Science.gov

Sample records for academic workforce deans

  1. The Academic Dean.

    ERIC Educational Resources Information Center

    Bowker, Lee H.

    1981-01-01

    The role of the academic dean, role conflicts, and the occupational experiences and performance of deans are considered. Role conflict for academic deans is related to clashing constituencies, role ambiguity, lack of correspondence between organization requirements and the personalities of incumbent deans, changing organizational needs over time,…

  2. The Resource Handbook for Academic Deans.

    ERIC Educational Resources Information Center

    Allan, George, Ed.

    This book collects 42 papers on the role of the academic dean. Papers are grouped into sections on what a dean is, becoming a dean, curriculum, personnel, legal matters, finances, academic publications, and "real life." The papers are: "The Ethics of Deaning" (Charles Masiello); "Collegial Relations" (Len Clark); "Access to the Dean" (George…

  3. The Dean as Chief Academic Officer.

    ERIC Educational Resources Information Center

    Erwin, John Stuart

    2000-01-01

    This chapter examines the different aspects of the dean's role as chief academic officer (CAO) in the community college, including curriculum development, community engagement, and instructional technology. Whether his or her title is dean or academic vice-president, the CAO has primary responsibility for coordinating curriculum development and…

  4. Leadership Styles of Community College Academic Deans

    ERIC Educational Resources Information Center

    Sypawka, William; Mallett, William; McFadden, Cheryl

    2010-01-01

    The future of the community college system will depend on sound leadership, and its success will rely on how well academic deans effectively direct their units. The study investigated the dean's leadership styles using Bolman and Deal's Leadership Orientation Instrument to discover their primary leadership frame with a focus on how data may be…

  5. Academic Deans: Keep the Heart Pumping.

    ERIC Educational Resources Information Center

    Sbaratta, Philip

    1983-01-01

    Examines the responses of 15 academic deans in Massachusetts community colleges to questions on recognizing, nurturing, encouraging, and rewarding teaching excellence. Concludes that mediocrity and doing the minimum prevail unless the recognition of special talent, encouragement of effort, and direct rewards are coordinated. (DMM)

  6. Career Paths of Academic Deans.

    ERIC Educational Resources Information Center

    Wolverton, Mimi; Gonzales, Mary Jo

    This paper examines various career paths leading to deanship and considers the implications of the findings for women and minorities who aspire to this position. The paper is part of a larger study of academic deanship conducted by the Center for Academic Leadership at Washington State University between October 1996 and January 1997. Data for the…

  7. Business School Deans on Student Academic Dishonesty: A Survey

    ERIC Educational Resources Information Center

    Brown, Bob S.; Weible, Rick J.; Olmosk, Kurt E.

    2010-01-01

    While students and, to a lesser extent, faculty have been surveyed about the student academic dishonesty issue, deans have been virtually ignored. This paper reports the results of an online survey of business school deans on the issue. Deans' perceptions of the level of student academic dishonesty in their schools were much lower than the levels…

  8. The Academic Dean: Dove, Dragon, and Diplomat. Second Edition.

    ERIC Educational Resources Information Center

    Tucker, Allan; Bryan, Robert A.

    This book is a guide to the many roles of an academic dean who has jurisdiction over academic departments and programs that include faculty members, budget, and curricula in colleges and universities. The work advises on ways to recognize and solve the problems that confront academic deans. The topics treated include the following: the allocation…

  9. Gender Differences in Resilience of Academic Deans

    ERIC Educational Resources Information Center

    Isaacs, Albert J.

    2014-01-01

    The purpose of this investigation was to determine the difference in the levels of resilience characteristics between male and female deans within a state university system. Resilience is the ability to operate in a changing environment while consistently maintaining one's effectiveness. This quantitative study utilized the survey, Personal…

  10. Academic Deans' Views on Curriculum Content in Medical Schools.

    ERIC Educational Resources Information Center

    Graber, David R.; Bellack, Janis P.; Musham, Catherine; O'Neil, Edward H.

    1997-01-01

    A survey of academic deans (n=100) in universities associated with medical and osteopathy schools found that administrators' attitudes about curriculum content are being influenced by changes in health care delivery and an increasingly generalist orientation. There appears to be support for medical school curricula fostering a broader, more…

  11. The Social Dimension of Academic Discipline as a Discriminator of Academic Deans' Administrative Behaviors

    ERIC Educational Resources Information Center

    Del Favero, Marietta

    2005-01-01

    This national study of academic deans examined the social and cognitive dimensions underlying disciplinary variations in respondents' self reports of their administrative behavior. Discriminant analyses identified significant linear functions that distinguished behaviors of deans from hard/pure, hard/applied, soft/pure, and soft/applied discipline…

  12. An Examination of the Relationship between Academic Discipline and Cognitive Complexity in Academic Deans' Administrative Behavior

    ERIC Educational Resources Information Center

    Del Favero, Marietta

    2006-01-01

    This study investigates Braxton and Hargens' (1996, Variations among academic disciplines: Analytical frameworks and research. "Higher Education: Handbook of Theory and Research." Vol. XI, pp. 1-45) assertion of the profound and extensive effects of academic discipline as it might pertain to administrative work. Academic deans in research and…

  13. The Role of Academic Deans as Entrepreneurial Leaders in Higher Education Institutions

    ERIC Educational Resources Information Center

    Cleverley-Thompson, Shannon

    2016-01-01

    To help address enrollment and financial challenges institutions of higher learning may benefit by having a better understanding of entrepreneurial leadership orientations, or skills, of academic deans. This study revealed several significant correlations between the self-reported entrepreneurial orientations of academic deans in upstate New York,…

  14. Leadership Orientations and Conflict Management Styles of Academic Deans in Masters Degree Institutions

    ERIC Educational Resources Information Center

    Kimencu, Linda

    2011-01-01

    Previous research suggests that academic deans follow the human relations and structural perspectives in conflict management (Feltner & Goodsell, 1972). However, the position of an academic dean has been described to have undertones that are more political and social than hierarchical and technical. Hence, the current study evaluated the role of…

  15. Three Studies on the Leadership Behaviors of Academic Deans in Higher Education

    ERIC Educational Resources Information Center

    Brower, Rebecca

    2013-01-01

    This three article mixed methods dissertation is titled "Three Studies on the Leadership Behaviors of Academic Deans in Higher Education." Each article is based on a sample of 51 academic deans from a three state region in the Southeastern United States. In the first study, the results of the statistical analyses reinforce the gender…

  16. Academic Deans: An Analysis of Effective Academic Leadership at Research Universities.

    ERIC Educational Resources Information Center

    Martin, Judith L.

    This study sought to understand the roles and characteristics of individuals identified as effective academic deans at public research universities. The study used an inductive grounded theory approach guided by a broad conceptual framework and was guided by the broad constructs of quality/culture, teamwork/governance, and analysis/knowledge. In…

  17. Demographic Trends in Australia's Academic Workforce

    ERIC Educational Resources Information Center

    Hugo, Graeme

    2005-01-01

    The ageing of the Australian population and its implications are now well-established on the Australian public policy agenda. Part of this interest is in its impacts on the Australian workforce. It is less well known that different segments of that workforce have quite different age structures. The academic sector has one of the oldest workforces…

  18. The Interconnections Between Job Satisfaction and Work-Related Stress in Academic Deans.

    ERIC Educational Resources Information Center

    Wolverton, Mimi; Wolverton, Marvin L.; Gmelch, Walter H.

    This study examined the interrelationships between stress, job satisfaction, and other exogenous influences among academic deans at American colleges and universities. A total of 579 deans from a sample of 360 colleges and universities responded to a mailed survey, which included the Role Conflict and Role Ambiguity Questionnaire (Rizzo et al.,…

  19. The Importance of Academic Deans' Interpersonal/Negotiating Skills as Leaders

    ERIC Educational Resources Information Center

    Wepner, Shelley B.; Henk, William A.; Clark Johnson, Virginia; Lovell, Sharon

    2014-01-01

    Four academic deans investigated when and how they used interpersonal/negotiating skills to function effectively in their positions. For two full weeks, the deans coded their on-the-job interactions during scheduled meetings, informal meetings, spontaneous encounters/meetings, telephone calls, and select email. Analyses revealed that the…

  20. The Junior College Academic Dean's Leadership Behavior as Viewed by Superiors and Faculty.

    ERIC Educational Resources Information Center

    Verbeke, Maurice George

    This study is concerned with the leadership behavior of the junior college academic dean. It illuminates administrative relationships that may be significant for institutions preparing future junior college administrators, for the dean occupies a position between the president and the faculty. This study was based on the perceptions and…

  1. Physics Academic Workforce Report, 2000. AIP Report.

    ERIC Educational Resources Information Center

    Ivie, Rachel; Stowe, Katie; Czujko, Roman

    This report discusses trends in the physics academic workforce and the implications of these trends for the future academic job market. In March 2000, a survey was sent to 766 U.S. physics departments that grant at least a bachelor's degree in physics, and 725 responses were received, a response rate of 95%. Degree-granting physics departments in…

  2. Leadership in Higher Education: An Analysis of the Leadership Styles of Academic Deans in Ohio's 13 State-Supported Universities

    ERIC Educational Resources Information Center

    Thrash, Alberta B.

    2009-01-01

    The role of academic deans is critical to the success of higher education academic institutions. However, little is known about the leadership styles of these chief academic officers. This study illustrated the leadership approach of Ohio's academic deans in the 13 state-supported universities. This quantitative study researched and analyzed…

  3. Academic Libraries and High-Impact Practices for Student Retention: Library Deans' Perspectives

    ERIC Educational Resources Information Center

    Murray, Adam

    2015-01-01

    Numerous studies on retention have highlighted the role of student engagement in influencing students' withdrawal decisions. This study seeks to address how academic libraries affect student retention by examining the perception of academic library deans or directors on the alignment between library services and resources with ten nationally…

  4. Academic Deans' Perceptions of Current and Ideal Curriculum Emphases.

    ERIC Educational Resources Information Center

    Graber, David R.; O'Neil, Edward H.; Bellack, Janis P.; Musham, Catherine; Javed, Tariq

    1998-01-01

    A survey of 57 dental school deans concerning current and ideal curricular emphases in 33 topic areas identified three that were rated highly as ideals: health promotion/disease prevention; primary care; and effective patient-provider relationships/communication. The most significant barrier to reform was an already crowded curriculum. Deans…

  5. Leading Schools of Education in the Context of Academic Capitalism: Deans' Responses to State Policy Changes

    ERIC Educational Resources Information Center

    McClure, Kevin R.; Teitelbaum, Kenneth

    2016-01-01

    State education policy changes have contributed to a reduced interest in teaching and a decreased enrollment in education degree programs in North Carolina, USA. Pressure to cut budgets and generate revenue has added to a climate of academic capitalism influencing the ways in which deans lead schools of education. The purpose of this mixed-methods…

  6. Ethical Decision-Making in Academic Administration: A Qualitative Study of College Deans' Ethical Frameworks

    ERIC Educational Resources Information Center

    Catacutan, Maria Rosario G.; de Guzman, Allan B.

    2015-01-01

    Ethical decision-making in school administration has received considerable attention in educational leadership literature. However, most research has focused on principals working in secondary school settings while studies that explore ethical reasoning processes of academic deans have been significantly few. This qualitative study aims to…

  7. The Dean's Grant Program: An Approach to Academic Change in Higher Education. Final Program Report.

    ERIC Educational Resources Information Center

    Covert, Angela Manetti

    An onsite study of two major program areas (faculty development and curriculum revision) in a national sample of 11 Dean's Grant Program projects sought to increase understanding of how academic innovation and change occur in higher education, and the processes for effectively managing change. Case study methodology was used, and data were…

  8. Becoming Dean: Selection and Socialization Processes of an Academic Leader

    ERIC Educational Resources Information Center

    Enomoto, Ernestine; Matsuoka, Jon

    2007-01-01

    In this qualitative case study, we offer an insider's perspective on the selection and socialization processes of an academic leader. The primary method of data collection was through a series of interviews with the candidate over a five-year period. Analysis drew from an organizational socialization model devised by Saks and Ashforth, which…

  9. Determining Education Deans' Priorities.

    ERIC Educational Resources Information Center

    Bruess, Clint E.; McLean, James E.; Sun, Feng

    The academic deanship is among the least studied and most misunderstood positions in the academy. The purpose of this study was to identify the functions that experienced deans found most important. This survey of education deans used a paired-comparison method. The survey was administered to all the deans/chairs of education who were members of…

  10. Models of Institutional Governance: Academic Deans' Decision-Making Patterns as Evidenced by Chairpersons. ASHE 1985 Annual Meeting Paper.

    ERIC Educational Resources Information Center

    McCarty, Donald J.; Reyes, Pedro

    The perceptions of department chairpersons concerning the leadership roles of academic deans in several schools/colleges of a major research university were identified, based on interviews with 55 chairpersons. The typical chairperson was male, from the College of Letters and Science, had served for about 4 and one-half years, was a full…

  11. The Selection of a Dean in an Academic Environment: Are We Getting What We Deserve?

    ERIC Educational Resources Information Center

    Harvey, Michael; Shaw, James B.; McPhail, Ruth; Erickson, Anthony

    2013-01-01

    Purpose: The purpose of the development of the paper was due to the seemingly endless searching for deans to replace the former dean of three to four years. Design/methodology/approach: The paper was developed around the present relevant secondary data. Findings: The key findings of the paper were that deans were being replaced due to the…

  12. Academic Workforce Report, 1997-98. AIP Report.

    ERIC Educational Resources Information Center

    Ivie, Rachel; Stowe, Katie

    This report issued by the American Institute of Physics presents data on various aspects of the physics academic workforce. For the school year 1997-98, the institute measured the number of physics faculty, number of women faculty, turnover rates, retirement rates, new hires, frozen positions, and faculty recruitment efforts. Data suggest that the…

  13. Building a sustainable clinical academic workforce to meet the future healthcare needs of Australia and New Zealand: report from the first summit meeting.

    PubMed

    Windsor, J; Searle, J; Hanney, R; Chapman, A; Grigg, M; Choong, P; Mackay, A; Smithers, B M; Churchill, J A; Carney, S; Smith, J A; Wainer, Z; Talley, N J; Gladman, M A

    2015-09-01

    The delivery of healthcare that meets the requirements for quality, safety and cost-effectiveness relies on a well-trained medical workforce, including clinical academics whose career includes a specific commitment to research, education and/or leadership. In 2011, the Medical Deans of Australia and New Zealand published a review on the clinical academic workforce and recommended the development of an integrated training pathway for clinical academics. A bi-national Summit on Clinical Academic Training was recently convened to bring together all relevant stakeholders to determine how best to do this. An important part understood the lessons learnt from the UK experience after 10 years since the introduction of an integrated training pathway. The outcome of the summit was to endorse strongly the recommendations of the medical deans. A steering committee has been established to identify further stakeholders, solicit more information from stakeholder organisations, convene a follow-up summit meeting in late 2015, recruit pilot host institutions and engage the government and future funders.

  14. Building a sustainable clinical academic workforce to meet the future healthcare needs of Australia and New Zealand: report from the first summit meeting.

    PubMed

    Windsor, J; Searle, J; Hanney, R; Chapman, A; Grigg, M; Choong, P; Mackay, A; Smithers, B M; Churchill, J A; Carney, S; Smith, J A; Wainer, Z; Talley, N J; Gladman, M A

    2015-09-01

    The delivery of healthcare that meets the requirements for quality, safety and cost-effectiveness relies on a well-trained medical workforce, including clinical academics whose career includes a specific commitment to research, education and/or leadership. In 2011, the Medical Deans of Australia and New Zealand published a review on the clinical academic workforce and recommended the development of an integrated training pathway for clinical academics. A bi-national Summit on Clinical Academic Training was recently convened to bring together all relevant stakeholders to determine how best to do this. An important part understood the lessons learnt from the UK experience after 10 years since the introduction of an integrated training pathway. The outcome of the summit was to endorse strongly the recommendations of the medical deans. A steering committee has been established to identify further stakeholders, solicit more information from stakeholder organisations, convene a follow-up summit meeting in late 2015, recruit pilot host institutions and engage the government and future funders. PMID:26332622

  15. "Bridge over Troubled Water": Phenomenologizing Filipino College Deans' Ethical Dilemmas in Academic Administration

    ERIC Educational Resources Information Center

    Catacutan, Maria Rosario G.; de Guzman, Allan B.

    2016-01-01

    This phenomenological study intends to capture and describe Filipino college deans' lived experiences of ethical dilemmas as they carry out their work as administrators. Using semi-structured in-depth interviews and following Collaizzi's method, data was collected and subjected to cool and warm analyses yielding a set of themes and sub-themes that…

  16. Designing an Academic Building for 21st-Century Learning: A Dean's Guide

    ERIC Educational Resources Information Center

    Leather, Deborah J.; Marinho, Rita Duarte

    2009-01-01

    For the last few decades, improving learning space has generally meant renovations to existing space, because raising new buildings has simply not been within most public or private institutions' budgetary capacity. But sometimes, the opportunity to oversee the development of a new building occurs. The dean who is given such an important project…

  17. Reaping what we sow: the emerging academic medicine workforce.

    PubMed

    Jeffe, Donna B; Andriole, Dorothy A; Hageman, Heather L; Whelan, Alison J

    2008-09-01

    National efforts to increase diversity of academic medicine faculty led us to study the evolution of medical graduates' academic medicine career intentions. We conducted a retrospective cohort study of 1997-2004 U.S. allopathic medical graduates who completed both the Association of American Medical Colleges' Matriculating Student Questionnaire and Graduation Questionnaire, categorizing the evolution of academic medicine career intentions (sustained, emerging, diminished and no intent) by similarities/differences in graduates' responses to the career choice question on both questionnaires. Multivariable logistic regression models identified independent predictors of sustained and emerging intent (compared with no intent) and diminished intent (compared with sustained intent). Of 87,763 graduates, 67% indicated no intent, 20% emerging intent, 8% sustained intent and 5% diminished intent to pursue an academic medicine career. Asians were more likely and underrepresented minorities less likely to have sustained and emerging intent. Women were more likely to have emerging intent. Graduates planning more extensive career involvement in research at matriculation and reporting greater satisfaction with the quality of their medical education, higher clinical clerkship ratings, and lower debt were more likely to have sustained and emerging intent and less likely to have diminished intent. Graduates planning to practice in underserved areas and choosing family medicine were less likely to have sustained and emerging intent and more likely to have diminished intent (all p < 0.05). Findings can inform efforts to develop an academic medicine workforce that can meet our nation's healthcare needs and more equitably reflect the diversity of our society and medical student population. PMID:18807430

  18. The Academic Administrator and the Law: What Every Dean and Department Chair Needs To Know. ASHE-ERIC Higher Education Report, Vol. 26, No. 5.

    ERIC Educational Resources Information Center

    Toma, J. Douglas; Palm, Richard L.

    This report examines the role of the college dean or department head in relation to legal issues in higher education. The first section offers principles of the law, the courts, and counsel. It addresses types of legal issues, internal and external sources of the law, deference to academic and behavioral decisions, the distinction between public…

  19. Workforce Development and Renewal in Australian Universities and the Management of Casual Academic Staff

    ERIC Educational Resources Information Center

    May, Robyn; Strachan, Glenda; Peetz, David

    2013-01-01

    Most undergraduate teaching in Australia's universities is now performed by hourly paid staff, and these casual academics form the majority of the academic teaching workforce in our universities. This recent development has significant implications for the careers and working lives of those staff, for other academic staff, and for students,…

  20. The dean as spiritual leader.

    PubMed

    Evans, C

    1998-06-01

    These are hard times for medical school deans--high turnover among deans, the fiscal distress of many medical schools, the gap between what deans expect the job will be and what is required of them, the stark differences between what the job of dean is today and what it was in the past, and the threats to the academic missions of education and research. Using stories, anecdotes, and parables, the authors illustrates how these very difficulties might be an opportunity to rethink the role of deans and to re-examine the attributes and skills required of successful deans today. The ultimate goals of medical education have not changed, but the drastic nature of the changes taking place all around, and within, medical education make it more critical than ever to keep in mind what is really important. Deans must be exquisitely attuned to what is really important and they must make sure that the academic medical community never loses sight of what that is. To do that, deans must be deeply rooted personally in the enduring values and commitments that inform medicine as a profession and a vocation and in the fundamental values of medical education and scholarship; they must personify and embody these values; and they must remind us of these values and inspire us to embrace them and be guided by them. This is the sense in which deans must be "spiritual" leaders--that is, through their personal example, they must rekindle and engage the spirit of those working on behalf of the academic mission. While the need for fiscal expertise, management skills, and diplomatic and interpersonal skills in deans is widely acknowledged, the need for sensitivity to the spiritual dimensions of the work of deans has not received the attention it deserves.

