuations and how valuation varies by company stage from seed to later stage/mezzanine, with higher risk and uncertainty early on resulting in a wider value range.
The document discusses a proposed 5-year master's program in computer engineering or electrical engineering at Fairfield University. It notes the program would allow students to earn both a bachelor's and master's degree in 5 years. It also outlines the financial advantages of obtaining a master's degree, with average salaries being higher for those with more education. Connecticut is cited as a good place for technology careers.
This document provides an introduction to the lifting scheme for wavelet construction. Some key points:
- Lifting provides an alternative to classical wavelet transforms for constructing wavelets in an in-place and computationally efficient manner through split, predict, and update steps.
- Simple examples of lifting include the Haar wavelet, which splits data into even and odd indices, predicts the detail as the difference between pairs, and updates to preserve the average.
- The linear interpolation wavelet is also presented, using a higher order predictor and update to reproduce linear functions exactly.
- Lifting allows for fast, in-place computation by overwriting data during the transform without using auxiliary memory. It also facilitates
This document discusses inter-symbol interference (ISI) caused by frequency dependent loss in transmission channels. ISI results in data-dependent jitter and attenuation of high frequency signal components more than low frequencies. This causes signals to take longer to reach their transmitted voltage levels. The document then discusses how equalization techniques can counteract ISI by boosting high frequency components to restore signal shape. It provides examples of transmitter pre-emphasis, receiver equalization, and discrete-time linear equalization using multiple taps with varying coefficients to approximate the inverse channel response.
The document summarizes research on optical orthogonal frequency division multiplexing (OFDM) and its potential implementation. It discusses:
1) OFDM allows efficient use of bandwidth by dividing the spectrum into overlapping subcarriers. This is achieved through orthogonal modulation using techniques like discrete Fourier transform.
2) Optical OFDM could utilize the huge bandwidth of optical pulses for high-speed communication through wavelength division multiplexing and time division multiplexing.
3) Ultrafast pulse shaping techniques like acousto-optic modulators and liquid crystal arrays allow programmable control of optical pulse spectra and could implement optical OFDM modulation and equalization.
This document provides an overview of computer networks, including different topologies for high-speed switching fabrics, common transmission mediums like twisted pair, fiber optics, radio, and Ethernet coax. It also reviews concepts like logarithms, channel capacity, the Hartley-Shannon law, and the seven layers of the OSI model from the physical layer to the application layer. Key networking technologies and protocols are defined at each layer of the OSI model.
This document discusses filter banks in digital communication. It covers topics such as digital transmultiplexing, discrete multitone modulation, precoding for channel equalization, and equalization with fractionally spaced sampling. It provides mathematical formulations and examples related to optimizing filter banks for digital modulation techniques over noisy channels.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
The document discusses the representation and encoding of instructions in a computer's instruction set. It covers the following key points:
- Instructions are encoded in binary machine code and represented using fixed-width instruction formats. The MIPS instruction set uses 32-bit instruction words.
- The MIPS instruction set has two main formats: R-format for register-based operations, and I-format for instructions with an immediate operand or memory address.
- Instruction fields encode information like the operation code, register operands, immediate constants, and function codes. Register numbers are encoded to identify specific registers.
- Hexadecimal representation is used to compactly represent the binary instruction encodings. Instruction decoding interprets the bit patterns according
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help boost feelings of calmness, happiness and focus.
This document discusses lecture capture and its implementation at Montana State University. It covers the reasons for adopting lecture capture, including making lectures available to students who miss class. It also discusses selecting a lecture capture tool based on simplicity and affordability. The document outlines piloting lecture capture with a small number of classes and emphasizing short video segments over full lectures. It stresses the importance of faculty development, including training faculty on using the tools and exploring new pedagogical approaches. Lessons learned include starting small, emphasizing appropriate uses of lecture capture, and getting positive feedback from faculty and students.
The document discusses how traditional approaches to ensuring academic integrity were designed for analog assessment in the past but are ill-suited for today's digital environment of frequent, varied assessment opportunities. It proposes redefining academic integrity to focus on demonstrated student learning and mastery of outcomes through integrated, aligned learning and assessment. Emerging models emphasize a dynamic record of learning over time and assessment of ongoing application of learning through collected work rather than high-stakes exams. This represents a shift from legacy regulatory approaches to those focused on open, digital and continuous assessment.