  1. The New England Nonprofit Workforce: Still a Secondary Academic Priority

    ERIC Educational Resources Information Center

    Garvey, David

    2010-01-01

    The nonprofit sector employs more than 9% of the U.S. workforce, compared with 7% six years ago, when nonprofit executive Stephen Pratt and the author outlined the size and impact of the New England nonprofit sector. The sector's portion of America's employment is poised for growth into double digits in the next decade, especially due to the…

  2. Using Workforce Strategy to Address Academic Casualisation: A University of Newcastle Case Study

    ERIC Educational Resources Information Center

    Crawford, Tina; Germov, John

    2015-01-01

    Casual and sessional academic staff have traditionally been on the margins of institutional life despite the expansion of this cohort across the university sector. This paper details a project to address this lack of recognition through a workforce strategy to engage, support and effectively manage this often neglected cohort of the academic…

  3. Leading from the Middle: A Case-Study Approach to Academic Leadership for Associate and Assistant Deans

    ERIC Educational Resources Information Center

    Stone, Tammy; Coussons-Read, Mary

    2011-01-01

    Moving from a faculty position to an administrative office frequently entails gaining considerable responsibility, but ambiguous power. The hope of these two authors is that this volume will serve as a reference and a source of support for current associate and assistant deans and as a window into these jobs for faculty who may be considering such…

  4. Who Am I? The Sociologist as Dean

    ERIC Educational Resources Information Center

    Feldman, Barbara J.

    2008-01-01

    In some respects, sociologists might seem to be the least obvious candidates for a deanship. They question authority and debunk bureaucracy. Yet they can be found in dean's offices serving successfully. This paper discusses the seeming contradiction between the discipline of sociology and the position of academic dean. It is argued that the…

  5. Affirmative Action: A Dean's Role.

    ERIC Educational Resources Information Center

    Larsen, Max D.; Wadlow, Joan K.

    1982-01-01

    Offers practical suggestions as to how the academic dean in a college or university can provide opportunities to women and minority faculty, even given current fiscal conditions. Discusses: (1) the screening and search process; (2) strategies for recruiting faculty; (3) strategies for coping with retrenchment; and (4) other strategies which…

  6. Responding to the Marketplace: Workforce Balance and Financial Risk at Academic Health Centers.

    PubMed

    Retchin, Sheldon M

    2016-07-01

    Elsewhere in this issue, Welch and Bindman present research demonstrating that academic health centers (AHCs) continue to disproportionately comprise specialists and subspecialist faculty physicians compared with community-based physician groups. This workforce composition has served AHCs well through the years-specialists fuel the clinical engine of the major tertiary and quaternary missions of AHCs, and they also dominate much of the clinical and translational research enterprise. AHCs are not alone-less than one-third of U.S. physicians practice primary care. However, health reform has prompted many health systems to reconsider this configuration. Payers, employers, and policy makers are shifting away from fee-for-service toward value-based care. Large community-based physician groups and their parent health systems appear to be far ahead of AHCs with a more balanced physician workforce. Many are leveraging their emphasis on primary care to participate in population health initiatives, such as accountable care organizations, and some own their own health plans. These approaches largely assume some element of financial risk and require both a more balanced workforce and an infrastructure to accommodate the management of covered lives. It remains to be seen whether AHCs will reconsider their own physician specialty composition to emphasize primary care-and, if they do, whether the traditional academic model, or a more community-based approach, will prevail.

  7. Responding to the Marketplace: Workforce Balance and Financial Risk at Academic Health Centers.

    PubMed

    Retchin, Sheldon M

    2016-07-01

    Elsewhere in this issue, Welch and Bindman present research demonstrating that academic health centers (AHCs) continue to disproportionately comprise specialists and subspecialist faculty physicians compared with community-based physician groups. This workforce composition has served AHCs well through the years-specialists fuel the clinical engine of the major tertiary and quaternary missions of AHCs, and they also dominate much of the clinical and translational research enterprise. AHCs are not alone-less than one-third of U.S. physicians practice primary care. However, health reform has prompted many health systems to reconsider this configuration. Payers, employers, and policy makers are shifting away from fee-for-service toward value-based care. Large community-based physician groups and their parent health systems appear to be far ahead of AHCs with a more balanced physician workforce. Many are leveraging their emphasis on primary care to participate in population health initiatives, such as accountable care organizations, and some own their own health plans. These approaches largely assume some element of financial risk and require both a more balanced workforce and an infrastructure to accommodate the management of covered lives. It remains to be seen whether AHCs will reconsider their own physician specialty composition to emphasize primary care-and, if they do, whether the traditional academic model, or a more community-based approach, will prevail. PMID:27224298

  8. Transactional, Transformational, or Laissez-Faire Leadership: An Assessment of College of Agriculture Academic Program Leaders' (Deans) Leadership Styles

    ERIC Educational Resources Information Center

    Jones, David; Rudd, Rick

    2008-01-01

    The purpose of this study was to determine if academic program leaders in colleges of agriculture at land-grant institutions use transactional, transformational, and/or laissez-faire leadership styles in performing their duties. Academic program leaders were defined as individuals listed by the National Association of State University and…

  9. Hurricane Dean

    NASA Technical Reports Server (NTRS)

    2007-01-01

    Location: The coast of Mexico from Manzanillo to Mazatlan Categorization: Tropical Depression Sustained Winds: 35 mph (56 km/hr)

    [figure removed for brevity, see original site] [figure removed for brevity, see original site] Infrared ImageMicrowave Image

    [figure removed for brevity, see original site] Click on the image to access AIRS Weather Snapshot for Hurricane Dean

    Infrared Images Because infrared radiation does not penetrate through clouds, AIRS infrared images show either the temperature of the cloud tops or the surface of the Earth in cloud-free regions. The lowest temperatures (in purple) are associated with high, cold cloud tops that make up the top of the storm. In cloud-free areas the AIRS instrument will receive the infrared radiation from the surface of the Earth, resulting in the warmest temperatures (orange/red).

    Microwave Images In the AIRS microwave imagery, deep blue areas in storms show where the most precipitation occurs, or where ice crystals are present in the convective cloud tops. Outside of these storm regions, deep blue areas may also occur over the sea surface due to its low radiation emissivity. On the other hand, land appears much warmer due to its high radiation emissivity.

    Microwave radiation from Earth's surface and lower atmosphere penetrates most clouds to a greater or lesser extent depending upon their water vapor, liquid water and ice content. Precipitation, and ice crystals found at the cloud tops where strong convection is taking place, act as barriers to microwave radiation. Because of this barrier effect, the AIRS microwave sensor detects only the radiation arising at or above their location in the atmospheric column. Where these barriers are not present, the microwave sensor detects radiation arising throughout the air column and down to the surface. Liquid surfaces (oceans, lakes and rivers) have 'low emissivity' (the signal isn't as strong) and their radiation brightness temperature is

  10. Finding Your Workforce: The Top 25 Institutions Graduating Latinos in Science, Technology, Engineering, and Math (STEM) by Academic Level--2009-10. Third in a Series Linking College Completion with U.S. Workforce Needs

    ERIC Educational Resources Information Center

    Santiago, Deborah; Soliz, Megan

    2012-01-01

    Drawing attention to the institutions graduating Latinos in postsecondary education links the college completion goals of the U.S. with the workforce needs of the country. This third brief in the Finding Your Workforce series provides a summary of the top 25 institutions at each academic level graduating Latinos from certificates to doctoral…

  11. College Deans: Leading from within. American Council on Education/Oryx Press Series on Higher Education.

    ERIC Educational Resources Information Center

    Wolverton, Mimi; Gmelch, Walter H.

    This book, based on the National Deans Survey, which was sponsored by the Center for the Study of Academic Leadership and to which 800 deans from all U.S. four-year academic institutions responded, clarifies the nature of the job and its responsibilities. Part 1, Deans--Their Campuses and Colleges, contains two chapters: (1) The Deanship; and (2)…

  12. Exponential growth of dental schools in Chile: effects on academic, economic and workforce issues.

    PubMed

    Cartes-Velásquez, Ricardo Andrés

    2013-01-01

    In the last 30 years, Chile has undergone noteworthy economic development and an exponential growth in the access of its population to higher education. The aim of this paper was to review the changes in academic, economic and workforce issues that occurred as a consequence of the growth in supply of undergraduate dental vacancies between 1997 and 2011. Data collected from the Consejo de Educación Superior - CES, Comisión Nacional de Acreditación - CNA, and Instituto Nacional de Estadísticas de Chile - INE included these variables: number of dental schools, school type (private or traditional, see explanation below), city where the school is located, entry vacancies, total student enrollment, admission scores, percentile rank of dentistry as a university career, tuition fees, accreditation status, and number of inhabitants. There was an exponential increase in dental schools in Chile (5 to 34) that occurred in association with the rise in tuition fees (US$ 3900 to US$ 9800), a deterioration in the academic level of dental students (650 to 550 points in admission scores) and a predicted 77.5% oversupply of dentists by 2025, according to WHO criteria. The exponential increase in dental schools in Chile brought about negative consequences, such as increasing career costs, deterioration in the academic level of dental students, and an oversupply of dentists, associated with lower incomes and possibly leading to unemployment. Additional research should be conducted to determine whether an increase in the number of dentists can improve the population's access to dental care and reduce the oral disease burden.

  13. Exponential growth of dental schools in Chile: effects on academic, economic and workforce issues.

    PubMed

    Cartes-Velásquez, Ricardo Andrés

    2013-01-01

    In the last 30 years, Chile has undergone noteworthy economic development and an exponential growth in the access of its population to higher education. The aim of this paper was to review the changes in academic, economic and workforce issues that occurred as a consequence of the growth in supply of undergraduate dental vacancies between 1997 and 2011. Data collected from the Consejo de Educación Superior - CES, Comisión Nacional de Acreditación - CNA, and Instituto Nacional de Estadísticas de Chile - INE included these variables: number of dental schools, school type (private or traditional, see explanation below), city where the school is located, entry vacancies, total student enrollment, admission scores, percentile rank of dentistry as a university career, tuition fees, accreditation status, and number of inhabitants. There was an exponential increase in dental schools in Chile (5 to 34) that occurred in association with the rise in tuition fees (US$ 3900 to US$ 9800), a deterioration in the academic level of dental students (650 to 550 points in admission scores) and a predicted 77.5% oversupply of dentists by 2025, according to WHO criteria. The exponential increase in dental schools in Chile brought about negative consequences, such as increasing career costs, deterioration in the academic level of dental students, and an oversupply of dentists, associated with lower incomes and possibly leading to unemployment. Additional research should be conducted to determine whether an increase in the number of dentists can improve the population's access to dental care and reduce the oral disease burden. PMID:24346044

  14. Women Deans: Leadership Becoming

    ERIC Educational Resources Information Center

    Isaac, Carol A.; Behar-Horenstein, Linda S.; Koro-Ljungberg, Mirka

    2009-01-01

    The term "leadership" metaphorically embodies a gendered hierarchy of labour. In this study women deans' values were found to be incongruent with the masculine discourse creating inner conflicts and alternative discourses. Data collected from 10 women deans from both male-dominated and female-dominated colleges were used to deconstruct leadership…

  15. Criteria for Evaluation of Community College Instructional Deans.

    ERIC Educational Resources Information Center

    Harada, Myra

    The impetus for the development of criteria for the evaluation of academic deans should come from an interest in improved administrative performance rather than from political motivations. Merging faculty expectations with the criteria identified in the literature results in four areas in which deans should be evaluated: (1) knowledge of laws and…

  16. Off Campus Is Now the Place to Be for Deans

    ERIC Educational Resources Information Center

    Masterson, Kathryn

    2011-01-01

    Feniosky Pena-Mora may be the epitome of the new college dean. No longer middle managers with an inward-facing focus on academics, deans such as Mr. Pena-Mora, who leads Columbia University's School of Engineering and Applied Science, are stepping off their campuses to fill the roles of college ambassador, chief visionary, and major fund raiser.…

  17. Thyrsa Wealtheow Amos: The Dean of Deans

    ERIC Educational Resources Information Center

    Herdlein, Richard J., III

    2004-01-01

    The scholarship of student affairs has neglected to carefully review its contextual past and, in the process, failed to fully integrate historical research into practice. The story of Thyrsa Wealtheow Amos and the history of the Dean of Women's Program at the University of Pittsburgh, 1919-41, helps us to reflect on the true reality of our work in…

  18. Developing the Executive Mindset for Minority Deans.

    ERIC Educational Resources Information Center

    Wolverton, Mimi; Guillory, Raphael; Montez, Joni; Gmelch, Walter H.

    An attempt was made to apply to the academic deanship finding by D. Thomas and J. Gabarro that executives of color who succeed in business possess three personal resources: confidence, competence, and credibility. Through the use of relational regression techniques, researchers examined deans perceptions of leadership success, competence,…

  19. The Decisive Difference between Dean and Professor

    ERIC Educational Resources Information Center

    Perlmutter, David D.

    2009-01-01

    A friend and fellow academic recently told the author that her dean, who directs a professional school at a state university, spends most of his time at conferences hanging out with professors from his institution, as well as with their graduate students and his co-authors on research papers. She said, and the author agreed, that such habits…

  20. Workshop on Excellence Empowered by a Diverse Academic Workforce: Achieving Racial & Ethnic Equity in Chemistry

    SciTech Connect

    Hassan. B. Ali

    2008-02-13

    The purpose of the Workshop 'Excellence Empowered by a Diverse Academic Workforce: Achieving Racial & Ethnic Equity in Chemistry' was to promote the development of a cadre of academic leaders who create, implement and promote programs and strategies for increasing the number of racial and ethnic minorities to equitable proportions on the faculties of departments throughout the academic chemistry community. An important objective of the workshop was to assist in creating an informed and committed community of chemistry leaders who will create, implement and promote programs and strategies to advance racial and ethnic equity in both the faculty and the student body with the goal of increasing the number of U.S. citizen underrepresented minorities (URM) participating in academic chemistry at all levels, with particular focus on the pipeline to chemistry faculty. This objective was met by (1) presentations of detailed data describing current levels of racial and ethnic minorities on the faculties of chemistry departments; (2) frank discussion of the obstacles to and benefits of racial/ethnic diversity in the chemistry professoriate; (3) summary of possible effective interventions and actions; and (4) promotion of the dissemination and adoption of initiatives designed to achieve racial/ethnic equity. Federal programs over the past thirty years have been instrumental in delivering to our universities URM students intending to major in the physical sciences such as chemistry. However, the near absence of URM faculty means that there is also an absence of URM as role models for aspiring students. For example, citing 2003 as a representative year, some statistics reveal the severity of the pipeline shrinkage for U. S. citizen URM starting from chemistry B.S. degrees awarded to the appointment to chemistry faculty. Compared to the URM population of approximately 30% for that year, 67% of the B.S. degrees in chemistry were awarded to white citizens and 17% were awarded to URM

  1. A Profile of Dental School Deans, 2014.

    PubMed

    Haden, N Karl; Ditmyer, Marcia M; Rodriguez, Tobias; Mobley, Connie; Beck, Lynn; Valachovic, Richard W

    2015-10-01

    To develop a profile of current U.S. dental school deans and report their perceptions, challenges, and opportunities that should be addressed in the leadership development programs of the American Dental Education Association (ADEA), data were gathered using a web-based survey organized into seven content areas. In 2014, the deans of all accredited dental schools in the U.S. including Puerto Rico were invited to participate in the survey. The response rate was 86% (56/65). A majority of the deans were male (N=44; 79%) and white/non-Hispanic (N=49; 88%); all reporting degrees held a DDS/DMD (N=54; 100%). Just over half were between the ages of 46 and 55 (N=31; 55%) when they first became a dean. The mean age of these deans was 61.4 years, with a range of 48-72. The respondents reported that school administration/management, fundraising, students, the academic environment, leadership development, and faculty had a high level of influence on their job satisfaction. Communication, conflict resolution, and finance were reported as the most important knowledge areas. A majority reported being better prepared for clinical education and student relations than fundraising and research when they took their positions. They responded that finances and faculty recruitment and retention were their greatest challenges as a dean. Among these respondents, 98% (N=55) reported being satisfied to very satisfied with their job overall. The survey results will inform ADEA’s leadership development programs for the next five to seven years. PMID:26702465

  2. The management and mismanagement of time by deans.

    PubMed

    Kenner, Carole; Pressler, Jana L

    2006-01-01

    Many new nursing leaders assuming deanships or assistant or interim deanships have limited education, experience, or background to prepare them for the job. To assist new deans and those aspiring to be deans, the authors of this department, both deans, offer survival tips based on their personal experiences and insights. They address common issues, challenges, and opportunities that academic executive teams face, such as negotiating an executive contract, obtaining faculty lines, building effective work teams, managing difficult employees, and creating nimble organizational structure to respond to changing consumer, healthcare delivery, and community needs. The authors welcome counterpoint discussions with readers. PMID:16980818

  3. Proceedings, Dean's Day 1999

    SciTech Connect

    Zanner, M.A.

    1999-03-01

    On January 14--15, 1999, Sandia National Laboratories sponsored Deans Day, a conference for the Deans of Engineering and other executive-level representatives from 29 invited universities. Through breakout sessions and a wrap-up discussion, university and Sandia participants identified activities to further develop their strategic relationships. The four primary activities are: (A) concentrate joint efforts on current and future research strengths and needs; (B) attract the best students (at all grade levels) to science and engineering; (C) promote awareness of the need for and work together to influence a national science and technology R and D policy; and (D) enable the universities and Sandia to be true allies, jointly pursuing research opportunities and funding from government agencies and industry.

  4. An Analysis of Student Success Rates for Academic and Workforce Programs at a Large Texas Community College: Examining Fall 2009 to Spring 2011

    ERIC Educational Resources Information Center

    High, Clennis F.

    2012-01-01

    Student success rates for academic track and workforce track students were examined for thousands of students at a large urban Texas Community College. The study covered fall 2009 through spring 2011, a two year period. Data were collected from the institution's data base regarding students who successfully completed the courses in which they were…

  5. Transitioning from Departments to Schools of Nursing: A Qualitative Analysis of Journeys by Ten Deans.

    PubMed

    Dowling, Jacqueline S; Melillo, Karen Devereaux

    2015-01-01

    Transitioning from a department to a school of nursing creates an environment that is more conducive to attracting qualified faculty and enhancing program growth to meet the projected nursing workforce needs. A comprehensive review of the literature revealed limited research to guide nursing programs considering this transition. This qualitative study explored the conditions and outcomes associated with successful or unsuccessful attempts to transition from a department to school of nursing from the perspective of 10 deans affiliated with the American Association of Colleges of Nursing (AACN). Meleis' transitions theory (2010) guided this study in its exploration of facilitating and inhibiting conditions. With institutional review board approval and participant permission, interviews were conducted in-person or by telephone, audio-recorded, and transcribed verbatim. Transcripts were independently reviewed and coded for emerging themes. Content analysis revealed the following themes: titles matter, support is essential, voice at the table, buy-in or dissension, it just brings nursing to totally different level, think differently, and legitimizing your position. For these deans, consideration of the facilitating and inhibiting conditions is critical in determining whether decisions are favorable and in support of the transition. Developing an understanding from the experiences of these 10 deans offers guidance to nursing academic administrators who are contemplating transitioning from a department to a school of nursing. Future research is needed to explore conditions relative to faculty governance and infrastructure, examine the experiences of those undergoing transitions, and expand study findings to develop a self-study guide for programs in assessing their readiness for such a transition. PMID:26653040

  6. What Does a Dean Do?

    ERIC Educational Resources Information Center

    Newsome, Clarence G.