The document summarizes the MarylandOnline COAT Online Adjunct Faculty Training Project, which aimed to design and pilot an online training course for adjunct faculty. The project had three phases: research and needs assessment (2008-2009), course design and pilot testing (2009-2010), and implementation (2010-2011). The course was well-received and saw higher-than-expected enrollment from both adjunct and full-time faculty across Maryland and other states. Unexpected outcomes included other institutions adopting parts of the course for their own faculty training. The next steps involve using research findings to improve the course and conduct further evaluations.
2010 Developing high quality online doctoral programs2WCET
The document summarizes Keiser University's meticulous preparation for a no findings accreditation visit of their new Doctoral Program in Educational Leadership. Key aspects of their preparation included establishing a pre-program advisory board, developing syllabi with clear program and student learning outcomes, creating comprehensive assessment plans and related documents, and conducting meticulous practice visits. The schedule and facilities were also carefully planned and practiced.
The document also summarizes Texas Christian University's quality improvement model for their online Doctor of Nursing Practice program. They implemented extensive faculty development training, developed standards for online teaching, utilized an online self-assessment tool to collect data and report on course evaluations, student progress, and student learning outcomes. This data was used to identify
2011Students Instructors and Administrators Speak OutWCET
The document summarizes a project to develop open digital courses in developmental mathematics to address challenges in the subject nationally. It describes research conducted with over 570 students, instructors, and administrators from over 150 institutions to understand needs and inform course development. Focus groups provided feedback that digital materials should be simple, include real-world examples, and support multiple pathways for learners. Pilot testing of initial courses will evaluate student outcomes like completion rates compared to traditional models. The goal is to increase access to developmental math courses as a bridge to college for financially disadvantaged students.
This document summarizes Cal State Fullerton's strategy for piloting e-textbooks on campus. It discusses three phases of pilots conducted from 2012-2013 to test integration of e-textbooks into the learning management system and assess student and faculty experiences. The pilots revealed that while students enjoyed certain e-textbook features, adoption is still slow due to high costs and lack of publisher content. The university aims to develop a sustainable enterprise e-textbook model through closer partnerships between vendors, publishers, and academic programs.
The document discusses non-provisioned courses (NPCs) at universities for students and faculty/staff. It describes different types of NPCs including those for student clubs, government, orientation, advising, exams, labs, and instruction. It also covers NPCs for faculty/staff such as committees, compliance training, and discussions. Some pain points mentioned are timely response, budget, authorization, and records. The document proposes solutions like using the student information system, customizing a web GUI, establishing procedures, and payment schedules.
This document summarizes a panel discussion on copyright fair use updates from November 2010. The panelists discussed new rights and ongoing confusion related to copyright fair use in education. They provided an overview of copyright basics and fair use guidelines, ways to determine copyright status, exemptions under the Digital Millennium Copyright Act, and recent copyright cases and articles. Resources on copyright and fair use issues from various universities were also cited.
Cfactor Works Inc. provides social business solutions using social web technologies and strategies. Their approach involves developing strategies in partnership with clients, providing products to address communications, communities, and workforce needs, and integrating these solutions to meet specific business objectives. They aim to unify brands, enable effective communications across enterprises, provide insights into workforce productivity and talent, and ultimately help businesses achieve greater impact and outcomes through social technologies.
Using Professional Competencies in a Global Context to Mentor the Next Genera...Dawn Harris Wooten
This presentation offers some global perspective (Kuwait, South Africa, UK, and US) on the the connection between competency development and career progression for emerging student affairs professionals and the importance of mentoring in both informal and formal methods. Presentation features an intro to NAFSA and ACPA/NASPA Competency Frameworks, resources, and the need for more research on the importance of mentoring to facilitate professionalization of the field.
Getting Beyond _They're Just Not Out ThereSherri Sanders
This document provides suggestions and best practices for developing an inclusive faculty recruitment and retention plan. It discusses common myths used to justify the lack of faculty diversity. It also outlines steps to obtain buy-in for diversity initiatives from faculty. Toolkits and templates are presented to help institutionalize inclusive recruitment strategies throughout the hiring process. Key areas to focus on for enhancing faculty retention include developing an inclusive departmental climate, leadership opportunities, tailored professional development, and establishing supportive policies and procedures.