    1997-01-01

    The dean of a divinity school reflects that the dean's role is to move the center of a school to its heart, safeguarding, promoting, and capitalizing on the school's collective intellectual intelligence and reconciling it with the school's collective emotional intelligence. Creating a climate for growth in the current environment of contraction is…

  7. The Minority Voice in Educational Reform: An Analysis by Minority and Women College of Education Deans.

    ERIC Educational Resources Information Center

    Castenell, Louis A., Ed.; Tarule, Jill M., Ed.

    This collection of papers examines the issue of minority and female deans in colleges of education, offering the current thinking by a group of minority and female deans of education. Part 1, "Changing Leadership: Tensions within Academic and Social Roles," presents the first four chapters: (1) "Surviving the Middle Passage: The Absent Legacy of…

  8. The afterlife for retiring deans and other senior medical administrators.

    PubMed

    Tannen, Richard L

    2008-11-01

    Career options for individuals leaving the administrative role as dean of a school of medicine or other senior administrative positions are considered. Options discussed include retirement and a variety of other positions both within schools of medicines and in other venues. Many opportunities exist for a challenging and fulfilling career path after leaving the role as a senior administrator in an academic medical center.

  9. The Leadership Practices of the Dean of Combined Arms Academy

    ERIC Educational Resources Information Center

    Tafere, Matebe

    2014-01-01

    This study is on the leadership practices of the dean of Combined Army Academy. The research is a qualitative design. The academic staff members were the participants of the study. Formal and informal conversational interview approaches, personal observation and document analysis were the instruments of the study. Thematic analysis was used for…

  10. The role of academic health centers and their partners in reconfiguring and retooling the existing workforce to practice in a transformed health system.

    PubMed

    Fraher, Erin P; Ricketts, Thomas C; Lefebvre, Ann; Newton, Warren P

    2013-12-01

    Inspired by the Affordable Care Act and health care payment models that reward value over volume, health care delivery systems are redefining the work of the health professionals they employ. Existing workers are taking on new roles, new types of health professionals are emerging, and the health workforce is shifting from practicing in higher-cost acute settings to lower-cost community settings, including patients' homes. The authors believe that although the pace of health system transformation has accelerated, a shortage of workers trained to function in the new models of care is hampering progress. In this Perspective, they argue that urgent attention must be paid to retraining the 18 million workers already employed in the system who will actually implement system change.Their view is shaped by work they have conducted in helping practices transform care, by extensive consultations with stakeholders attempting to understand the workforce implications of health system redesign, and by a thorough review of the peer-reviewed and gray literature. Through this work, the authors have become increasingly convinced that academic health centers (AHCs)-organizations at the forefront of innovations in health care delivery and health workforce training-are uniquely situated to proactively lead efforts to retrain the existing workforce. They recommend a set of specific actions (i.e., discovering and disseminating best practices; developing new partnerships; focusing on systems engineering approaches; planning for sustainability; and revising credentialing, accreditation, and continuing education) that AHC leaders can undertake to develop a more coherent workforce development strategy that supports practice transformation. PMID:24128624

  11. Academic tenure and higher education in the United States: implications for the dental education workforce in the twenty-first century.

    PubMed

    Peterson, Melanie R

    2007-03-01

    This article reviews the literature related to the evolution and implementation of academic tenure (AT) in U.S. higher education. It is intended to highlight AT implications for the recruitment, retention, and development of the dental education workforce in the twenty-first century and the need for this workforce to implement change in dental education. The dental education workforce is shrinking, and a further decrease is projected, yet the demand for dental education is increasing. AT is becoming increasingly controversial, and the proportion of tenured to nontenured (i.e., contingent) faculty is declining within an already shrinking faculty pool. Confusion regarding the definition of scholarship and its relationship to research and publishing further confounds discussions about AT. Whether the principles of academic freedom and due process require tenure for their preservation in a democratic society is open to question. In view of competing time demands and increasing pressure to publish and apply for grants, factors including the seven-year probationary period for tenure, the decreased availability of tenured positions, and the often perceived inequities between tenured and contingent (i.e., nontenured track) faculty may pose an obstacle to faculty recruitment and retention. These factors may severely limit the diversity and skill mix of the dental education workforce, resulting in a decrease in staffing flexibility that appears to be needed in the twenty-first century. Politics, increasing dependence on grant funding by some institutions, resistance to change, and insufficient mentoring are all stimulating discussions about the future of tenure and its implications for U.S. dental education. PMID:17389570

  12. Mixing entropy in Dean flows

    NASA Astrophysics Data System (ADS)

    Fodor, Petru; Vyhnalek, Brian; Kaufman, Miron

    2013-03-01

    We investigate mixing in Dean flows by solving numerically the Navier-Stokes equation for a circular channel. Tracers of two chemical species are carried by the fluid. The centrifugal forces, experienced as the fluid travels along a curved trajectory, coupled with the fluid incompressibility induce cross-sectional rotating flows (Dean vortices). These transversal flows promote the mixing of the chemical species. We generate images for different cross sections along the trajectory. The mixing efficiency is evaluated using the Shannon entropy. Previously we have found, P. S. Fodor and M. Kaufman, Modern Physics Letters B 25, 1111 (2011), this measure to be useful in understanding mixing in the staggered herringbone mixer. The mixing entropy is determined as function of the Reynolds number, the angle of the cross section and the observation scale (number of bins). Quantitative comparison of the mixing in the Dean micromixer and in the staggered herringbone mixer is attempted.

  13. The Changing Academic Workforce

    ERIC Educational Resources Information Center

    Kezar, Adrianna; Maxey, Daniel

    2013-01-01

    Among the many challenges facing college and university boards, one set of issues often is overlooked: those involving employment of non-tenure-track faculty members and the policies and practices shaping their work. There are a number of compelling reasons why boards not only should become knowledgeable about the relevant policies and practices,…

  14. Accelerating medical education: a survey of deans and program directors

    PubMed Central

    Cangiarella, Joan; Gillespie, Colleen; Shea, Judy A.; Morrison, Gail; Abramson, Steven B.

    2016-01-01

    Background A handful of medical schools in the U.S. are awarding medical degrees after three years. While the number of three-year pathway programs is slowly increasing there is little data on the opinions of medical education leaders on the need for shortening training. Purpose To survey deans and program directors (PDs) to understand the current status of 3-year medical degree programs and to elicit perceptions of the need for shortening medical school and the benefits and liabilities of 3-year pathway programs (3YPP). Methods Online surveys were emailed to the academic deans of all U.S. medical schools and to a convenience sample of residency and fellowship PDs. Frequency distributions are reported for key survey items and content analysis was used to describe open-ended responses. Results Of the respondents, 7% have a 3YPP, 4% were developing one, and 35% were considering development. In 2014, 47% of educational deans and 32% of PDs agreed that there may be a need to shorten medical school. From a list of benefits, both deans and PDs agreed that the greatest benefit to a 3YPP was debt reduction (68%). PDs and deans felt reduced readiness for independence, reduced exposure to complementary curricula regarding safety and quality improvement, premature commitment to a specialty, and burnout were all potential liabilities. From a list of concerns, PDs were concerned about depth of clinical exposure, direct patient care experience, ability to assume increased responsibility, level of maturity, and certainty regarding career choice. Conclusions Over one-third of medical schools are considering the development of a 3YPP. While there may be benefits for a select group of students, concerns regarding maturity, depth of clinical exposure, and competency must be addressed for these programs to be well received. PMID:27301381

  15. An interview with Caroline Dean.

    PubMed

    Dean, Caroline; Vicente, Catarina

    2015-08-15

    Caroline Dean is a plant biologist based at the John Innes Centre in Norwich, UK. She helped to establish Arabidopsis as a model plant organism, and has worked for many years on the epigenetic mechanisms that regulate vernalisation, the process by which plants accelerate their flowering after periods of prolonged cold. We met Caroline at the recent Spring Meeting of the British Society for Developmental Biology. We asked her about her career, her thoughts on the plant field and being awarded this year's FEBS EMBO Women in Science Award. PMID:26286939

  16. An interview with Caroline Dean.

    PubMed

    Dean, Caroline; Vicente, Catarina

    2015-08-15

    Caroline Dean is a plant biologist based at the John Innes Centre in Norwich, UK. She helped to establish Arabidopsis as a model plant organism, and has worked for many years on the epigenetic mechanisms that regulate vernalisation, the process by which plants accelerate their flowering after periods of prolonged cold. We met Caroline at the recent Spring Meeting of the British Society for Developmental Biology. We asked her about her career, her thoughts on the plant field and being awarded this year's FEBS EMBO Women in Science Award.

  17. Dean flow fractionation of chromosomes

    NASA Astrophysics Data System (ADS)

    Hockin, Matt; Sant, Himanshu J.; Capecchi, Mario; Gale, Bruce K.

    2016-03-01

    Efforts to transfer intact mammalian chromosomes between cells have been attempted for more than 50 years with the consistent result being transfer of sub unit length pieces regardless of method. Inertial microfluidics is a new field that has shown much promise in addressing the fractionation of particles in the 2-20 μm size range (with unknown limits) and separations are based upon particles being carried by curving confined flows (within a spiral shaped, often rectangular flow chamber) and migrating to stable "equilibrium" positions of varying distance from a chamber wall depending on the balance of dean and lift forces. We fabricated spiral channels for inertial microfluidic separations using a standard soft lithography process. The concentration of chromosomes, small contaminant DNA and large cell debris in each outlets were evaluated using microscope (60X) and a flow cytometer. Using Dean Flow Fractionation, we were able to focus 4.5 times more chromosomes in outlet 2 compared to outlet 4 where most of the large debris is found. We recover 16% of the chromosomes in outlet #1- 50% in 2, 23% in 3 and 11% in 4. It should be noted that these estimates of recovery do not capture one piece of information- it actually may be that the chromosomes at each outlet are physically different and work needs to be done to verify this potential.

  18. The Changing Role of the Graduate Dean.

    ERIC Educational Resources Information Center

    Hoving, Kenneth L.; And Others

    1989-01-01

    Three graduate deans at large state supported universities (University of Oklahoma, University of Washington, and University of Louisville, Kentucky) who are heavily involved in both graduate education and research administration examine trends in higher education as applied to their roles. Areas in which the role of the graduate dean has changed…

  19. The Changing Nature of the Academic Deanship. ERIC Digest.

    ERIC Educational Resources Information Center

    Wolverton, Mimi; Gmelch, Walter H.; Montez, Joni; Nies, Charles T.

    This digest considers four questions about the academic deanship. The first is what are deans and what do they do? The position of dean did not gain universal acceptance in U.S. higher education until 1913. Deans continue to be predominantly white and male, and are generally in their mid-fifties. Strong scholarly credentials distinguish most…

  20. Transformational Leadership in a Changing World: A Survival Guide for New Chairs and Deans.

    ERIC Educational Resources Information Center

    Hilosky, Alexandra; Watwood, Britt

    New academic chairs and deans can assume their new challenges with less frustration if they understand the essential elements for developing a culture of proactive change. One key concept is transformational leadership, in which leaders employ idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration…

  1. Business Schools and Resources Constraints: A Task for Deans or Magicians?

    ERIC Educational Resources Information Center

    D'Alessio, Fernando A.; Avolio, Beatrice

    2011-01-01

    One of the major challenges that face the deans of many business schools is obtaining funding for their academic operations and research to sustain world-class educational quality. Business schools raise resources in their own way, but ways of financing strongly vary when comparing educational institutions among world regions. The purpose of this…

  2. Deans' Perceptions of AACSB-Endorsed Post-Doctoral Bridge Programs

    ERIC Educational Resources Information Center

    Mauldin, Shawn; McManis, Bruce; Breaux, Kevin

    2011-01-01

    The Association to Advance Collegiate Schools of Business (AACSB) International has endorsed 5 Post-Doctoral Bridge (PDB) to Business Programs. The objective of these programs is to prepare PhDs from other academic programs for teaching and research careers in business. The authors solicited feedback from deans of AACSB-accredited business schools…

  3. Perceptions of General Education Deans and Department Chairs of Their Colleges as Learning Organizations

    ERIC Educational Resources Information Center

    Mulligan, May Charmayne

    2014-01-01

    Higher education institutions are being pushed towards increased assessment practices because of rising costs, mass access, new delivery methods, and rising competition on the national and global scale. Academic deans and department heads are at the center of these assessment efforts, and assessment should guide changes within the organization for…

  4. The Other Side of Academe

    ERIC Educational Resources Information Center

    Germano, William

    2007-01-01

    In this article, the author shares his realizations as he changed careers from a former publisher to a dean of the faculty of humanities and social sciences at the Cooper Union for the Advancement of Science and Art. He describes that his work as a dean in academe is not so much different from his job as a longtime editor. He also relates that…

  5. Dimensions of Managing Academic Affairs in the Community College. New Directions for Community Colleges, Number 109. The Jossey-Bass Higher and Adult Education Series.

    ERIC Educational Resources Information Center

    Robillard, Douglas, Jr., Ed.

    2000-01-01

    This volume of New Directions for Community Colleges contains the following articles: (1) "Toward a Definition of Deaning," by Douglas Robillard, Jr.; (2) "The Dean as Chief Academic Officer," by John Stuart Erwin; (3) "The Dean and the Faculty," by Hans A. Andrews; (4) "The Dean and the President," by Hans J. Kuss; (5) "Aspects of Difficult…

  6. Balancing Managerial and Academic Values: Mid-Level Academic Management at a Private University in Malaysia

    ERIC Educational Resources Information Center

    Thian, Lok Boon; Alam, Gazi Mahabubul; Idris, Abdul Rahman

    2016-01-01

    Purpose: Representing both "central university administration" and academics, deans are increasingly being confronted with the competing managerial and academic values. Being able to manage the competing values is pivotal to the success of a dean. However, there is dearth of research studying this. Considering the for-profit private…

  7. Entrepreneurial Orientation of Community College Workforce Divisions and the Impact of Organizational Structure: A Grounded Theory Study

    ERIC Educational Resources Information Center

    Schiefen, Kathleen M.

    2010-01-01

    This research focused on how organizational structure of community colleges influenced the entrepreneurial orientation of deans, directors, vice presidents, and vice chancellors of workforce units. Using grounded theory methodology, the researcher identified three emergent theories applicable to both integrated and separate workforce units. These…

  8. Advanced Technology and the Workforce: An Evolving Agenda for Instructor Preparation. Proceedings of the Annual Rupert N. Evans Symposium on Vocational Education (11th, Monticello, Illinois, May 3-4, 1990).

    ERIC Educational Resources Information Center

    Johnson, Scott D., Ed.; Evans, John A., Ed.

    These proceedings contain eight presentations: "Welcome from the Dean" (P. David Pearson); "Introduction" (Scott Johnson); "The Changing Workforce" (Alan McClelland); "The Changing Workforce: Implications for Secondary School Programs" (Franzie Loepp); "The Changing Workforce: Implications for Community College Programs" (Daniel Hull); "The…

  9. An Industry/Academe Consortium for Achieving 20% wind by 2030 through Cutting-Edge Research and Workforce Training

    SciTech Connect

    Sotiropoulos, Fotis; Marr, Jeffrey D.G.; Milliren, Christopher; Kaveh, Mos; Mohan, Ned; Stolarski, Henryk; Glauser, Mark; Arndt, Roger

    2013-12-01

    In January 2010, the University of Minnesota, along with academic and industry project partners, began work on a four year project to establish new facilities and research in strategic areas of wind energy necessary to move the nation towards a goal of 20% wind energy by 2030. The project was funded by the U.S. Department of Energy with funds made available through the American Recovery and Reinvestment Act of 2009. $7.9M of funds were provided by DOE and $3.1M was provided through matching funds. The project was organized into three Project Areas. Project Area 1 focused on design and development of a utility scale wind energy research facility to support research and innovation. The project commissioned the Eolos Wind Research Field Station in November of 2011. The site, located 20 miles from St. Paul, MN operates a 2.5MW Clipper Liberty C-96 wind turbine, a 130-ft tall sensored meteorological tower and a robust sensor and data acquisition network. The site is operational and will continue to serve as a site for innovation in wind energy for the next 15 years. Project Areas 2 involved research on six distinct research projects critical to the 20% Wind Energy by 2030 goals. The research collaborations involved faculty from two universities, over nine industry partners and two national laboratories. Research outcomes include new knowledge, patents, journal articles, technology advancements, new computational models and establishment of new collaborative relationships between university and industry. Project Area 3 focused on developing educational opportunities in wind energy for engineering and science students. The primary outcome is establishment of a new graduate level course at the University of Minnesota called Wind Engineering Essentials. The seminar style course provides a comprehensive analysis of wind energy technology, economics, and operation. The course is highly successful and will continue to be offered at the University. The vision of U.S. DOE to

  10. The Dean and the President.

    ERIC Educational Resources Information Center

    Kuss, Hans J.

    2000-01-01

    According to research, only 28% of college presidents rely on the chief academic officer (CAO) as the primary confidant. But in order to operate synergistically for the good of the institution, the president and the CAO must work together with a singular voice. Asserts that the first step toward successful participatory management is forthright…

  11. Finding Your Workforce: The Top 25 Institutions Graduating Latinos in Health Professions and Related Programs by Academic Level. Second in a Series Linking College Completion with U.S. Workforce Needs

    ERIC Educational Resources Information Center

    Santiago, Deborah A.

    2012-01-01

    The population growth, labor force participation, and educational attainment of Latinos in the U.S. influence the composition of the current and future U.S. society, economy, and workforce. In 2012, the Latino population in the United States is the youngest and fastest growing ethnic group, with the highest level of labor force participation…

  12. Bureau of Health Workforce

    MedlinePlus

    ... Center for Health Workforce Analysis National Practitioner Data Bank Health Workforce Development Health Workforce Training Grant Programs Health Workforce Loan & Scholarship Programs  About HRSA Leadership & Org Chart Budget ...

  13. The state of the art in evaluating the performance of assistant and associate deans as seen by deans and assistant and associate deans.

    PubMed

    Dunning, David G; Durham, Timothy M; Aksu, Mert N; Lange, Brian M

    2008-04-01

    This study explores the little-understood process of evaluating the performance of assistant and associate deans at dental colleges in the United States and Canada. Specifically, this research aimed to identify the methods, processes, and outcomes related to the performance appraisals of assistant/associate deans. Both deans and assistant/associate deans were surveyed. Forty-four of sixty-six deans (66.7 percent) and 227 of 315 assistant/associate deans (72.1 percent) completed surveys with both close-ended and open-ended questions. In addition, ten individuals from each group were interviewed. Results indicate that 75-89 percent of assistant/associate deans are formally evaluated, although as many as 27 percent may lack formal job descriptions. Some recommended best practices for performance appraisal are being used in a majority of colleges. Examples of these best practices are having at least yearly appraisals, holding face-to-face meetings, and setting specific, personal performance objectives/benchmarks for assistant/associate deans. Still, there is much room to improve appraisals by incorporating other recommended practices. Relatively high levels of overall satisfaction were reported by both assistant/associate deans and deans for the process and outcomes of appraisals. Assistant/associate deans rated the value of appraisals to overall development lower than did deans. Qualitative data revealed definite opinions about what constitutes effective and ineffective appraisals, including the use of goal-setting, timeliness, and necessary commitment. Several critical issues related to the results are discussed: differences in perspectives on performance reviews, the importance of informal feedback and job descriptions, the influence of an assistant/associate deans' lack of tenure, and the length of service of deans. Lastly, recommendations for enhancing performance evaluations are offered. PMID:18381852

  14. The state of the art in evaluating the performance of assistant and associate deans as seen by deans and assistant and associate deans.