Hiring Diverse Faculty: Promising PracticesJulia Michaels
University leaders know that a diverse faculty body is essential to excellence in research, teaching, service, and patient care. A diverse faculty contributes to a climate of inclusion on campus and promotes research on a wide variety of topics applicable to individuals from all backgrounds. Having a diverse faculty also encourages the ascension of diverse leaders to senior administrative positions. Although universities have a vested interest in diversifying their faculty, many universities struggle to achieve diversity goals – despite their best efforts. This webinar will explore evidence-based practices for faculty hiring as well as promising practices that could benefit from further testing. The webinar hosts will also share information about an upcoming project to pilot these promising practices, with the goal of improving evidence for strategies that work.
Aspiring National Teaching Fellowship (briefing 3)debbieholley1
Third national webinar about the NTF application process
Individual excellence: of enhancing and transforming student outcomes and/or the teaching profession, demonstrating impact commensurate with the individual’s context and the opportunities afforded by it.
Raising the profile of excellence: of supporting colleagues and influencing support for student learning and/or the teaching profession; demonstrating impact and engagement beyond the nominee’s immediate academic or professional role.
Developing excellence: of the nominee’s commitment to and impact of ongoing professional development with regard to teaching and learning and/or learning support.
A perspective on institutional quality assuranceguest6e7392
The document discusses various aspects of institutional quality assurance in higher education. It covers definitions of key terms, the importance of quality culture and continuous improvement. It emphasizes the need for strategic planning, commitment to quality processes, and adapting to changing needs and global challenges through innovation. The overall message is that effective quality assurance requires holistic evaluation and ongoing enhancement efforts.
Professor Stephanie Watts presents the MSU BEST program, one of 17 national programs funding by NIH to assist and mentor graduate students for careers other than academia
The document outlines the goals and components of the CNICS Mentoring Program. The program aims to foster mentoring relationships to encourage career development for early and mid-career HIV investigators. It will provide one-on-one mentorship, workshops on career topics, and networking opportunities at CNICS meetings. The program will focus on developing career mentors for ongoing guidance and advisors for specific issues. It will also provide training to mentors on best practices. The goals are to facilitate growth of the next generation of HIV researchers and support multidisciplinary HIV research.
TOTAL QUALITY MANAGEMENT IN GRADUATE TEACHER EDUCATION by Maria Michelle Lain...Michelle Arevalo
Total Quality Management or TQM has the ability to incorporate the quality viewpoints of both external and internal stakeholders in an integrated manner and thus allow a wide-ranging method to quality management that will guarantee quality as well as create possible change and improvement.
The document summarizes findings from a case study on attributes of quality programs in universities in Ecuador. It identifies 13 attributes grouped into 5 clusters:
1. Highly qualified participants including faculty and students. Actions to attract these led to positive student outcomes like becoming better professionals.
2. Learning-centered cultures developed through shared program direction between stakeholders and real-world experiences. These improved student direction and skills.
3. Interactive teaching and learning using integrative and tutoring methods. Students benefited with improved problem-solving and communication skills.
4. Connected program requirements like breadth of courses and tangible projects. Students became deeper and more analytical thinkers.
5. Adequate resources for students, faculty
The Executive Master's in Human Resource Development (ExHRD) program at the University of Houston develops leaders to execute organizational strategies by leveraging learning and change from a global perspective. The one-year accelerated program requires students to complete action research projects in their workplace to apply learning theories and frameworks. Classes are delivered face-to-face and online, and students participate in a one-week international assignment during the summer semester. The program is designed for professionals with at least five years of experience who are responsible for learning and change in their organizations.
Wollongong City Council has a strong influence on its local community, and uses its Civil Engineering Cadet Program as one of many tools to not only produce high quality engineers, both technically and professionally, but to enhance the skills and empower the youth of Wollongong, helping to reduce the high unemployment rates of this community. This paper looks at the benefits of this program, outlines difficulties and hopefully sets a platform for other councils to implement similar programs.less
The document discusses best practices for assessing student learning outcomes at the institutional level. It outlines a six-step process for faculty to work through to identify, prioritize, define, map, measure, and analyze learning outcomes. Key aspects of good assessment include using results to inform decisions, having a focus on important goals, active stakeholder participation, communicating results widely, and ensuring results are used fairly and ethically. Regional accrediting bodies outline five principles for institutions around defining learning missions, documenting student learning against standards, compiling evidence from multiple sources, and involving stakeholders in the assessment process.
Finding the right person to join your team is one of the most important tasks you’ll ever complete as a supervisor. At this program you’ll learn how to attract and select the best person for the job, by defining the right selection criteria and using legal and effective interviewing techniques. We’ll also share information about how to add value as part of a search committee, since they are so often used in the hiring process at Williams.