    PubMed

    Dunning, David G; Durham, Timothy M; Aksu, Mert N; Lange, Brian M

    2008-04-01

    This study explores the little-understood process of evaluating the performance of assistant and associate deans at dental colleges in the United States and Canada. Specifically, this research aimed to identify the methods, processes, and outcomes related to the performance appraisals of assistant/associate deans. Both deans and assistant/associate deans were surveyed. Forty-four of sixty-six deans (66.7 percent) and 227 of 315 assistant/associate deans (72.1 percent) completed surveys with both close-ended and open-ended questions. In addition, ten individuals from each group were interviewed. Results indicate that 75-89 percent of assistant/associate deans are formally evaluated, although as many as 27 percent may lack formal job descriptions. Some recommended best practices for performance appraisal are being used in a majority of colleges. Examples of these best practices are having at least yearly appraisals, holding face-to-face meetings, and setting specific, personal performance objectives/benchmarks for assistant/associate deans. Still, there is much room to improve appraisals by incorporating other recommended practices. Relatively high levels of overall satisfaction were reported by both assistant/associate deans and deans for the process and outcomes of appraisals. Assistant/associate deans rated the value of appraisals to overall development lower than did deans. Qualitative data revealed definite opinions about what constitutes effective and ineffective appraisals, including the use of goal-setting, timeliness, and necessary commitment. Several critical issues related to the results are discussed: differences in perspectives on performance reviews, the importance of informal feedback and job descriptions, the influence of an assistant/associate deans' lack of tenure, and the length of service of deans. Lastly, recommendations for enhancing performance evaluations are offered.

  15. Dental school deans' perceptions of the organizational culture and impact of the ELAM program on the culture and advancement of women faculty.

    PubMed

    Dannels, Sharon A; McLaughlin, Jean M; Gleason, Katharine A; Dolan, Teresa A; McDade, Sharon A; Richman, Rosalyn C; Morahan, Page S

    2009-06-01

    In 2006, deans of the sixty-four U.S. and Canadian dental schools were surveyed to gain their perspectives on their institutions' organizational culture for faculty, family-friendly policies, processes used by deans to develop faculty leadership, and the impact of the Executive Leadership in Academic Medicine (ELAM) Program for Women. The deans reported (52 percent response rate) an improved climate in terms of gender equity, yet recognized that inequities still exist. Of fifteen family-friendly policies, only three were available at more than 50 percent of the schools, with little indication that additional policies were under consideration. The deans reported active engagement in behaviors to develop the leadership of their faculty members. Of the nine processes, 50 percent of the deans indicated three they believed to be particularly effective with women. They agreed that ELAM has had a positive impact on their alumnae and their schools. Results are discussed in terms of how the deans' perceptions compare to faculty perceptions and within the larger context of higher education and other organizations. The responsibility of the dean to shape the dental school's culture, particularly in the face of the changing demographics of dental faculty, adds to the importance of the unique perspective provided by the deans. PMID:19491345

  16. Allied health deans' and program directors' perspectives of specialized accreditation effectiveness and reform.

    PubMed

    Baker, Sarah S; Morrone, Anastasia S; Gable, Karen E

    2004-01-01

    Criticisms, calls for change, and recommendations for specialized accreditation improvement have been made by individuals or groups external to the daily operations of allied health educational programs, frequently as opinion pieces or articles lacking a research foundation. While there is a great deal of concern related to specialized accreditation, little input has been provided from those within, and integral to, allied health educational programs affected by specialized accreditation standards. The purpose of this study was to explore the perspectives of selected allied health deans and program directors regarding specialized accreditation effectiveness and reform. Survey research was used to study perspectives of allied health deans and program directors located in four-year colleges and universities and in academic health centers and medical schools. Surveys were mailed to program directors offering-programs in clinical laboratory sciences and medical technology, nuclear medicine technology, occupational therapy, physical therapy, radiation therapy, and radiography. Simultaneously, allied health deans located within these institutions were surveyed. A total of 773 surveys were mailed and 424 valid responses were received, yielding a response rate of 55%. The results affirmed the role of accreditation as an effective system for assuring quality in higher education. The role of specialized accreditation in improving the quality of allied health programs was clearly articulated by the respondents. Respondents voiced strong opposition to governmental or state-level requirements for accountability and emphasized the vital role of peer evaluators. Significant differences in deans' and program directors' perspectives related to specialized accreditation were evident. Whereas deans and program directors agreed with the purposes of specialized accreditation, they expressed less support for the process and effectiveness, and critique and reform, of specialized

  17. A National Study of Kenya's Public Institutions' Deans of Students.

    ERIC Educational Resources Information Center

    Maronga, Geoffrey Bosire; And Others

    1995-01-01

    Explores the leadership behavior of the deans of students in Kenya's public universities. Found significant differences among the perceptions of the deans of students, student affairs staff members, and student leaders regarding the real and ideal leadership behavior of the deans of students with regard to initiating structure and consideration.…

  18. MRI in Taylor-Dean flows

    NASA Astrophysics Data System (ADS)

    Stefani, Frank; Gerbeth, Gunter

    2004-11-01

    The magnetorotational instability (MRI) can destabilize hydrodynamically stable flows which are characterized by an angular momentum that is increasing with the radius and by an angular velocity that is decreasing with radius. Its astrophysical importance comes from the fact that the Kepler flow with Ω(r) ~ r-3/2 exactly such a behaviour. In order to investigate MRI in a laboratory experiment, the Taylor-Couette flow with Ω(r) = A + Br2 with A > 0 has been proposed as a substitute for the Kepler flow. In this paper we consider the Taylor-Dean flow as another example of a flow profile which can exhibit the necessary radial dependence. Taylor-Dean flows are a combination of the traditional Taylor-Couette flow with an additional flow that is produced by an azimuthal force. Special focus is laid on the case that the Taylor-Couette part of the flow is a rigid body rotation and the magnitude of the Dean flow is adjusted in such a way that in the outer part of the flow the conditions for MRI are fulfilled. Based on the dispersion relation derived by Ji, Kageyama and Goodman, in combination with some preliminary global instability analysis, we give some first estimates for the physical parameters of a Taylor-Dean MRI experiment with liquid sodium.

  19. The Dean's Grant Monograph 1979-1980.

    ERIC Educational Resources Information Center

    Schwartz, Henrietta, Ed.

    Twelve papers address the accomplishments of the Dean's Grant project at Roosevelt University (Chicago, Illinois), designed to evaluate and revise curriculum for preservice education students in accordance with compliance to state and federal mandates regarding education of the handicapped. Entries have the following titles and authors: "The Role…

  20. Workforce: Hawaii

    ERIC Educational Resources Information Center

    Western Interstate Commission for Higher Education, 2006

    2006-01-01

    Employment in Hawaii (including hourly and salaried jobs and self-employment) is projected to grow by 14 percent from 2002 to 2012, adding over 78,000 new jobs to the state's economy and growing the workforce from 558,220 to 636,480. The rate of growth is slightly lower than the 15 percent increase projected for the nation as a whole. Over the…

  1. Workforce: Montana

    ERIC Educational Resources Information Center

    Western Interstate Commission for Higher Education, 2006

    2006-01-01

    Employment in Montana (including hourly and salaried jobs and self-employment) is projected to grow by 17 percent from 2002 to 2012, adding over 96,000 new jobs to the state's economy and growing the workforce from 554,456 to 651,135. The rate of growth is higher than the 15 percent increase projected for the nation as a whole. Growth will occur…

  2. Practices and Procedures Guiding Workforce Development Initiatives in One Louisiana Technical College Region

    ERIC Educational Resources Information Center

    Wainwright, William S.

    2004-01-01

    The study reported in this paper surveyed eight campus deans in the Louisiana Technical College Greater Baton Rouge/Northshore District II Service Delivery Area about the institutional infrastructure for providing workforce training and continuing education to their respective communities. Study results indicated that while all campuses in the…

  3. Academic Leaders as Thermostats

    ERIC Educational Resources Information Center

    Kekale, Jouni

    2003-01-01

    University of Jones launched a two-year development and training project on academic management and leadership in the beginning of 2002. Open seminars were arranged for heads for departments, deans and administrative managers. In addition, personnel administration started pilot projects with two departments in co-operation with the Finnish…

  4. Medical college deans at critical stages.

    PubMed

    Brandt, E N

    2000-10-01

    Throughout its 100-year existence, the College of Medicine has faced numerous crises, mostly due to inadequate funding. Furthermore, at various times there has been significant political interference, the worst of which was the Executive Order issued by Governor William H. Murray. However, these four Deans exhibited great leadership during especially difficult times. In several instances, they were aided by sympathetic and effective Governors including Robert L. Williams, Roy S. Turner, and Henry Bellmon. The College of Medicine was fortunate that they were willing to proceed through adverse conditions, because without them, many of us would not have had the opportunity to attend medical school in Oklahoma.

  5. Follow the Code: Rules or Guidelines for Academic Deans' Behavior?

    ERIC Educational Resources Information Center

    Bray, Nathaniel J.

    2012-01-01

    In the popular movie series "Pirates of the Caribbean," there is a pirate code that influences how pirates behave in unclear situations, with a running joke about whether the code is either a set of rules or guidelines for behavior. Codes of conduct in any social group or organization can have much the same feel; they can provide clarity and…

  6. Women in Academic Medicine.

    PubMed

    Thibault, George E

    2016-08-01

    More than a decade ago, women achieved parity with men in the number of matriculants to medical school, nearly one-third of the faculty of medical schools were women, and there were some women deans and department chairs. These trends were promising, but today there are still significant differences in pay, academic rank, and leadership positions for women compared with men in academic medicine. Though there has been progress in many areas, the progress is too slow to achieve previously recommended goals, such as 50% women department chairs by 2025 and 50% women deans by 2030.The author points to the findings presented in the articles from the Research Partnership on Women in Biomedical Careers in this issue, as well as research being published elsewhere, as an evidence base for the ongoing discussion of gender equity in academic medicine. More attention to culture and the working environment will be needed to achieve true parity for women in academic medical careers.

  7. Optimal Designs of Staggered Dean Vortex Micromixers

    PubMed Central

    Chen, Jyh Jian; Chen, Chun Huei; Shie, Shian Ruei

    2011-01-01

    A novel parallel laminar micromixer with a two-dimensional staggered Dean Vortex micromixer is optimized and fabricated in our study. Dean vortices induced by centrifugal forces in curved rectangular channels cause fluids to produce secondary flows. The split-and-recombination (SAR) structures of the flow channels and the impinging effects result in the reduction of the diffusion distance of two fluids. Three different designs of a curved channel micromixer are introduced to evaluate the mixing performance of the designed micromixer. Mixing performances are demonstrated by means of a pH indicator using an optical microscope and fluorescent particles via a confocal microscope at different flow rates corresponding to Reynolds numbers (Re) ranging from 0.5 to 50. The comparison between the experimental data and numerical results shows a very reasonable agreement. At a Re of 50, the mixing length at the sixth segment, corresponding to the downstream distance of 21.0 mm, can be achieved in a distance 4 times shorter than when the Re equals 1. An optimization of this micromixer is performed with two geometric parameters. These are the angle between the lines from the center to two intersections of two consecutive curved channels, θ, and the angle between two lines of the centers of three consecutive curved channels, ϕ. It can be found that the maximal mixing index is related to the maximal value of the sum of θ and ϕ, which is equal to 139.82°. PMID:21747691

  8. The undeaning transition: Toward becoming a former dean.

    PubMed

    Meleis, Afaf Ibrahim

    2016-01-01

    Stepping up from leadership is a protracted transition that involves a complex set of interactions with many constituents. It begins with making the personal decision to step up to integrating the role of the dean in existing repertoire of roles that the person enacts. Deliberate planning, awareness of phases, challenges, goals and strategies, clear communication, transparency, and supportive interactions enhance the potential of experiencing a smooth and a healthy transition for the dean who is stepping up, the incoming dean, and the organization. The beginning and the ending of the undeaning transition are not definitive, but indicators of a healthy transition could be identified along the way through disengagement from old roles, focused new interactions, engagement in new roles, redefinition of goals, and narratives and dialogues about topics that reflect a new set of goals. The nature of the role of former dean is developed through careful onboarding strategies for the new dean and interactions with a new set of constituents who perceive the dean as a former dean. There are five phases involved in undeaning. These are the decision, the search, the naming of the new dean, the exit, and reclaiming professorial voice.

  9. In memoriam Dean Otis Cliver 1935-2011

    Technology Transfer Automated Retrieval System (TEKTRAN)

    Dr. Dean O. Cliver, internationally recognized food and environmental virologist, died on May 16, 2011 at his home in Davis, California, after an intense but gallant battle with cancer. He is survived by his wife of 50 years, Carolyn Elaine Cliver, children and grandchildren. Dean was born March 2...

  10. The Way Deans Run Their Faculties in Indonesian Universities

    ERIC Educational Resources Information Center

    Ngo, Jenny; de Boer, Harry; Enders, Jurgen

    2014-01-01

    Using the theory of reasoned action in combination with the Competing Values Framework of organizational leadership, our study examines how deans at Indonesian universities lead and manage their faculties. Based on a large-scale survey with responses from more than 200 Indonesian deans, the study empirically identifies a number of deanship styles:…

  11. Work and Life Balance: Community College Occupational Deans

    ERIC Educational Resources Information Center

    Bailey, Jean M.

    2008-01-01

    This article focuses on work and life balance from a community college occupational dean perspective. It addresses definitions and concepts of work life and the nature of the role of occupational dean. The themes from this study include the use of time both at work and away from work, work/life crossover, perception of work/life, and work/life…

  12. Self-reported leadership styles of deans of baccalaureate and higher degree nursing programs in the United States.

    PubMed

    Broome, Marion E

    2013-01-01

    Over the past decade there has been a lack of attention in the discipline paid to developing strong academic leaders. It is widely acknowledged that the role of the dean has shifted dramatically over the past two decades, with an increasing emphasis on interaction with and accountability to external constituencies at the university, community, and national levels. The overall purpose of this study was to investigate the self-reported leadership styles, behaviors, and experiences of deans of schools of nursing in the United States. The Multifactor Leadership Questionnaire (MLQ) was sent to 655 deans who were members of the American Association of Colleges of Nursing; 344 returned completed surveys for a return rate of 52.5%. Scores on the transformational scale (n = 321; 20 items) ranged from 2.75 to 4.0, with a mean of 3.79; transactional scores ranged from 1.3 to 4.0, with a mean of 3.3 and mode of 3.5. The passive leadership component was lowest, with a range of 0 to 3.75, mean of 1.1, and mode of 1.0. The highest scores for each dean were then examined and compared across the three components. Seventy-seven percent of the deans' highest scores fell on the transformational, 21% on the transactional, and 2% on the passive-avoidant scale. There were no significant differences in the most commonly reported leadership behaviors by gender, ethnicity, or terminal degree. Deans of nursing, compared with over 3,000 other leaders who have completed the MLQ, ranked in the 80th percentile for self-reported transformative behaviors and outcomes effectiveness. The findings from this sample, who were predominantly female, are congruent with previous research on women leaders. Recommendations for future research leadership development programs are presented.

  13. Self-reported leadership styles of deans of baccalaureate and higher degree nursing programs in the United States.

    PubMed

    Broome, Marion E

    2013-01-01

    Over the past decade there has been a lack of attention in the discipline paid to developing strong academic leaders. It is widely acknowledged that the role of the dean has shifted dramatically over the past two decades, with an increasing emphasis on interaction with and accountability to external constituencies at the university, community, and national levels. The overall purpose of this study was to investigate the self-reported leadership styles, behaviors, and experiences of deans of schools of nursing in the United States. The Multifactor Leadership Questionnaire (MLQ) was sent to 655 deans who were members of the American Association of Colleges of Nursing; 344 returned completed surveys for a return rate of 52.5%. Scores on the transformational scale (n = 321; 20 items) ranged from 2.75 to 4.0, with a mean of 3.79; transactional scores ranged from 1.3 to 4.0, with a mean of 3.3 and mode of 3.5. The passive leadership component was lowest, with a range of 0 to 3.75, mean of 1.1, and mode of 1.0. The highest scores for each dean were then examined and compared across the three components. Seventy-seven percent of the deans' highest scores fell on the transformational, 21% on the transactional, and 2% on the passive-avoidant scale. There were no significant differences in the most commonly reported leadership behaviors by gender, ethnicity, or terminal degree. Deans of nursing, compared with over 3,000 other leaders who have completed the MLQ, ranked in the 80th percentile for self-reported transformative behaviors and outcomes effectiveness. The findings from this sample, who were predominantly female, are congruent with previous research on women leaders. Recommendations for future research leadership development programs are presented. PMID:24267926

  14. Fostering the Intellectual and Tribal Spirit: The Role of the Chief Academic Officer

    ERIC Educational Resources Information Center

    His Horse Is Thunder, Deborah

    2015-01-01

    This article introduces and describes the academic leadership role of the chief academic officer (CAO), also referred to as the academic vice-president, academic dean, or the provost. The CAO is responsible for the development and implementation of all academic programs, including the curriculum content, assessment, instruction quality,…

  15. Dean Milton C. Winternitz at Yale.

    PubMed

    Spiro, Howard; Norton, Priscilla Waters

    2003-01-01

    Milton Winternitz led Yale Medical School as its Dean from 1920 to 1935. An innovative, even maverick leader, he not only kept the school from going under, but turned it into a first-class research institution. Dedicated to the new scientific medicine established in Germany, he was equally fervent about "social medicine" and the study of humans in their culture and environment. He established the "Yale System" of teaching, with few lectures and fewer exams, and strengthened the full-time faculty system; he also created the graduate-level Yale School of Nursing and the Psychiatry Department, built numerous new buildings, and much more. It is a loss to 21st-century medicine that his dream of an Institute of Human Relations, envisioned as a refuge where social scientists would collaborate with biological scientists in a holistic study of humankind, lasted for only a few years, before falling victim to the more obvious triumphs of medical science and technology. It is sad, too, that he is remembered largely as a Jew presiding over a medical school that, like most others, restricted the number of Jewish students, rather than for his contributions to American medicine.

  16. Shattering the Myths: Women in Academe.

    ERIC Educational Resources Information Center

    Glazer-Raymo, Judith

    Although significant advances have been made since 1970 to increase women's participation in higher education, women's equality is a myth, especially among academic leaders such as senior faculty, department chairs, deans, and administrators. Data show that academic women suffer disparities with respect to men by almost every indicator of…

  17. The Preparation of Academic Library Administrators

    ERIC Educational Resources Information Center

    Hoffman, Starr

    2012-01-01

    The purpose of this quantitative study was to determine the preparation methods experienced by academic library deans and which methods they perceived to be most valuable. Rosser, Johnsrud, and Heck (2000, 2003) defined the theoretical constructs of effective academic leadership upon which this study is based. The instrument--a modified version of…

  18. Integrated Workforce Modeling System

    NASA Technical Reports Server (NTRS)

    Moynihan, Gary P.

    2000-01-01

    There are several computer-based systems, currently in various phases of development at KSC, which encompass some component, aspect, or function of workforce modeling. These systems may offer redundant capabilities and/or incompatible interfaces. A systems approach to workforce modeling is necessary in order to identify and better address user requirements. This research has consisted of two primary tasks. Task 1 provided an assessment of existing and proposed KSC workforce modeling systems for their functionality and applicability to the workforce planning function. Task 2 resulted in the development of a proof-of-concept design for a systems approach to workforce modeling. The model incorporates critical aspects of workforce planning, including hires, attrition, and employee development.

  19. How Prepared Are Academic Administrators? Leadership and Job Satisfaction within US Research Universities

    ERIC Educational Resources Information Center

    Morris, Tracy L.; Laipple, Joseph S.

    2015-01-01

    A national sample of 1515 university administrators (academic deans, directors, associate deans, and department chairs) completed a survey of leadership skills, preparedness for administrative role, and job satisfaction. Overall, participants felt least well prepared in the areas of developing entrepreneurial revenue, developing metrics to…

  20. Planning Australia's hospital workforce.

    PubMed

    Harris, Mary; Gavel, Paul; Conn, Warwick

    2002-01-01

    Growing government support has been evident during the past decade for macro-level workforce planning to ensure that future populations have access to appropriate health care services. Population ageing is impacting on workforce requirements and on workforce supply within Australia and internationally. Changes in financing and the organisation of health services are impacting on the availability of training and on the quality of working life. The age and gender profile and career expectations of young Australians are changing. These factors are all adding to the importance and complexity of workforce planning. This paper draws on data from various sources to describe Australia's hospital workforce, to explore supply-side workforce trends and to discuss some contemporary issues of concern to policy makers and workforce planners. The paper finds that in recent years there has been a 3 per cent decline in the number of full time equivalent staff in public hospitals, while the number in the private hospital workforce has increased by 28 per cent. The paper concludes that, nationally, there are serious limitations in the data available to describe and monitor the hospital workforce and that there is a need to remedy this situation.

  1. Using Technology To Learn and Learning To Use Technology. Hearing before the Committee on Education and the Workforce. House of Representatives, One Hundred Sixth Congress, Second Session.

    ERIC Educational Resources Information Center

    Congress of the U.S., Washington, DC. House Committee on Education and the Workforce.

    This hearing on educational technology includes statements by the following individuals: Vice-Chairman Thomas E. Petri, Committee on Education and the Workforce; Dr. James B. Thomas, Dean, School of Information Sciences and Technology, Pennsylvania State University; Eva Cronin, teacher, Hayes Elementary School (Georgia); Janet Guge, art and French…

  2. Life and career pathways of deans in nursing programs.

    PubMed

    Redmond, G M

    1991-01-01

    The purpose of this study was to describe deans' perspectives on the life and career relationships and experiences that were significant to them and that influenced them in the assumption of the dean's position. A developmental model guided this inquiry and was used to explain the development of these women's personal and professional identities. The study design was naturalistic. Data was collected by survey, life history interviews, and through document search of curriculum vitae. Field notes were recorded throughout the data collection period. Data were analyzed using Spradley's ethnographic analysis techniques consisting of domains, taxonomies, components, and themes. The study yielded the following themes: (1) a pattern of strong valuing by the participants of education and achievement; (2) a pattern of female relationships that provided the deans with role modeling of important leadership behaviors, support, encouragement, and information for making educational and career choices; (3) a pattern of early leadership behavior that included an enjoyment of, or a desire to be in charge. The conclusions of the study were: (1) the Erikson, Levinson Morgan, and Farber models were useful frameworks in studying these deans' life and career pathways; (2) people and relationships played an important role in the lives and the careers of the women studied; (3) the deans' early socialization experiences and relationships contributed to the development of leadership behaviors and positive ego development; (4) Through early family and educational experiences and relationships, the participants in this study developed strong values related to the importance of achievement and education. PMID:1894843

  3. Public health workforce taxonomy.

    PubMed

    Boulton, Matthew L; Beck, Angela J; Coronado, Fátima; Merrill, Jacqueline A; Friedman, Charles P; Stamas, George D; Tyus, Nadra; Sellers, Katie; Moore, Jean; Tilson, Hugh H; Leep, Carolyn J

    2014-11-01

    Thoroughly characterizing and continuously monitoring the public health workforce is necessary for ensuring capacity to deliver public health services. A prerequisite for this is to develop a standardized methodology for classifying public health workers, permitting valid comparisons across agencies and over time, which does not exist for the public health workforce. An expert working group, all of whom are authors on this paper, was convened during 2012-2014 to develop a public health workforce taxonomy. The purpose of the taxonomy is to facilitate the systematic characterization of all public health workers while delineating a set of minimum data elements to be used in workforce surveys. The taxonomy will improve the comparability across surveys, assist with estimating duplicate counting of workers, provide a framework for describing the size and composition of the workforce, and address other challenges to workforce enumeration. The taxonomy consists of 12 axes, with each axis describing a key characteristic of public health workers. Within each axis are multiple categories, and sometimes subcategories, that further define that worker characteristic. The workforce taxonomy axes are occupation, workplace setting, employer, education, licensure, certification, job tasks, program area, public health specialization area, funding source, condition of employment, and demographics. The taxonomy is not intended to serve as a replacement for occupational classifications but rather is a tool for systematically categorizing worker characteristics. The taxonomy will continue to evolve as organizations implement it and recommend ways to improve this tool for more accurate workforce data collection.

  4. Children's workforce strategy.

    PubMed

    2005-08-01

    The Green Paper, Every child matters, recognised the crucial importance of the children's workforce to improving outcomes for children and young people. The Children's Workforce Strategy sets out the government's vision of a world-class children's workforce which is increasingly competent and confident, inspiring trust and respect from parents and carers as well as from children and young people themselves. The document sets out four major strategic challenges: to recruit more high quality staff into the children's workforce; to retain people in the workforce including by offering better development and career progression; to strengthen interagency and multi-disciplinary working; and to promote stronger leadership and management. The strategy builds on work already in hand and on existing good practice. It puts forward proposals to tackle each of the strategic challenges with action nationally and locally.

  5. Dean of Deans: Wilfred Bain and the Rise of the Indiana University School of Music

    ERIC Educational Resources Information Center

    Alvarado, Julieta M.

    2013-01-01

    Leadership for American higher education is increasingly receiving more attention due to the rapidly changing academic world of the twenty-first century. Academic leadership development, thus, warrants serious study and lively discourse. The emergence of music as a fully organized discipline in the twentieth century, and the development of a…

  6. First-Year Experiences of Associate Deans: A Qualitative, Multi-Institutional Study

    ERIC Educational Resources Information Center

    White, Gary W.

    2014-01-01

    This study examines the first-year experiences of new associate deans at doctoral granting, Research I universities. Participants were 24 associate deans from various disciplines at three difference universities who had been in their positions for five years or less. Findings show that the transition into the associate dean position is stressful…

  7. A Survey of Career Pathways of Engineering Deans in the United States: Strategies for Leadership Development

    ERIC Educational Resources Information Center

    Hargrove, S. Keith

    2015-01-01

    The career pathways of deans in higher education seem to follow the traditional model in academia from a senior faculty position and/or department chair. This however may be different from deans in engineering education. The goal of this survey research is to assess the career paths of current Deans of Colleges/Schools of Engineering in the United…

  8. Deans in German Universities: Goal Acceptance and Task Characteristics

    ERIC Educational Resources Information Center

    Scholkmann, Antonia

    2011-01-01

    This paper presents an empirical study which explored how deans at German universities accept their new role as manager, and which factors influence the acceptance of this role. Within a framework referring to Locke and Latham's goal setting theory, the acceptance of operative goals implemented in the faculties served as an indicator of how well…

  9. Dynamics and Dilemmas of the Associate and Assistant Dean Roles.

    ERIC Educational Resources Information Center

    George, Shirley A.; Coudret, Nadine A.

    1986-01-01

    The need for and importance of effective leadership in nursing education mandates that individual and institutional efforts be committed to reducing role ambiguity, conflict, and overload in the position of assistant dean, whose role is subject to multiple demands and involved with multiple administrative subsystems. (Author/MSE)

  10. For Admissions Deans, Waiting-List Roulette Gets Trickier

    ERIC Educational Resources Information Center

    Hoover, Eric

    2008-01-01

    This article reports that with a weak economy and a record number of applications at many campuses, admissions deans have deliberately undershot their targets and lengthened their waiting lists. For months a four-digit number has hovered over Douglas L. Christiansen. It's there when he falls asleep and there when he wakes up. The number is 1,550,…

  11. In Defense of Foundations: An Open Letter to Deans

    ERIC Educational Resources Information Center

    deMarrais, Kathleen

    2013-01-01

    Kathleen deMarrais, professor in the Department of Lifelong Education, Administration and Policy at the University of Georgia, was honored to be invited to contribute to this special issue of "Critical Questions in Education." deMarrais addressed college/university deans to review the role of social foundations in teacher education and…

  12. A Statistical Analysis of Library School Deans' Publications.

    ERIC Educational Resources Information Center

    Kilpela, Raymond

    The purpose of this study was to ascertain the extent to which deans holding office in 1983 in American Library Association (ALA) accredited graduate library education programs fulfilled the expectations of academia and the ALA "Standards'" requirement with respect to sustained productive scholarship and evidence of aptitude for research through…

  13. Managing People: A Guide for Department Chairs and Deans.

    ERIC Educational Resources Information Center

    Leaming, Deryl R., Ed.

    This book is a collection of essays by experienced department chairs, deans, and vice-presidents. Each essay discusses a different aspect of people management in higher education, explaining the issues and offering suggestions and resources. The chapters are: (1) "Understanding Yourself" (Deryl R. Leaming); (2) "Understanding and Communicating…

  14. 5 A's Dean's Grant Second Year Monograph. 1980-82.

    ERIC Educational Resources Information Center

    Melnick, Curtis C., Ed.

    The monograph presents 12 papers on aspects of retraining College of Education faculty regarding mainstreaming of handicapped children. Papers grew out of the 5 A's Dean's Grant (Awareness, Access, Appropriateness, Assessment, and Accountability) at Roosevelt University. The following titles and authors are represented: "On Loving the Unlovable"…

  15. Black Dean: Race, Reconciliation, and the Emotions of Deanship

    ERIC Educational Resources Information Center

    Jansen, Jonathan David

    2005-01-01

    In this article, Jonathan Jansen describes his experiences as a Black dean in the formerly all-White University of Pretoria in South Africa. The article shows how race, gender, history, and institutional culture constitute emotional terrain in which decanal leadership plays itself out in the volatile postapartheid era. In the context of South…

  16. The Deans and Chairs: Caught in the Middle

    ERIC Educational Resources Information Center

    Andrews, Hans A.

    2005-01-01

    How does a dean or department or division chairperson fit into the administrative structure of a community college? How do these middle managers best work with faculty? These are questions that have evolved in community and technical colleges, as they moved into this new century. The roles of the middle manager will vary by campus throughout the…

  17. "Monsters'" Ink: How Walter Dean Myers Made "Frankenstein" Fun.

    ERIC Educational Resources Information Center

    Phillips, Nathan

    2003-01-01

    Describes an effective but new twist on the use of young adult books as bridges to the classics. Considers how "Frankenstein" is a novel written for today. Aims for his students to see that literature can be a way to discuss important issues. Discusses how to bridge Walter Dean Myers' novel "Monster" to "Frankenstein." (SG)

  18. Dean's List: Eleven Habits of Highly Successful College Students

    ERIC Educational Resources Information Center

    Bader, John B.

    2011-01-01

    With a solid GPA, numerous extracurricular achievements, and an acceptance letter from an excellent college, it seems that all of your hard work in school has paid off. Now what? What can you expect from college life, and how can you get the most out of it? This book answers these questions to help you excel in college. Deans at America's top…

  19. AACSB Deans' Understanding of Multimedia Copyright Laws and Guidelines.

    ERIC Educational Resources Information Center

    Gatlin, Rebecca; Arn, Joseph V.; Kordsmeier, William

    1999-01-01

    Fewer than 60% of 114 business-education deans answered questions correctly about fair use and the use of copyrighted multimedia materials in instruction. Those with less multimedia experience assumed copyright regulations to be more restrictive than they actually are. (SK)

  20. The Creative Path: An Interview with Dean Keith Simonton

    ERIC Educational Resources Information Center

    Henshon, Suzanna E.

    2011-01-01

    Dean Keith Simonton received his PhD from Harvard University and is currently Distinguished Professor of Psychology at the University of California, Davis. His research program concentrates on the cognitive, personality, developmental, and sociocultural factors behind exceptional creativity, leadership, genius, and talent. In this interview,…

  1. The Wizards of Odds: Leadership Journeys of Education Deans.

    ERIC Educational Resources Information Center

    Bowen, Larry S., Ed.

    This monograph contains reflections by current and former deans of schools of education on their experiences in providing leadership for change, their attempts at reform, their perceived successes and failures, and the lessons they learned. It opens with a preface by Larry S. Bowen describing the conference that led to the monograph, the…

  2. Building Bridges: Fund Raising for Deans, Faculty, and Development Officers.

    ERIC Educational Resources Information Center

    Murphy, Mary Kay, Ed.

    This publication offers 16 articles by higher education administrators, faculty and development officers on dean and faculty members roles in development work as well as the teamwork and synergy that develop in the best efforts. Following an introduction by George Keller, the articles are as follows: (1) "Institutional Strategic Planning: Setting…

  3. Labor and skills gap analysis of the biomedical research workforce.

    PubMed

    Mason, Julie L; Johnston, Elizabeth; Berndt, Sam; Segal, Katie; Lei, Ming; Wiest, Jonathan S

    2016-08-01

    The United States has experienced an unsustainable increase of the biomedical research workforce over the past 3 decades. This expansion has led to a myriad of consequences, including an imbalance in the number of researchers and available tenure-track faculty positions, extended postdoctoral training periods, increasing age of investigators at first U.S. National Institutes of Health R01 grant, and exodus of talented individuals seeking careers beyond traditional academe. Without accurate data on the biomedical research labor market, challenges will remain in resolving these problems and in advising trainees of viable career options and the skills necessary to be productive in their careers. We analyzed workforce trends, integrating both traditional labor market information and real-time job data. We generated a profile of the current biomedical research workforce, performed labor gap analyses of occupations in the workforce at regional and national levels, and assessed skill transferability between core and complementary occupations. We conclude that although supply into the workforce and the number of job postings for occupations within that workforce have grown over the past decade, supply continues to outstrip demand. Moreover, we identify practical skill sets from real-time job postings to optimally equip trainees for an array of careers to effectively meet future workforce demand.-Mason, J. L., Johnston, E., Berndt, S., Segal, K., Lei, M., Wiest, J. S. Labor and skills gap analysis of the biomedical research workforce.

  4. Labor and skills gap analysis of the biomedical research workforce.

    PubMed

    Mason, Julie L; Johnston, Elizabeth; Berndt, Sam; Segal, Katie; Lei, Ming; Wiest, Jonathan S

    2016-08-01

    The United States has experienced an unsustainable increase of the biomedical research workforce over the past 3 decades. This expansion has led to a myriad of consequences, including an imbalance in the number of researchers and available tenure-track faculty positions, extended postdoctoral training periods, increasing age of investigators at first U.S. National Institutes of Health R01 grant, and exodus of talented individuals seeking careers beyond traditional academe. Without accurate data on the biomedical research labor market, challenges will remain in resolving these problems and in advising trainees of viable career options and the skills necessary to be productive in their careers. We analyzed workforce trends, integrating both traditional labor market information and real-time job data. We generated a profile of the current biomedical research workforce, performed labor gap analyses of occupations in the workforce at regional and national levels, and assessed skill transferability between core and complementary occupations. We conclude that although supply into the workforce and the number of job postings for occupations within that workforce have grown over the past decade, supply continues to outstrip demand. Moreover, we identify practical skill sets from real-time job postings to optimally equip trainees for an array of careers to effectively meet future workforce demand.-Mason, J. L., Johnston, E., Berndt, S., Segal, K., Lei, M., Wiest, J. S. Labor and skills gap analysis of the biomedical research workforce. PMID:27075242

  5. Motivational Themes and Academic Success of At-Risk Freshmen.

    ERIC Educational Resources Information Center

    Wambach, Cathrine A.

    1993-01-01

    Describes a study of motivational factors influencing 19 first-year students who made the dean's list their first quarter in college, despite a poor academic performance in high school. Applies Weiner's attributional theory of motivation. Most students attributed their prior academic performance to a lack of motivation/effort. (DMM)

  6. Workforce Training and Education Gaps in Gerontology and Geriatrics: What We Found in New York State

    ERIC Educational Resources Information Center

    Maiden, Robert J.; Horowitz, Beverly P.; Howe, Judith L.

    2010-01-01

    This article summarizes data from the 2008 Symposium Charting the Future for New York State Workforce Training and Education in Aging: The Stakeholder Perspective and the 2009 report "Workforce Training and Education: The Challenge for Academic Institutions". This research is the outcome of a collaborative State Society on Aging of New York and…

  7. A Statewide Train-the-Trainer Model for Effective Entrepreneurship and Workforce Readiness Programming

    ERIC Educational Resources Information Center

    Fields, Nia Imani; Brown, Mananmi; Piechocinski, Alganesh; Wells, Kendra

    2012-01-01

    A statewide youth and adult train-the-trainer model that integrates workforce readiness and entrepreneurship can have a profound effect on young people's academic performance, interest in college, and overall youth development. Participants in workforce and entrepreneurship programs develop personal resources that have value in school, in the…

  8. Self-Sabotage in the Academic Career

    ERIC Educational Resources Information Center

    Sternberg, Robert J.

    2013-01-01

    Pogo recognized long ago that we often are our own worst enemies. Sure, he was a cartoon character, but he had a point--especially in higher education, where self-sabotage seems to be a standard characteristic of academic careers. In the author's 30 years as a professor, five years as a dean, and three years as a provost, he has observed many…

  9. Fostering Research and Publication in Academic Libraries

    ERIC Educational Resources Information Center

    Sassen, Catherine; Wahl, Diane

    2014-01-01

    This study concerns administrative support provided to encourage the research and publishing activities of academic librarians working in Association of Research Libraries member libraries. Deans and directors of these libraries were asked to respond to an online survey concerning the support measures that their libraries provide, as well as their…

  10. The future dental workforce?

    PubMed

    Gallagher, J E; Wilson, N H F

    2009-02-28

    The Editor-in-Chief of the BDJ has previously raised important questions about dental workforce planning and the implications for dental graduates of recent changes and pressures. It is now time to revisit this issue. Much has changed since the last workforce review in England and Wales, and the rate of change is in all probability set to increase. First, at the time of writing this paper the momentous step of including dental care professionals (DCPs) on General Dental Council (GDC) registers in the United Kingdom has recently been completed. Second, the Scope of Practice of all dental professionals has been under consultation by the General Dental Council, and research evidence suggests that greater use should be made of skill-mix in the dental team. Third, within England, Lord Darzi has just published the 'Final Report of the NHS Next Stage Review', which emphasises 'quality care' and 'team-working' as key features of healthcare; this report was accompanied by an important document entitled 'A High Quality Workforce', in which plans for local workforce planning within the NHS are outlined, placing responsibilities at national, local and regional levels. Fourth, policy makers across the UK are wrestling with addressing oral health needs, promoting health and facilitating access to dental care, all of which have implications for the nature and shape of the dental workforce. Fifth, with the impact of globalisation and European policies we are net gainers of dentists as well as having more in training. Sixth, although there have been reviews and policy initiatives by regulatory, professional and other bodies in support of shaping the dental workforce, there has been little serious consideration of skill-mix and funding mechanisms to encourage team-working. Together, these events demand that we enter a fresh debate on the future dental workforce which should extend beyond professional and national boundaries and inform workforce planning. This debate is of great

  11. The future dental workforce?

    PubMed

    Gallagher, J E; Wilson, N H F

    2009-02-28

    The Editor-in-Chief of the BDJ has previously raised important questions about dental workforce planning and the implications for dental graduates of recent changes and pressures. It is now time to revisit this issue. Much has changed since the last workforce review in England and Wales, and the rate of change is in all probability set to increase. First, at the time of writing this paper the momentous step of including dental care professionals (DCPs) on General Dental Council (GDC) registers in the United Kingdom has recently been completed. Second, the Scope of Practice of all dental professionals has been under consultation by the General Dental Council, and research evidence suggests that greater use should be made of skill-mix in the dental team. Third, within England, Lord Darzi has just published the 'Final Report of the NHS Next Stage Review', which emphasises 'quality care' and 'team-working' as key features of healthcare; this report was accompanied by an important document entitled 'A High Quality Workforce', in which plans for local workforce planning within the NHS are outlined, placing responsibilities at national, local and regional levels. Fourth, policy makers across the UK are wrestling with addressing oral health needs, promoting health and facilitating access to dental care, all of which have implications for the nature and shape of the dental workforce. Fifth, with the impact of globalisation and European policies we are net gainers of dentists as well as having more in training. Sixth, although there have been reviews and policy initiatives by regulatory, professional and other bodies in support of shaping the dental workforce, there has been little serious consideration of skill-mix and funding mechanisms to encourage team-working. Together, these events demand that we enter a fresh debate on the future dental workforce which should extend beyond professional and national boundaries and inform workforce planning. This debate is of great

  12. Outcome-based workforce development and education in public health.

    PubMed

    Koo, Denise; Miner, Kathleen

    2010-01-01

    The broad scope of the public health mission leads to an increasingly diverse workforce. Given the range of feeder disciplines and the reality that much of the workforce does not have formal training in public health science and practice, a pressing need exists for training and education throughout the workforce. Just as we in public health take a rigorous approach to our science, so too should we take a rigorous, evidence-driven approach to workforce development. In this review, we recommend a framework for workforce education in public health, integrating three critical conceptual approaches: (a) adult learning theory; (b) competency-based education; and (c) the expanded Dreyfus model in public health, an addition to the Dreyfus model of professional skills progression. We illustrate the application of this framework in practice, using the field of applied epidemiology. This framework provides a context for designing and developing high-quality, outcome-based workforce development efforts and evaluating their impact, with implications for academic and public health practice efforts to educate the public health workforce.