This document summarizes a presentation about holistic admissions. It discusses the benefits of holistic admissions, promising practices institutions are using, and resources available. Specifically, it outlines 12 promising practices like setting clear enrollment goals, diversifying admissions committees, using application components holistically, and viewing standardized test scores as one positive indicator among many. The presentation recommends the website holisticadmissions.org for more information and resources to help institutions implement holistic review processes.
Qualitative Methods Course: Moving from Afterthought to ForethoughtMEASURE Evaluation
This document summarizes a qualitative methods course developed by MEASURE Evaluation and UNC. It provides:
1) An overview of the course which aims to enhance participants' skills in conceptualizing, designing, and managing qualitative evaluation methods through 11 sessions over 7 days of instruction and practical activities.
2) Details on course content including sessions on qualitative paradigms, question development, data collection/analysis, and quality standards. Teaching methods incorporate discussion, presentations, group work and a case study.
3) Evaluation methods for the course including pre/post-tests, daily evaluations, and a final evaluation to measure success and identify opportunities for improvement.
This document discusses various aspects of recruitment, credentialing, selection, and promotion in healthcare organizations. It defines these terms, outlines the purposes and principles of each process, and describes common methods used such as advertising, interviews, testing, and establishing policies. Recruitment aims to attract qualified candidates, credentialing verifies professionals' qualifications, selection determines the best candidates for roles, and promotion rewards high-performing employees with career advancement. The document provides details on how to effectively implement these important human resources processes.
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxEduSkills OECD
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
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ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
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Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
Search bp oct11_2012
1. Best Practices in
Searching For
and Hiring
New Faculty
ADVANCE-NE
Faculty Committee
Concetta DiRusso, Chair
Oct. 11, 2012
2. ADVANCE Faculty Committee 2008-2012
Shireen Adenwalla
Alexandra Basolo
Erin Blankenship
Andrea Cupp
Concetta DiRusso
Tracy Frank
Steve Goddard
Susan Hermiller
Elizabeth Jones
Merlin Lawson
John Meakin
Nancy Myers
Andrzej Nowak
Sheila Purdhum
Brian Robertson
Melanie Simpson
Anu Subramanian
Xiao Zeng
Physics
School of Biological Sciences
Statistics
Animal Science
Biochemistry
Earth & Atmospheric Sciences
Computer Science and Engineering
Mathematics
Civil Engineering
Earth & Atmospheric Sciences
Mathematics
HR, Organization Development
Civil Engineering
Animal Science
Mechanical & Materials Engineering
Biochemistry
Chemical and Biomolecular Engineering
Chemistry
3. The University of Nebraska Board of Regents Policies
pertaining to Equal Opportunity/Affirmative Action Guidelines
(3.1.3) prescribe that:
The University will undertake a vigorous program of
affirmative recruitment for minorities and women in all
job categories in which they are found to be
underutilized (5.b). Therefore, the method by which
faculty positions are advertised should result in a
highly qualified and diverse pool of candidates.
4. Achievement of Excellence
• Breadth of Thought
• Breadth of Experience
• Breadth of Expertise
• Innovation in Approach
• Innovation in Teaching
• Innovation in Research
• Inclusive of all Talent
• Inclusive of all Members
• Inclusive of Diverse Opinions based on experience
5. Why are we doing this?
For them:
SBS
Anthropology
Earth and Atmospheric Sciences
Physics and Astronomy
College of Arts and Sciences
6. Why are we doing this?
For them:
Chemical Engineering
Agricultural Engineering
Electrical Engineering
Computer Engineering
College of Engineering
Electronics Engineering
7. Why are we doing this?
For them:
Statistics
Biochemistry
Institute of Agricultural Sciences
and Natural Resources
Food Science and Technology
Agronomy and Horticulture
10. The Impact of Diversity Practices:
Nobel Prize in Physiology and Medicine 2009
Elizabeth H. Blackburn
Carol W. Greider
Jack W. Szostak
"for the discovery of how chromosomes are protected by
telomeres and the enzyme telomerase”