  13. Pediatrician workforce policy statement.

    PubMed

    Basco, William T; Rimsza, Mary E

    2013-08-01

    This policy statement reviews important trends and other factors that affect the pediatrician workforce and the provision of pediatric health care, including changes in the pediatric patient population, pediatrician workforce, and nature of pediatric practice. The effect of these changes on pediatricians and the demand for pediatric care are discussed. The American Academy of Pediatrics (AAP) concludes that there is currently a shortage of pediatric medical subspecialists in many fields, as well as a shortage of pediatric surgical specialists. In addition, the AAP believes that the current distribution of primary care pediatricians is inadequate to meet the needs of children living in rural and other underserved areas, and more primary care pediatricians will be needed in the future because of the increasing number of children who have significant chronic health problems, changes in physician work hours, and implementation of current health reform efforts that seek to improve access to comprehensive patient- and family-centered care for all children in a medical home. The AAP is committed to being an active participant in physician workforce policy development with both professional organizations and governmental bodies to ensure a pediatric perspective on health care workforce issues. The overall purpose of this statement is to summarize policy recommendations and serve as a resource for the AAP and other stakeholders as they address pediatrician workforce issues that ultimately influence the quality of pediatric health care provided to children in the United States.

  14. Motivation and job satisfaction of deans of schools of nursing.

    PubMed

    Lamborn, M L

    1991-01-01

    Factors influencing the job satisfaction of deans of schools of nursing were analyzed using the motivational theory of expectancy. A questionnaire was sent to 595 deans/directors of baccalaureate and higher degree schools of nursing accredited by the National League for Nursing. The three part questionnaire consisted of (1) Demographic data, (2) Motivation and Reward Scales, and (3) The Job Description Index. Significant relationships were found within each job satisfaction variable (P less than or equal to .05). The most significant and numerous relationships were found within the variable of pay or salary. Deans who had long tenure in their administrative positions and were associated with large universities and schools of nursing were also found to be statistically significant (P less than or equal to .05). A direct relationship between the scores on the Motivation and Reward Scale and the scores on the Job Description Index was supported. The individual and collective facets of job satisfaction were positively and significantly correlated (P less than or equal to .05) with motivation, providing support for the theoretical framework that proposes an interdependent relationship. Additional findings from regression analyses suggested that motivation is a significant predictor of job satisfaction.

  15. Older Academics and Career Management: An Interdisciplinary Discussion

    ERIC Educational Resources Information Center

    Larkin, Jacqui; Neumann, Ruth

    2009-01-01

    The academic workforce is among the oldest (Commonwealth of Australia, 2005) and arguably has the most highly qualified professionals within Australia. Yet career management for this group is seldom discussed. This paper considers Australia's ageing academic work-force and the human resource management challenges and implications this poses for…

  16. Advancement of Women in the Biomedical Workforce: Insights for Success.

    PubMed

    Barfield, Whitney L; Plank-Bazinet, Jennifer L; Austin Clayton, Janine

    2016-08-01

    Women continue to face unique barriers in the biomedical workforce that affect their advancement and retention in this field. The National Institutes of Health (NIH) formed the Working Group on Women in Biomedical Careers to address these issues. Through the efforts of the working group, the NIH funded 14 research grants to identify barriers or to develop and/or test interventions to support women in the biomedical workforce. The grantees that were funded through this endeavor later established the grassroots Research Partnership on Women in Biomedical Careers, and they continue to conduct research and disseminate information on the state of women in academic medicine. This Commentary explores the themes introduced in a collection of articles organized by the research partnership and published in this issue of Academic Medicine. The authors highlight the role that government plays in the advancement of women in academic medicine and highlight the findings put forward in this collection.

  17. Advancement of Women in the Biomedical Workforce: Insights for Success.

    PubMed

    Barfield, Whitney L; Plank-Bazinet, Jennifer L; Austin Clayton, Janine

    2016-08-01

    Women continue to face unique barriers in the biomedical workforce that affect their advancement and retention in this field. The National Institutes of Health (NIH) formed the Working Group on Women in Biomedical Careers to address these issues. Through the efforts of the working group, the NIH funded 14 research grants to identify barriers or to develop and/or test interventions to support women in the biomedical workforce. The grantees that were funded through this endeavor later established the grassroots Research Partnership on Women in Biomedical Careers, and they continue to conduct research and disseminate information on the state of women in academic medicine. This Commentary explores the themes introduced in a collection of articles organized by the research partnership and published in this issue of Academic Medicine. The authors highlight the role that government plays in the advancement of women in academic medicine and highlight the findings put forward in this collection. PMID:27306970

  18. The Initiative to Move Toward a More Highly Educated Nursing Workforce: Findings from the Kansas Registered Nurse Workforce Survey.

    PubMed

    Shen, Qiuhua; Peltzer, Jill; Teel, Cynthia; Pierce, Janet

    2015-01-01

    The Institute of Medicine report, The Future of Nursing: Leading Change, Advancing Health, recommends increasing the proportion of registered nurses (RNs) with a baccalaureate in nursing (BSN) to 80% by 2020. Kansas lacks a central mechanism to collect current data on the RN workforce; therefore, detailed information about the RN workforce, including current educational level, is unknown. The purposes of the survey were to (a) describe the Kansas RN workforce, (b) examine the relationship between nursing education and employment, (c) compare and contrast the workforce to other states and national data and (d) discuss implications of strategic planning and policy making for nursing education. The on-line Kansas RN Workforce Survey link was sent to 44,568 RNs by e-mail, and the response rate was 15.6% (n = 6,948). The survey consisted of 34 questions on demographics, education, licensing, and employment. Kansas RNs were predominately women (92%) and Caucasian with an average age of 47.7 years. Approximately 46.3% of RNs obtained a BSN as their initial education. Analysis of highest level of nursing education showed that 60.5% of Kansas RNs were at least baccalaureate prepared, with 14.9% obtaining a master's degree or higher. More than 50% of RNs worked in hospitals as staff nurses. RNs with advanced education were more likely to be employed, tended to work in academic settings or ambulatory clinics, and were more likely to be faculty or in management/leadership positions. Overall, the Kansas RN workforce is closer to reaching the 80% baccalaureate-prepared goal recommended by the Future of Nursing report than has been reported. Educational level was closely related to RNs' choices of work settings and positions. Additional work such as promoting academic progression needs to continue to build a more highly educated RN workforce. PMID:26653039

  19. Forum on Workforce Development

    NASA Technical Reports Server (NTRS)

    Hoffman, Edward

    2010-01-01

    APPEL Mission: To support NASA's mission by promoting individual, team, and organizational excellence in program/project management and engineering through the application of learning strategies, methods, models, and tools. Goals: a) Provide a common frame of reference for NASA s technical workforce. b) Provide and enhance critical job skills. c) Support engineering, program and project teams. d) Promote organizational learning across the agency. e) Supplement formal educational programs.

  20. Workforce Brief: Colorado

    ERIC Educational Resources Information Center

    Western Interstate Commission for Higher Education, 2006

    2006-01-01

    Employment in Colorado (including hourly and salaried jobs and self-employment) is projected to grow by 23 percent from 2002 to 2012, adding some 551,630 new jobs to the state's economy and growing the workforce from 2,355,290 to 2,906,920. The rate of growth is much higher than the 15 percent increase projected for the nation as a whole.…

  1. A Comparison of the Views of College of Business Deans and Faculty on Undeserved Authorships

    ERIC Educational Resources Information Center

    Flanagan, Jennifer L.

    2015-01-01

    Deans and faculty at Association to Advance Collegiate Schools of Business-accredited colleges of business were surveyed on the extent and impact of the occurrence of undeserved authorships in business journal articles. Eighty percent of the deans and faculty responding acknowledged the occurrence of undeserved authorships in published business…

  2. Writing through the Labyrinth of Fears: The Legacy of Walter Dean Myers

    ERIC Educational Resources Information Center

    Tatum, Alfred W.

    2015-01-01

    This commentary discusses the legacy of Walter Dean Myers in relationship to advancing writing as an intellectual tool of protection for black male teens. Multiple implications are provided for teachers who want to engage black male teens to write fearlessly to extend the legacy of Walter Dean Myers.

  3. Exploring Strengths of Career Technical Education Deans: Implementing Change within Community Colleges

    ERIC Educational Resources Information Center

    Davis, Maria

    2013-01-01

    The purpose of this qualitative study was to explore how career technical education (CTE) deans implement crucial changes in their programs to keep up with industry standards required by external agencies, the Perkins grant, and the advancements of technology. Deans must make top-down, lateral, as well as vertical change to implement improvements…

  4. College of Business Deans' Views on Undeserved Authorships in Business Journals

    ERIC Educational Resources Information Center

    Manton, Edgar J.; English, Donald E.

    2011-01-01

    The deans of all 440 AACSB accredited colleges of business were surveyed regarding their views on undeserved authorship in business journals and the impact of such authorships upon the faculty reward system. One hundred and twenty-five deans responded to a questionnaire on the topic. Eighty percent of the respondents indicated that they were aware…

  5. Lodestar of the Faculty: The Increasingly Important Role of Dean of Faculty

    ERIC Educational Resources Information Center

    Zilian, Fred

    2012-01-01

    In the tight budget atmosphere of recent years, schools may have chosen to do without a dean of faculty or, at best, to double- hat another middle manager with this responsibility. This is a mistake. That all private schools do not have a dedicated dean of faculty suggests a lack of emphasis on the very component of the school--the faculty--that…

  6. Dean of Women at Historically Black Colleges and Universities: A Story Left Untold

    ERIC Educational Resources Information Center

    Herdlein, Richard; Cali, Christine Frezza; Dina, Joanne

    2008-01-01

    There is a paucity of historical discourse on the distinct contributions of African American women serving as deans of women at historically Black colleges and universities. Using historical research and the case study approach, the analysis focused on three deans of women: Lucy Diggs Slowe--Howard University, Owena Hunter Davis--Johnson C. Smith…

  7. Emotional Intelligence and Job Satisfaction: The EQ Relationship for Deans of U.S. Business Schools

    ERIC Educational Resources Information Center

    Coco, Charles M.

    2009-01-01

    The main purpose of this study was to determine if a positive relationship existed between Emotional Intelligence and Job Satisfaction for deans of business schools. A secondary purpose was to determine which Emotional Quotient (EQ) competencies were most important for satisfied deans and how these competencies assisted processes related to…

  8. A Survey of African American Deans and Directors of U.S. Schools of Social Work

    ERIC Educational Resources Information Center

    House, Laura E.; Fowler, Dawnovise N.; Thornton, Pamela L.; Francis, E. Aracelis

    2007-01-01

    Using survey methods, this study examines demographic and professional characteristics and experiences of participating African American deans and directors of schools of social work in the United States. An examination of deans and directors has implications for the future of social work education in terms of understanding their critical role as…

  9. Issues in workforce composition analysis

    SciTech Connect

    Koeck, D.C.; Rogers, J.D.

    1996-05-01

    An issue of paramount interest to US industry is the supply and quality of human resources available for this country`s scientific and technological activities. The changing composition of the workforce and the responsibility that an organization has to assure equal opportunity, give rise to various issues. This paper discusses some of the issues associated with the scientific and technical workforce. Specifically, it explores some of the questions pertaining to workforce composition and measures of workforce composition. This paper should be useful to those responsible for personnel policies.

  10. Workforce Intermediation for Vulnerable Youth: Workforce Initiatives Discussion Paper #4

    ERIC Educational Resources Information Center

    Academy for Educational Development, 2011

    2011-01-01

    This paper's intention is to spur discussion about the roles of "workforce intermediation" as it relates to youth development and employability. It is certainly not meant to be an exhaustive discussion about either topic. It does, however, intend to further the dialogue on international workforce initiatives and the requisite workforce…

  11. A white dean and black physicians at the epicenter of the civil rights movement.

    PubMed

    deShazo, Richard D; Smith, Robert; Skipworth, Leigh Baldwin

    2014-06-01

    Robert Q. Marston, MD, a gregarious Rhodes and Markel Scholar, native Virginian, and well-connected National Institutes of Health-trained medical scientist found himself the new dean and hospital director of a promising academic medical center at age 38. It was 1961 and the University of Mississippi Medical Center (UMMC) in Jackson was, unknown to him, about to be at the geographic center of the struggle for African American civil rights. That struggle would entangle UMMC in a national search for social justice and change the course of American history and American medicine. Shortly after his arrival, the new dean received and refused a written request from the Secretary of the Mississippi Chapter of the National Medical Association (NMA) to make educational venues at the segregated medical center available to black physicians. The same year, UMMC became the primary medical provider for sick and injured Freedom Riders, sit-in and demonstration participants, and others who breached the racial divide defined by the state's feared Sovereignty Commission. That divide was violently enforced by collaboration among law enforcement, Citizens' Councils, and the Ku Klux Klan. The crescendo of the civil rights struggle that attended Marston's arrival included a deadly riot following James Meredith's integration of the Ole Miss campus in Oxford in 1962, the death of National Association for the Advancement of Colored People (NAACP) Field Secretary Medgar Evers at UMMC in 1963, a national controversy over UMMC's role in the autopsies of 3 civil rights workers murdered in Neshoba County, an attempt at limited compliance to Title VI of the Civil Rights Act of 1964, and a federal civil rights complaint against UMMC by the NAACP Legal and Educational Fund in 1965. That complaint noted that UMMC was out of compliance with the Civil Rights Act of 1964 and seriously threatened its federal funding and academic operations. Marston developed a compliance strategy that included the hiring

  12. A white dean and black physicians at the epicenter of the civil rights movement.

    PubMed

    deShazo, Richard D; Smith, Robert; Skipworth, Leigh Baldwin

    2014-06-01

    Robert Q. Marston, MD, a gregarious Rhodes and Markel Scholar, native Virginian, and well-connected National Institutes of Health-trained medical scientist found himself the new dean and hospital director of a promising academic medical center at age 38. It was 1961 and the University of Mississippi Medical Center (UMMC) in Jackson was, unknown to him, about to be at the geographic center of the struggle for African American civil rights. That struggle would entangle UMMC in a national search for social justice and change the course of American history and American medicine. Shortly after his arrival, the new dean received and refused a written request from the Secretary of the Mississippi Chapter of the National Medical Association (NMA) to make educational venues at the segregated medical center available to black physicians. The same year, UMMC became the primary medical provider for sick and injured Freedom Riders, sit-in and demonstration participants, and others who breached the racial divide defined by the state's feared Sovereignty Commission. That divide was violently enforced by collaboration among law enforcement, Citizens' Councils, and the Ku Klux Klan. The crescendo of the civil rights struggle that attended Marston's arrival included a deadly riot following James Meredith's integration of the Ole Miss campus in Oxford in 1962, the death of National Association for the Advancement of Colored People (NAACP) Field Secretary Medgar Evers at UMMC in 1963, a national controversy over UMMC's role in the autopsies of 3 civil rights workers murdered in Neshoba County, an attempt at limited compliance to Title VI of the Civil Rights Act of 1964, and a federal civil rights complaint against UMMC by the NAACP Legal and Educational Fund in 1965. That complaint noted that UMMC was out of compliance with the Civil Rights Act of 1964 and seriously threatened its federal funding and academic operations. Marston developed a compliance strategy that included the hiring

  13. Design and evaluation of a Dean vortex-based micromixer.

    PubMed

    Howell, Peter B; Mott, David R; Golden, Joel P; Ligler, Frances S

    2004-12-01

    A mixer, based on the Dean vortex, is fabricated and tested in an on-chip format. When fluid is directed around a curve under pressure driven flow, the high velocity streams in the center of the channel experience a greater centripetal force and so are deflected outward. This creates a pair of counter-rotating vortices moving fluid toward the inner wall at the top and bottom of the channel and toward the outer wall in the center. For the geometries studied, the vortices were first seen at Reynolds numbers between 1 and 10 and became stronger as the flow velocity is increased. Vortex formation was monitored in channels with depth/width ratios of 0.5, 1.0, and 2.0. The lowest aspect ratio strongly suppressed vortex formation. Increasing the aspect ratio above 1 appeared to provide improved mixing. This design has the advantages of easy fabrication and low surface area. PMID:15570382

  14. Academic Leadership Forum on Faculty Workload, Engagement, and Development. Executive Summary

    ERIC Educational Resources Information Center

    WCET, 2011

    2011-01-01

    A select group of academic officers and deans from institutions (all sectors) whose programs are primarily online and whose teaching faculty differ considerably from traditional faculty participated in the Academic Leadership Forum, October 26, 2011, held in conjunction with WCET's (WICHE Cooperative for Educational Technologies') Annual Meeting.…

  15. Women in Academic Leadership Roles at Research Intensive Universities: Examining the Recent Past Using NSOPF-93

    ERIC Educational Resources Information Center

    Raveling, Joyce Susan

    2013-01-01

    This study investigates gender differences in personal and institutional factors that impact women's advancement to academic leadership roles at research intensive universities. It uses data from a 1993 national collection of information on post-secondary faculty. Academic leaders were defined as faculty who served as department chairs, deans,…

  16. Academic Standing: Its Definition and Implementation at 25 Small Liberal Arts Institutions.

    ERIC Educational Resources Information Center

    Locher, Nancy C.

    1989-01-01

    A study examined the definition of student academic standing and its relationship to several administrative and academic standards (graduation requirements, grading systems, calendars, curricula, probation categories and procedures, requirements for readmission, dean's lists, and graduation rates) at 25 small colleges at six levels of selectivity.…

  17. Colliding Scopes: Seeing Academic Library Leadership through a Lens of Complexity

    ERIC Educational Resources Information Center

    Baird, Lynn N.

    2010-01-01

    Academic libraries routinely negotiate layers of change as embedded organizations in higher education institutions. Facing competing demands with limited resources gave rise to the question: how do academic library deans effectively lead their organizations in times of change? A Delphi Method study was conducted to identify successful leadership…

  18. An emigration versus a globalization perspective of the Lebanese physician workforce: a qualitative study

    PubMed Central

    2012-01-01

    Background Lebanon is witnessing an increased emigration of physicians. The objective of this study was to understand the perceptions of Lebanese policymakers of this emigration, and elicit their proposals for future policies and strategies to deal with this emigration. Methods We conducted semi-structured individual interviews with the deans of Lebanon’s seven medical schools, the presidents of the two physicians professional associations, and governmental officials. We analyzed the results qualitatively. Results Participants differed in the assessment of the extent and gravity of emigration. Lebanon has a surplus of physicians, driven largely by the over-production of graduates by a growing number of medical schools. Participants cited advantages and disadvantages of the emigration on the personal, financial, medical education system, healthcare system, and national levels. Proposed strategies included limiting the number of students entering medical schools, creating job opportunities for graduating students, and implementing quality standards. Most participants acknowledged the globalization of the Lebanese physician workforce, including exchanges with the Gulf region, exchanges with developed countries, and the involvement of North American medical education institutions in the region. Conclusion Many Lebanese policy makers, particularly deans of medical schools, perceive the emigration of the physician workforce as an opportunity in the context of the globalization of the profession. PMID:22646478

  19. A Study of Dean Vortex Development and Structure in a Curved Rectangular Channel with Aspect Ratio of 40 at Dean Numbers up to 430

    NASA Technical Reports Server (NTRS)

    Ligrani, Phillip M.

    1994-01-01

    Flow in a curved channel with mild curvature, an aspect ratio of 40 to 1, and an inner to outer radius ratio of 0.979 is studied at Dean numbers De ranging from 35 to 430. For positions from the start of curvature ranging from 85 to 145 degrees, the sequence of transition events begins with curved channel Poiseuille flow at De less than 40-64. As the Dean number increases, observations show initial development of Dean vortex pairs, followed by symmetric vortex pairs which, when viewed in spanwise/radial planes, cover the entire channel height (De=90-100). At De from 40 to 125-130, the vortex pairs often develop intermittent waviness in the form of vortex undulations. Splitting and merging of vortex pairs is also observed over the same experimental conditions as well as at higher De. When Dean numbers range from 130 to 185-200, the undulating wavy mode is replaced by a twisting mode with higher amplitudes of oscillation and shorter wavelengths. The twisting wavy mode results in the development of regions where turbulence intensity is locally augmented at Dean numbers from 150 to 185-200, principally in the upwash regions between the two individual vortices which make up each vortex pair. These turbulent regions eventually increase in intensity and spatial extent as the Dean number increases further, until individual regions merge together so that the entire cross section of the channel contains chaotic turbulent motions. When Dean numbers then reach 400-435, spectra of velocity fluctuations then evidence fully turbulent flow.

  20. Seeking a State Workforce Strategy

    ERIC Educational Resources Information Center

    Fischer, David Jason; Mack, Melinda

    2015-01-01

    New York's workforce system is a complicated entity that engages nearly a dozen state agencies and myriad funding streams originating at the federal and state levels, and operates on the ground in ten economic development regions, 33 designated workforce investment areas, community-based organizations, labor unions and 62 counties. This report…

  1. Alumni Perceptions of Workforce Readiness

    ERIC Educational Resources Information Center

    Landrum, R. Eric; Hettich, Paul I.; Wilner, Abby

    2010-01-01

    We surveyed psychology alumni (N = 78) about (a) their preparedness and competency on 54 areas of workforce readiness, (b) changes since graduation on 33 adjectives describing emotional states and personality qualities, and (c) suggestions for universities about how to provide opportunities that enhance workforce success. Among the highest rated…

  2. National TAFE Workforce Study 2008

    ERIC Educational Resources Information Center

    Nechvoglod, Lisa; Mlotkowski, Peter; Guthrie, Hugh

    2010-01-01

    The purpose of this report is to provide national data on the technical and further education (TAFE) workforce in 2008 and, where possible, compare this with 2002 data collected for the report "Profiling the national vocational education and training workforce" (NCVER 2004). Currently, there is no regular consistent national collection of TAFE…

  3. Implications for an Aging Workforce

    ERIC Educational Resources Information Center

    McMahan, Shari; Sturz, Dominick

    2006-01-01

    America's workforce is aging, with over 20% of the workforce expected to be aged 55 and over by the year 2015, an increase of nearly 50% through 2014. As people age, their resistance to harmful exposures is reduced. Injury data suggest that although elderly workers are less likely to be hurt seriously enough to lose worktime, they often take twice…

  4. Creating a Framework for Academic Web Strategic Planning.

    ERIC Educational Resources Information Center

    Hougland, Margaret; Pollock, Peggy

    This paper describes a World Wide Web strategic planning process at the East Tennessee State University (ETSU) College of Medicine (COM). The process began when a Web Strategic Planning Committee was charged by the Associate Dean of Academic Affairs to craft a comprehensive plan for development of the COM Web site, because the existing Web site…

  5. A 20-Year Perspective on Preparation Strategies and Career Planning of Pharmacy Deans

    PubMed Central

    Plaza, Cecilia M.

    2010-01-01

    Objective To provide a longitudinal description of the variety of career paths and preparation strategies of pharmacy deans. Methods A descriptive cross-sectional study design using survey research methodology was used. Chief executive officer (CEO) deans at every full and associate member institution of the American Association of Colleges of Pharmacy (AACP) in the United States as of May 1, 2009, were potential subjects. Results The database housed 90.3% (N = 93) of all current (excluding interim/acting) CEO deans. Of the 4 cohorts across time (1991, 1996, 2002, and 2009 snapshots), the 2009 cohort had the highest percentage of deans following either the hierarchical or nontraditional career paths. Conclusions Deans named since 2002 have spent less time collectively in the professoriate than cohorts before them. One reason for this is the increase in the number of deans that followed nontraditional career paths and who spent little or no time in the professoriate prior to their first deanship. This also could be due to the increased demand for individuals to serve as dean due to retirements and the creation of new institutions. PMID:21301596

  6. Tracking the Health of the Geoscience Workforce

    NASA Astrophysics Data System (ADS)

    Gonzales, L. M.; Keane, C. M.; Martinez, C. M.

    2008-12-01

    Increased demands for resources and environmental activities, relative declines in college students entering technical fields, and expectations of growth commensurate with society as a whole challenge the competitiveness of the U.S. geoscience workforce. Because of prior business cycles, more than 50% of the workforce needed in natural resource industries in 10 years is currently not in the workforce. This issue is even more acute in government at all levels and in academic institutions. Here, we present a snapshot of the current status of the geoscience profession that spans geoscientists in training to geoscience professionals in government, industry, and academia to understand the disparity between the supply of and demand for geoscientists. Since 1996, only 1% of high school SAT test takers plan to major in geosciences at college. Although the total number of geoscience degrees granted at community colleges have increased by 9% since 1996 , the number of geoscience undergraduate degrees has decreased by 7%. The number of geoscience master's and doctoral degrees have increased 4% and 14% respectively in the same time period. However, by 2005, 68 geoscience departments were consolidated or closed in U.S. universities. Students who graduate with geoscience degrees command competitive salaries. Recent bachelors geoscience graduates earned an average salary of 31,366, whereas recent master's recipients earned an average of 81,300. New geosciences doctorates commanded an average salary of 72,600. Also, fFederal funding for geoscience research has increase steadily from 485 million in 1970 to $3.5 billion in 2005. Economic indicators suggest continued growth in geoscience commodity output and in market capitalization of geoscience industries. Additionally, the Bureau of Labor Statistics projects a 19% increase in the number of geoscience jobs from 2006 to 2016. Despite the increased demand for geoscientists and increase in federal funding of geoscience research

  7. The Changing Nature of the Academic Deanship. ASHE-ERIC Higher Education Report, Volume 28, Number 1. Jossey-Bass Higher and Adult Education Series.

    ERIC Educational Resources Information Center

    Wolverton, Mimi; Gmelch, Walter H.; Montez, Joni; Nies, Charles T.

    This monograph provides a compilation of scholarly literature written about academic deans. The premise on which it rests suggests that changes external to the academy have affected the nature of the academic deanship and will continue to affect it for the foreseeable future. The book considers four questions about the academic deanship. The first…

  8. Implementing a Workforce Development Pipeline

    NASA Technical Reports Server (NTRS)

    Hix, Billy

    2002-01-01

    Research shows that the number of highly trained scientists and engineers has continued a steady decline during the 1990's. Furthermore, at the high school level, almost 40% of the total high school graduates are seeking technical skills in preparation of entering the workforce directly. The decrease of students in technology and science programs, along with the lack of viable vocational programs, haunts educators and businesses alike. However, MSFC (Marshall Space Flight Center) has the opportunity to become a leading edge model of workforce development by offering a unified program of apprenticeships, workshops, and educational initiatives. These programs will be designed to encourage young people of all backgrounds to pursue the fields of technology and science, to assist research opportunities, and to support teachers in the systemic changes that they are facing. The emphasis of our program based on grade levels will be: Elementary Level: Exposure to the workforce. Middle School: Examine the workforce. High School and beyond: Instruct the workforce. It is proposed that MSFC create a well-integrated Workforce Development Pipeline Program. The program will act to integrate the many and varied programs offered across MSFC directorates and offices. It will offer a clear path of programs for students throughout middle school, high school, technical training, and college and universities. The end result would consist of technicians, bachelors degrees, masters degrees, and PhDs in science and engineering fields entering the nation's workforce, with a focus on NASA's future personnel needs.

  9. Geospatial intelligence workforce

    NASA Astrophysics Data System (ADS)

    Showstack, Randy

    2013-02-01

    A report on the future U.S. workforce for geospatial intelligence, requested by the U.S. National Geospatial-Intelligence Agency (NGA), found that the agency—which hires about 300 scientists and analysts annually—is probably finding sufficient experts to fill the needs in all of its core areas, with the possible exception of geographic information systems (GIS) and remote sensing. The report by the U.S. National Research Council, released on 25 January, noted that competition for GIS applications analysts is strong. While there appear to be enough cartographers, photogrammetrists, and geodesists to meet NGA's current needs in those core areas, the report cautioned that future shortages in these areas seem likely because of a relatively small number of graduates.

  10. The rural allied health workforce study (RAHWS): background, rationale and questionnaire development.

    PubMed

    Keane, Sheila; Smith, Tony N; Lincoln, Michelle; Wagner, Scott R; Lowe, Shelagh E

    2008-01-01

    The allied health professions form approximately 18% of the health workforce in Australia and are well placed to contribute to future multidisciplinary models of health care. There are many reports describing the health workforce in Australia for the medical and nursing professions but there is very little information available about the nature of the allied health workforce. Recent studies have highlighted the need for more current and detailed information about the rural allied health workforce to inform future workforce planning. National health policy reform requires that new healthcare models take into account future workforce requirements, the distribution and work contexts of existing practitioners, training needs, workforce roles and scope of practice. The absence of accurate data profiling the existing rural allied health workforce makes this impossible. The Rural Allied Health Workforce Study (RAHWS) aims to use a cross-sectional survey instrument with high validity to provide a large scale but detailed profile of the allied health workforce in regional, rural and remote Australia. The RAHWS survey instrument used in this study is the result of a comprehensive consultation with clinicians, academics and managers. The RAHWS survey instrument has been designed to provide uniform data across a wide range of healthcare settings. Good concurrent and face validity have been demonstrated and its design allows for data analysis using a wide range of variables. Cross-correlation of responses can answer a number of research questions in relation to rural recruitment and retention, professional education and service delivery models. This valid and feasible instrument will be used to explore the rural allied health workforce by implementing the RAHWS survey in rural regions on a state-by-state basis in Australia during 2009 and 2010. PMID:19182857

  11. Addressing the workforce pipeline challenge

    SciTech Connect

    Leonard Bond; Kevin Kostelnik; Richard Holman

    2006-11-01

    A secure and affordable energy supply is essential for achieving U.S. national security, in continuing U.S. prosperity and in laying the foundations to enable future economic growth. To meet this goal the next generation energy workforce in the U.S., in particular those needed to support instrumentation, controls and advanced operations and maintenance, is a critical element. The workforce is aging and a new workforce pipeline, to support both current generation and new build has yet to be established. The paper reviews the challenges and some actions being taken to address this need.

  12. Casual Academic Staff in an Australian University: Marginalised and Excluded

    ERIC Educational Resources Information Center

    Ryan, Suzanne; Burgess, John; Connell, Julia; Groen, Egbert

    2013-01-01

    Over the past 25 years, the Australian workforce has become more casualised, with approximately one-quarter of the workforce in casual employment today. One of the highest users of casual employees is the higher education sector, where casual academics (referred to as sessionals in the Australian context) are estimated to account for 50% of the…

  13. Skills for Tomorrow's Workforce.

    ERIC Educational Resources Information Center

    Ananda, Srijati M.; And Others

    1995-01-01

    Over the last decade, concern over the nation's global economic status and the role of public education in preparing workers has led to a push for standards reform. Two converging reform strategies have emerged: (1) to create a voluntary system of academic standards for K-12 students, and (2) to create a voluntary system of industry-skill…

  14. Mixing evaluation using an entropic measure in Dean flow micromixers

    NASA Astrophysics Data System (ADS)

    Fodor, Petru; Vyhnalek, Brian; Kaufman, Miron

    2012-10-01

    Promoting mixing in fluid systems at low Reynolds number, remains one of the problems of interest in the development of microreactors. In the laminar flow regime characteristic to these type of systems the mixing between different species needed for chemical reactions relies on diffusion, which is relatively slow. In order to circumvent this problem various methodologies exploiting appropriately chosen geometries or relying on external forces such as magnetic, electrokinetic, ultrasonic ones are used to either increase the interface between the chemical components and/or induce chaotic advection within the fluid stream. In this work we investigate computationally the use of curved channels at Reynolds numbers from 25 to 900, in which the centrifugal forces, experienced by the fluid as it travels along a curved trajectory, induce counter-rotating flows (Dean Vortices). The presence of these transversal flows promotes the mixing of chemical species which are introduced in the system at different position across the cross section of the channel. The mixing efficiency is evaluated using the Shannon entropy. We have found this measure to be useful in understanding mixing in the staggered herringbone mixer [Petru S. Fodor and Miron Kaufman, Modern Physics Letters B 25, 1111 (2011)].

  15. Dimensions of leadership of assistant/associate deans in collegiate schools of nursing.

    PubMed

    Rogers, M A

    1989-11-01

    The purpose of this study was to discover whether there were differences in the perceptions of deans, assistant/associate deans, and faculty of leadership styles, initiating structure and consideration, and position power of assistant/associate deans in selected collegiate schools of nursing. In addition, the effect of leadership styles on performance as perceived by the three groups related to the position power of assistant/associate deans was also examined. Collegiate schools of nursing, identified as having a hierarchal organization structure with persons identified by the title "assistant/associate dean," were invited to participate. Data were collected from a sample of 36 collegiate nursing schools. The tools used were the Ohio State Leadership Behavior Description Questionnaire, and the Fiedler Position Power Scale. Three questions were posed. A multi-variate analysis of testing the three hypotheses showed a significant difference between the three groups' perceptions of initiating structure, consideration, and position power. A main effect for initiating structure was found in the deans' perceptions of position power. A main effect for consideration was found in the perception of the faculty sampled.

  16. Toward a More Literate Workforce.

    ERIC Educational Resources Information Center

    Ford, Donald J.; And Others

    1992-01-01

    Discusses three forms of literacy--functional literacy, the ability to read and write, and workplace literacy. Includes "The Magnavox Experience" (Ford); "Aloha Means Goodbye to Workforce Illiteracy" (Beil); and "A Hospital's Prescription for Illiteracy" (Solovy-Pratt, Vicary). (JOW)

  17. Creating Nursing's New Academic Spaces: Making Dreams Come True.

    PubMed

    Bavier, Anne R; Bavier, Robert N

    2016-01-01

    After a description of the approval process for new construction, this article examines the design-bid-build delivery method because it is the most traditional, by defining and exploring each of the major construction phases: programming, cost estimates, preliminary design, schematic design, design development, construction drawings, bidding/negotiation, construction and, finally, move-in, and occupancy. Viewpoints of key players are examined to understand how the nursing dean in partnership with the architect shepherd nursing's dream into reality. Using a recent building project as an exemplar, Dr. Bavier shares her work as dean, and Mr. Bavier, as an architect specializing in education facilities, shares his planning and design experiences on several academic facilities. The outcome is information and guidance for deans to use their collaboration with the architect and other team members to assure a custom-tailored nursing education facility. PMID:27216129

  18. Creating Nursing's New Academic Spaces: Making Dreams Come True.

    PubMed

    Bavier, Anne R; Bavier, Robert N

    2016-01-01

    After a description of the approval process for new construction, this article examines the design-bid-build delivery method because it is the most traditional, by defining and exploring each of the major construction phases: programming, cost estimates, preliminary design, schematic design, design development, construction drawings, bidding/negotiation, construction and, finally, move-in, and occupancy. Viewpoints of key players are examined to understand how the nursing dean in partnership with the architect shepherd nursing's dream into reality. Using a recent building project as an exemplar, Dr. Bavier shares her work as dean, and Mr. Bavier, as an architect specializing in education facilities, shares his planning and design experiences on several academic facilities. The outcome is information and guidance for deans to use their collaboration with the architect and other team members to assure a custom-tailored nursing education facility.

  19. Engaging the Workforce - 12347

    SciTech Connect

    Gaden, Michael D.

    2012-07-01

    Likert, Covey, and a number of others studying and researching highly effective organizations have found that performing functions such as problem-solving, decision-making, safety analysis, planning, and continuous improvement as close to the working floor level as possible results in greater buy-in, feelings of ownership by the workers, and more effective use of resources. Empowering the workforce does several things: 1) people put more effort and thought into work for which they feel ownership, 2) the information they use for planning, analysis, problem-solving,and decision-making is more accurate, 3) these functions are performed in a more timely manner, and 4) the results of these functions have more credibility with those who must implement them. This act of delegation and empowerment also allows management more time to perform functions they are uniquely trained and qualified to perform, such as strategic planning, staff development, succession planning, and organizational improvement. To achieve this state in an organization, however, requires a very open, transparent culture in which accurate, timely, relevant, candid, and inoffensive communication flourishes, a situation that does not currently exist in a majority of organizations. (authors)

  20. Palliative Care Education in Nurse Practitioner Programs: A Survey of Academic Deans.

    PubMed

    Jensen-Seaman, Kari; Hebert, Randy S

    2016-01-01

    The need for clinicians trained in palliative care will increase as more Americans live with life-limiting illness. Although multiple studies have described the nature of palliative care education in prelicensure programs, there have been no similar studies of nurse practitioner programs. We surveyed 101 nurse practitioner programs. Most programs provide little instruction in palliative care; education is often limited to a few hours of lecture. One-third of programs offer no instruction. Although palliative care is an important component of advanced practice nursing practice, programs may not be providing adequate education.

  1. Strategic Decision-Making by Deans in Academic Health Centers: A Framework Analysis

    ERIC Educational Resources Information Center

    Keeney, Brianne

    2012-01-01

    This study examines strategic decision-making at the college level in relation to seven theoretical frames. Strategic decisions are those made by top executives, have wide-ranging influence throughout the organization, affect the long-term future of the organization, and are connected to the external environment. The seven decision-making frames…

  2. The globalization of the nursing workforce: Pulling the pieces together.

    PubMed

    Jones, Cheryl B; Sherwood, Gwen D

    2014-01-01

    The "globalization" of health care creates an increasingly interconnected workforce spanning international boundaries, systems, structures, and processes to provide care to and improve the health of peoples around the world. Because nurses comprise a large sector of the global health workforce, they are called upon to provide a significant portion of nursing and health care and thus play an integral role in the global health care economy. To meet global health care needs, nurses often move within and among countries, creating challenges and opportunities for the profession, health care organizations, communities, and nations. Researchers, policy makers, and industry and academic leaders must, in turn, grapple with the impacts of globalization on the nursing and health care workforce. Through this special issue, several key areas for discussion are raised. Although far from exhaustive, our intent is to expand and stimulate intra- and interprofessional conversations raising awareness of the issues, uncover unanticipated consequences, and offer solutions for shaping the nursing and health care workforce of the future.