12. Impact of diversity in the corporate world
Tested the performance of 2,360 companies globally
over the last six years
On average companies with one or more women on
the board delivered higher average returns on equity,
lower gearing, better average growth and higher
price/book value multiples
13. What is the value of a diverse faculty?
Prepares the future generation to be
leaders in a changing global environment
Propagates the image of advanced
scholarship and research as inclusive and
attainable
Erodes stereotypical barriers to
achievement
14. Excellence and diversity go hand in hand:
The search process should ensure that there are
outstanding women and minorities in the
applicant pool
Early in the process define the criteria for “best”:
for the department, for the university, and for
students
Each person hired should know that they were
selected for their excellent credentials and
programmatic fit
15. Where do we stand today?
Prepared by: Mindy Anderson-Knott and Trish Hill, September 18, 2012
16. What are Best Practices?
A best practice is a method or technique that has
consistently shown results superior to those achieved
with other means
Guidelines for process that :
Are based in research from other academic institutions,
from within UNL, and from other ADVANCE programs
Focus on all aspects of the search process
17. What are the steps in the search process?
1. Identification of Need
2. Formulating the position description
3. Advertising the position
4. Search committee composition
5. Search committee charge
6. Search committee process
7. Reviewing applications
8. Ranking applications
9. Development of a preliminary list of candidates
10. Development of a short list of candidates
11. Interviewing short list candidates
12. Final recommendation for hire
18. Writing the Ad
•
Write the “Description of Work” that will appear on PeopleAdmin to
match the ad that you will disseminate.
•
The broadest criteria possible, within the context of the
department/college’s strategic plan, attracts the broadest range of
candidates
•
Be aware that the language used to describe a
position can influence the pool of individuals who
submit an application, thus care should be taken in
crafting the wording
19. Position Description Statement
• Write the ad to clearly state the requirements for teaching, research,
service and extension activities
• Write the ad to ensure that it encourages applicants who are women
and individuals from other underrepresented groups
• Make the ad explicit about the University being an inclusive
community
• Identify in the ad a contact person for additional information. This
could be one or more female members of the search committee
20. Writing the Ad: Inclusive Language
Required at UNL
The Chancellor’s Tag Line:
The University of Nebraska has an active National
Science Foundation ADVANCE gender equity program,
and is committed to a pluralistic campus community
through affirmative action, equal opportunity, work-life
balance and dual careers.
See also: The American Physical Society
http://www.aps.org/programs/minorities/recruitment/ads.cfm
21. Advertising the position: How and Where
Always be in recruitment mode
Hold brainstorming sessions to discuss novel
recruitment strategies
Bring in guest faculty from other departments that
have been successful in the recent past
Attend networking sessions at professional
meetings for women and other underrepresented
groups
Look for information within any professional
society you belong to
22. Advertising the position: How and Where
Keep track of students who present their work at national
meetings; encourage them to check with UNL for job
opportunities
Consider volunteering to judge post-doc and grad student
competitions at national and international meetings to scout
for talent
Invite a diverse group of speakers to UNL for named lectures,
seminar series, etc
Personally contact potential candidates with a targeted
invitation to apply
23. Where to advertise? Online
Examples:
Academic Keys http://www.academickeys.com
http://engineering.academickeys.com
HigherEdJobs
https://www.higheredjobs.com/search/default.cfm
New Scientist Jobs http://jobs.newscientist.com
Science Faculty Jobs http://sciencefacultyjobs.com
24. The Search Committee: Composition
Appoint a diverse committee – inclusive of women and minorities
Consider appointing a member from outside the department to
bring a fresh perspective to discussions
All committee members are required to attend search committee
training offered by the Office of Equity, Access and Diversity
Programs (EADP)
Encourage committee members to become familiar with
ADVANCE documents on best practices for a successful search
25. The Search Committee: Operation
•
Ground Rules
Specify the roles and responsibilities of committee members,
emphasize confidentiality and independence in decision
making
•
Determine how members will communicate with each other and the
campus community; avoid email
•
Openly recognize implicit biases
•
Emphasize members act as representatives of the department/
university, not individual interests
•
Make clear that diversity and excellence are compatible, and
should be dually considered in the course of the search
26. What is implicit bias?
• Bias - a particular tendency or inclination, especially one
that prevents unprejudiced consideration of a question;
prejudice.
• Implicit bias – unacknowledged and/or unconscious
• Implicit gender bias –
Automatic, pervasive and cumulative in its effects
Affects recruitment, hiring, evaluation, promotion and retention
of female faculty
Men and women show similar implicit gender bias
Biases become incorporated into policies and practices
27. Applicant Evaluation and Selection: Bias
•
Keep in mind that letters of recommendation reflect the
opinions of the writer and may be impacted by implicit bias.
•
Periodically re-evaluate whether or not criteria for candidate
selection are being applied uniformly
•
Spend sufficient and equal amounts of time evaluating each
application
•
Provide every member of the committee an opportunity to
express her/his opinion
28. Applicant Evaluation and Selection
• Develop criteria for evaluation:
Minimum qualifications
Preferred qualifications
• Employ an evaluation rubric to ensure all applications are
given equal treatment and that documentation supports the
recommendation to advance further or to table
• Examine the applicant pool to determine if qualified
applicants from underrepresented groups are included in the
initial pool and in the short list
29. Applicant Evaluation and Selection
•
Develop a “long list” using an evaluation rubric to eliminate
unqualified candidates
•
Document clearly why an application is deficient or contains
evidence criteria of the position posting are met
•
Re-evaluate all long list candidates to select the short list pool
using a standardized rubric
•
Examine the list to see whether or not qualified applicants from
under-represented groups are included; consider whether biases
or assumptions have influenced ratings
•
The final short list of candidates with be submitted to EADP for
scrutiny
30. Interviewing Candidates
•
Set aside sufficient time for each candidate to meet with
members of the search committee and other faculty and to
make a presentation to a target professional audience (e.g.
research, teaching)
•
Develop a set of questions asked of all candidates
•
Educate all interviewers, department faculty and personnel
meeting with the candidates about inappropriate questions
revolving around personal issues, religion, health, arrest record
•
Remember each interviewer is responsible for projecting and
promoting a positive, non-threatening environment
•
Give the candidate time to learn about UNL and Lincoln beyond
the department, unit or center
31. Post-interview considerations
•
Invite all individuals that participated in the interview process to
complete an evaluation form
•
Set a time limit on completing the final evaluation and
submission to the search committee chair
•
Submit the final recommendation to the appropriate department
chair, unit head, etc.
•
Decide how to proceed if the top candidate turns the position
down
•
Remember, the search committee makes recommendations
only; negotiations for a position offer and the final offer are the
prerogative of upper level administration
33. Dual Careers at UNL
Percent Partnered Faculty with Potential Dual Career
Opportunity by Gender
STEM vs. Non-STEM
Prepared by: Mindy Anderson-Knott and Trish Hill, September 18, 2012
34. Dual Careers
•
Nationally, approximately 80% of women in STEM fields have an
academic partner
•
Currently, the ADVANCE-NE Office supports the dual career program:
o EADP notifies ADVANCE of short-list candidate's dual career potential
o ADVANCE works with department and target departments to determine
position availability
o Department notifies Advance of interview dates
o ADVANCE pays travel expenses of interviewee
•
ADVANCE-NE has supported the Dual Career Program for 5 years, what
happens in the future?
38. “Men, their rights, and nothing more;
women, their rights, and nothing less.”
Susan B. Anthony
Barbara McClintock
1983 Nobel Laureate
Genetic Transposition
in Maize
Rosalind Franklin
Xray Crysallographer
DNA structure
Editor's Notes
Faculty Profile
The proportion of UNL STEM women faculty in all 26 STEM departments has changed little between 2005 and 2011.
Overall, UNL STEM departments have a smaller representation of women faculty than their CIC counterparts, but this varies by rank (UNL is higher among Assistant Professors) and Department (Six departments rank above their CIC peers, ten rank below, with range of +9% to -16%).
Icon from APS links to:
PhysicsQuest
PhysicsQuest is a story-based activity that exposes middle school students to the fun and relevance of science. APS provides a free PhysicsQuest kit to registered 6-9th grade physical science classes, home school groups, science clubs, and after-school programs. The kit includes a user's manual and materials for four physics experiments.
PhysicsQuest 2012 Winners
Congratulations to Our PhysicsQuest: Spectra Heats Up winners!
Grand Prize: Holly Grove Science Class Holly Grove Christian School Westover, MD
The grand prize winners will receive: A class set of iPods, drinking birds, autographes comics and thermal color changing pencils. The class will also be receiving a $500 gift certificate to Educational Innovations and a Power House kit
Studies have shown letters for women and minorities are on average shorter, provide fewer references to the CV, make more references to personal issues, and contain more “doubt raisers”
Of the 39 searches that were tracked, 16 (41%) had at least one candidate notify the ADVANCE-Nebraska office of a dual career opportunity. This led to 12 partner offers and ultimately four partner hires by Fall of 2011.
Including dual career hires from new searches and those aimed at retaining faculty already at UNL, there have been 10 dual career hires total since the inceptions of the ADVANCE-Nebraska, 8 are still at UNL in Fall 2011.
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