  3. The CUNY Young Adult Program--Utilizing Social Networking to Foster Interdisciplinary and Cross-Cohort Student Communication during Workforce Training

    ERIC Educational Resources Information Center

    Levine, Alissa; Winkler, Christoph; Petersen, Saul

    2010-01-01

    The Center for Economic and Workforce Development (CEWD) at Kingsborough Community College (KCC) is currently working on a workforce development project that contains innovative teaching tools that proved successful in overcoming issues of academic isolation facing the student body. The CUNY Young Adult Program (CYAP) is a partnership of three…

  4. Building a Quality Workforce: A National Priority for the 21st Century. Conference Proceedings (Milwaukee, Wisconsin, October 23-25, 1989).

    ERIC Educational Resources Information Center

    Bolin, Rick, Ed.; Green, Lori, Ed.

    Selected titles from a conference on building a quality workforce are as follows: "Action Packed 'Practical Education Now'" (Walters); "Adjusting to Transitions" (Schall, Dluzak); "Adult Literacy" (Nichols); "Aging Workforce" (Stowell et al.); "Artificial Intelligence and Human Performance Technology" (Ruyle); "Basic Academic Skills Problem"…

  5. Dean flow-coupled inertial focusing in curved channels.

    PubMed

    Ramachandraiah, Harisha; Ardabili, Sahar; Faridi, Asim M; Gantelius, Jesper; Kowalewski, Jacob M; Mårtensson, Gustaf; Russom, Aman

    2014-05-01

    Passive particle focusing based on inertial microfluidics was recently introduced as a high-throughput alternative to active focusing methods that require an external force field to manipulate particles. In inertial microfluidics, dominant inertial forces cause particles to move across streamlines and occupy equilibrium positions along the faces of walls in flows through straight micro channels. In this study, we systematically analyzed the addition of secondary Dean forces by introducing curvature and show how randomly distributed particles entering a simple u-shaped curved channel are focused to a fixed lateral position exiting the curvature. We found the lateral particle focusing position to be fixed and largely independent of radius of curvature and whether particles entering the curvature are pre-focused (at equilibrium) or randomly distributed. Unlike focusing in straight channels, where focusing typically is limited to channel cross-sections in the range of particle size to create single focusing point, we report here particle focusing in a large cross-section area (channel aspect ratio 1:10). Furthermore, we describe a simple u-shaped curved channel, with single inlet and four outlets, for filtration applications. We demonstrate continuous focusing and filtration of 10 μm particles (with >90% filtration efficiency) from a suspension mixture at throughputs several orders of magnitude higher than flow through straight channels (volume flow rate of 4.25 ml/min). Finally, as an example of high throughput cell processing application, white blood cells were continuously processed with a filtration efficiency of 78% with maintained high viability. We expect the study will aid in the fundamental understanding of flow through curved channels and open the door for the development of a whole set of bio-analytical applications.

  6. Renormalized dynamics of the Dean-Kawasaki model

    NASA Astrophysics Data System (ADS)

    Bidhoodi, Neeta; Das, Shankar P.

    2015-07-01

    We study the model of a supercooled liquid for which the equation of motion for the coarse-grained density ρ (x ,t ) is the nonlinear diffusion equation originally proposed by Dean and Kawasaki, respectively, for Brownian and Newtonian dynamics of fluid particles. Using a Martin-Siggia-Rose (MSR) field theory we study the renormalization of the dynamics in a self-consistent form in terms of the so-called self-energy matrix Σ . The appropriate model for the renormalized dynamics involves an extended set of field variables {ρ ,θ } , linked through a nonlinear constraint. The latter incorporates, in a nonperturbative manner, the effects of an infinite number of density nonlinearities in the dynamics. We show that the contributing element of Σ which renormalizes the bare diffusion constant D0 to DR is same as that proposed by Kawasaki and Miyazima [Z. Phys. B Condens. Matter 103, 423 (1997), 10.1007/s002570050396]. DR sharply decreases with increasing density. We consider the likelihood of a ergodic-nonergodic (ENE) transition in the model beyond a critical point. The transition is characterized by the long-time limit of the density correlation freezing at a nonzero value. From our analysis we identify an element of Σ which arises from the above-mentioned nonlinear constraint and is key to the viability of the ENE transition. If this self-energy would be zero, then the model supports a sharp ENE transition with DR=0 as predicted by Kawasaki and Miyazima. With the full model having nonzero value for this self-energy, the density autocorrelation function decays to zero in the long-time limit. Hence the ENE transition is not supported in the model.

  7. Welcoming speech from Dean Faculty of Mechanical Engineering, UMP

    NASA Astrophysics Data System (ADS)

    Taha, Zahari

    2012-09-01

    In the Name of Allah, the Most Beneficent, the Most Merciful. It is with great pleasure that I welcome the participants of the International Conference of Mechanical Engineering Research 2011. The Prophet Muhammad (peace be upon him) said 'Acquire knowledge and impart it to the people.' (Al Tirmidhi). The quest for knowledge has been from the beginning of time but knowledge only becomes valuable when it is disseminated and applied to benefit humankind. It is hoped that ICMER 2011 will be a platform to gather and disseminate the latest knowledge in mechanical engineering. Academicians, Scientist, Researchers and practitioners of mechanical engineering will be able to share and discuss new findings and applications of mechanical engineering. It is envisaged that the intellectual discourse will result in future collaborations between universities, research institutions and industry both locally and internationally. In particular it is expected that focus will be given to issues on environmental and energy sustainability. Researchers in the mechanical engineering faculty at UMP have a keen interest in technology to harness energy from the ocean. Lowering vehicle emissions has been a primary goal of researchers in the mechanical engineering faculty and the automotive engineering centre as well including developing vehicles using alternative fuels such as biodiesel and renewable sources such as solar driven electric vehicles. Finally I would like to congratulate the organizing committee for their tremendous efforts in organizing the conference. As I wrote this in the Holy Land of Makkah, I pray to Allah swt that the conference will be a success. Prof. Dr. Zahari Taha CEng, MIED, FASc Dean, Faculty of Mechanical Engineering Universiti Malaysia Pahang

  8. The endodontic workforce.

    PubMed

    Johns, Beverly A; Brown, L Jackson; Nash, Kent D; Warren, Matthew

    2006-09-01

    The amount of endodontic care provided in the US requires an understanding of the supply and demand for such care. The supply side includes the number and location of endodontists, type of provider, and productivity. The demand side consists of the changing demographics of the age groups that endodontists predominantly treat along with changes in their dental health. To address these issues, we have compiled and analyzed data from American Dental Association (ADA) with other sources such as US government census data and the National Health and Nutrition Examination Surveys (NHANES). From 1982 to 2002, the supply of endodontists increased at a rate greater than that observed with general practitioners or the other specialty areas. The growth of endodontists in relation to general practitioners is important. The latter are co-providers of endodontic care as well as a primary source for referral of patients to endodontists. Demographic and disease changes are likely to impact the need and demand for endodontic services. Endodontists' patients are generally between the ages of 25 and 64 yrs. Currently, the majority of endodontists' patients are members of the large baby boom generation who in 2000 ranged in age from their late 30s to their late 50s. During the next 20 yrs the Baby Boom generation will be replaced by the numerically smaller Generation-X cohort. This generation has experienced substantially less total caries than baby-boomers and they most likely will have fewer endodontic sequela as they age. A moderating factor that could partially offset the predicted decline in numbers of patients is the increased number of teeth that Generation-Xers are likely to retain. A flexible endodontic workforce strategy must assess the impending demographic and disease trends in relation to future growth rates of both endodontists and general practitioners.

  9. The Crossroads between Workforce and Education.

    PubMed

    Jackson, Kathryn; Lower, Christi L; Rudman, William J

    2016-01-01

    Concern is growing among industry leaders that students may not be obtaining the necessary skills for entry into the labor market. To gain an understanding of the perceived disconnect in the skill set of graduates entering the health information workforce, a survey was developed to examine the opinions of educators and employers related to graduate preparedness. The concern related to graduate preparedness is supported by findings in this research study, in which those working in industry and those in academia noted a disconnect between academic training and preparedness to enter the labor market. A statistically significant difference was found between labor leaders and academics in their assessment of graduates' preparation in the areas of technical, communication, and leadership skills. Educators noted higher levels of preparedness of students with regard to professional and technical skills and leadership skills, while both educators and industry respondents noted a need for improved employability skills (e.g., communication skills and workplace etiquette). No difference was found between the two groups with regard to the need to increase apprenticeships and professional practice experience to cover this gap in formal training. Finally, when asked how the federal government might assist with preparing students, more than half of the respondents noted the importance of apprenticeships and funding for these opportunities.

  10. The Crossroads between Workforce and Education

    PubMed Central

    Jackson, Kathryn; Lower, Christi L.; Rudman, William J.

    2016-01-01

    Concern is growing among industry leaders that students may not be obtaining the necessary skills for entry into the labor market. To gain an understanding of the perceived disconnect in the skill set of graduates entering the health information workforce, a survey was developed to examine the opinions of educators and employers related to graduate preparedness. The concern related to graduate preparedness is supported by findings in this research study, in which those working in industry and those in academia noted a disconnect between academic training and preparedness to enter the labor market. A statistically significant difference was found between labor leaders and academics in their assessment of graduates' preparation in the areas of technical, communication, and leadership skills. Educators noted higher levels of preparedness of students with regard to professional and technical skills and leadership skills, while both educators and industry respondents noted a need for improved employability skills (e.g., communication skills and workplace etiquette). No difference was found between the two groups with regard to the need to increase apprenticeships and professional practice experience to cover this gap in formal training. Finally, when asked how the federal government might assist with preparing students, more than half of the respondents noted the importance of apprenticeships and funding for these opportunities. PMID:27134612

  11. The Crossroads between Workforce and Education.

    PubMed

    Jackson, Kathryn; Lower, Christi L; Rudman, William J

    2016-01-01

    Concern is growing among industry leaders that students may not be obtaining the necessary skills for entry into the labor market. To gain an understanding of the perceived disconnect in the skill set of graduates entering the health information workforce, a survey was developed to examine the opinions of educators and employers related to graduate preparedness. The concern related to graduate preparedness is supported by findings in this research study, in which those working in industry and those in academia noted a disconnect between academic training and preparedness to enter the labor market. A statistically significant difference was found between labor leaders and academics in their assessment of graduates' preparation in the areas of technical, communication, and leadership skills. Educators noted higher levels of preparedness of students with regard to professional and technical skills and leadership skills, while both educators and industry respondents noted a need for improved employability skills (e.g., communication skills and workplace etiquette). No difference was found between the two groups with regard to the need to increase apprenticeships and professional practice experience to cover this gap in formal training. Finally, when asked how the federal government might assist with preparing students, more than half of the respondents noted the importance of apprenticeships and funding for these opportunities. PMID:27134612

  12. The Health Information Technology Workforce

    PubMed Central

    Hersh, W.

    2010-01-01

    Background There is increasing recognition that a competent and well-trained workforce is required for successful implementation of health information technology. Methods New and previous research was gathered through literature and Web searching as well as domain experts. Overall themes were extracted and specific data collated within each. Results There is still a paucity of research concerning the health information technology workforce. What research has been done can be classified into five categories: quantities and staffing ratios, job roles, gaps and growth, leadership qualifications, and education and competencies. From several countries it can be seen that substantial numbers of individuals are needed with diverse backgrounds and competencies. Conclusions Additional research is necessary to determine the optimal organization and education of the health information technology workforce. PMID:23616836

  13. Imbalance in the health workforce

    PubMed Central

    Zurn, Pascal; Dal Poz, Mario R; Stilwell, Barbara; Adams, Orvill

    2004-01-01

    Imbalance in the health workforce is a major concern in both developed and developing countries. It is a complex issue that encompasses a wide range of possible situations. This paper aims to contribute not only to a better understanding of the issues related to imbalance through a critical review of its definition and nature, but also to the development of an analytical framework. The framework emphasizes the number and types of factors affecting health workforce imbalances, and facilitates the development of policy tools and their assessment. Moreover, to facilitate comparisons between health workforce imbalances, a typology of imbalances is proposed that differentiates between profession/specialty imbalances, geographical imbalances, institutional and services imbalances and gender imbalances. PMID:15377382

  14. Assessment at AACSB Schools: A Survey of Deans

    ERIC Educational Resources Information Center

    Wheeling, Barbara M.; Miller, Donald S.; Slocombe, Thomas E.

    2015-01-01

    The purpose of this research was to document the extent to which Association to Advance Collegiate Schools of Business (AACSB)-accredited business schools have implemented strategies to improve students' ability to achieve program learning objectives. Assessment of academic programs is increasingly important at AACSB schools. Compliance with…

  15. Workforce planning. Catching the drift.

    PubMed

    Jinks, C; Ong, B N; Paton, C

    1998-09-17

    NHS workforce planning has traditionally ignored the role of doctors and nurses trained in continental Europe and Scandinavia. At present doctors trained in the European Economic Area make up 10 per cent of senior house officers in England and Wales. But the numbers coming to the UK are falling. Falling medical unemployment in Europe will mean these doctors have less incentive to come to the UK, leaving a considerable gap in the NHS workforce. More local research is needed into working patterns and career plans of European-trained nurses and doctors.

  16. Workforce management strategies in a disaster scenario.

    SciTech Connect

    Kelic, Andjelka; Turk, Adam L.

    2008-08-01

    A model of the repair operations of the voice telecommunications network is used to study labor management strategies under a disaster scenario where the workforce is overwhelmed. The model incorporates overtime and fatigue functions and optimizes the deployment of the workforce based on the cost of the recovery and the time it takes to recover. The analysis shows that the current practices employed in workforce management in a disaster scenario are not optimal and more strategic deployment of that workforce is beneficial.

  17. Building Workforce Strength: Creating Value through Workforce and Career Development

    ERIC Educational Resources Information Center

    Elsdon, Ron

    2010-01-01

    This book explores the perspectives of experienced practitioners, sharing ideas about building and sustaining organizational strength through workforce development practices and systems. As the saying goes, a company's greatest resource is its people. When managers really believe that and work to develop organizational capabilities, productivity,…

  18. An Assessment of the Current US Radiation Oncology Workforce: Methodology and Global Results of the American Society for Radiation Oncology 2012 Workforce Study

    SciTech Connect

    Vichare, Anushree; Washington, Raynard; Patton, Caroline; Arnone, Anna; Olsen, Christine; Fung, Claire Y.; Hopkins, Shane; Pohar, Surjeet

    2013-12-01

    Purpose: To determine the characteristics, needs, and concerns of the current radiation oncology workforce, evaluate best practices and opportunities for improving quality and safety, and assess what we can predict about the future workforce. Methods and Materials: An online survey was distributed to 35,204 respondents from all segments of the radiation oncology workforce, including radiation oncologists, residents, medical dosimetrists, radiation therapists, medical physicists, nurse practitioners, nurses, physician assistants, and practice managers/administrators. The survey was disseminated by the American Society for Radiation Oncology (ASTRO) together with specialty societies representing other workforce segments. An overview of the methods and global results is presented in this paper. Results: A total of 6765 completed surveys were received, a response rate of 19%, and the final analysis included 5257 respondents. Three-quarters of the radiation oncologists, residents, and physicists who responded were male, in contrast to the other segments in which two-thirds or more were female. The majority of respondents (58%) indicated they were hospital-based, whereas 40% practiced in a free-standing/satellite clinic and 2% in another setting. Among the practices represented in the survey, 21.5% were academic, 25.2% were hospital, and 53.3% were private. A perceived oversupply of professionals relative to demand was reported by the physicist, dosimetrist, and radiation therapist segments. An undersupply was perceived by physician's assistants, nurse practitioners, and nurses. The supply of radiation oncologists and residents was considered balanced. Conclusions: This survey was unique as it attempted to comprehensively assess the radiation oncology workforce by directly surveying each segment. The results suggest there is potential to improve the diversity of the workforce and optimize the supply of the workforce segments. The survey also provides a benchmark for

  19. The Dean as Administrator: Roles, Functions and Attributes. A Compilation of Presentations from the Executive Development Series I: "Have You Ever Thought of Being a Dean?" (1980-1981). Volume I.

    ERIC Educational Resources Information Center

    American Association of Colleges of Nursing, Washington, DC.

    The role and attributes of deans of nursing as administrators of baccalaureate or higher degree programs are considered by six deans who contributed to a continuing education workshop series. In addition to outlining skills and attributes needed by administrators, Elizabeth Grossman examines five basic administrative functions: planning,…

  20. Preparation, Development, and Transition of Learning-Disabled Students for Workforce Success

    ERIC Educational Resources Information Center

    Williams, Donna Elizabeth

    2012-01-01

    Preparation, Development, and Transition of Learning-Disabled Students for Workforce Success. Donna Elizabeth Williams, 2011: Applied Dissertation, Nova Southeastern University, Abraham S. Fischler School of Education. ERIC Descriptors: Learning Disabilities, Community Based Instruction, Academic Advising, Career Counseling, Career Planning. This…

  1. Organisational Climate as a Predictor of Workforce Performance in the Malaysian Higher Education Institutions

    ERIC Educational Resources Information Center

    Musah, Mohammed Borhandden; Ali, Hairuddin Mohd; al-Hudawi, Shafeeq Hussain Vazhathodi; Tahir, Lokman Mohd; Binti Daud, Khadijah; Bin Said, Hamdan; Kamil, Naail Mohammed

    2016-01-01

    Purpose: This study aims to investigate whether organisational climate (OC) predicts academic staff performance at Malaysian higher education institutions (HEIs). The study equally aims at validating the psychometric properties of OC and workforce performance (WFP) constructs. Design/methodology/approach: Survey questionnaires were administered to…

  2. The Twenty-First Century Multiple Generation Workforce: Overlaps and Differences but Also Challenges and Benefits

    ERIC Educational Resources Information Center

    Helyer, Ruth; Lee, Dionne

    2012-01-01

    Purpose: The purpose of this paper is to explore the issues around a multiple generational workforce and more specifically, the challenges and benefits for education providers and employers. Design/methodology/approach: Reviewing research papers, analysing academic texts, interrogating market intelligence and contextualising case studies, the…

  3. Building the Workforce of the Future

    ERIC Educational Resources Information Center

    González-Rivera, Christian

    2016-01-01

    "Building the Workforce of the Future" is an in-depth, independent report on the first eighteen months of Career Pathways, New York City's sweeping new strategy for workforce development. In November 2014, Mayor de Blasio launched a sweeping new approach to workforce development in New York City. Unlike the previous model, which…

  4. Flow visualization of time-varying structural characteristics of dean vortices in a curved channel

    NASA Astrophysics Data System (ADS)

    Bella, David Wayne

    1988-12-01

    The time varying development and structure of Dean vortices were studied using flow visualization. Observations were made over a range of Dean numbers from 40 to 200 using a transparent channel with mild curvature, 40:1 aspect ratio, and an inner to outer radius ratio of 0.979. Seven flow visualization techniques were tried but only one, a wood burning smoke generator, produced usable results. Different vortex characteristics were observed and documented in sequences of photographs spaced one quarter of a second apart at locations ranging from 85 to 135 degrees from the start of curvature. Evidence is presented that supports the twisting/rocking nature of the flow.

  5. The Vocational Dean: First Line Leadership and Management Skills Required in the New Workplace of Information and Technology.

    ERIC Educational Resources Information Center

    Fusch, Gene E.

    Preparing today's work force for future technological changes is part of the mission of institutions of higher education. A pivotal role in overseeing and managing this function is played by vocational deans, who are responsible for overseeing the training and development of both students and instructional staff. Deans need management and conflict…

  6. Workforce Readiness: Competencies and Assessment.

    ERIC Educational Resources Information Center

    O'Neil, Harold F., Jr., Ed.

    This book, which is intended for professionals in the assessment/evaluation/measurement, vocational and technical education, and educational psychology communities, contains 16 papers examining specifications of work force competencies and assessment of competencies. The following papers are included: "Review of Workforce Readiness Theoretical…

  7. Today's Higher Education IT Workforce

    ERIC Educational Resources Information Center

    Bichsel, Jacqueline

    2014-01-01

    The professionals making up the current higher education IT workforce have been asked to adjust to a culture of increased IT consumerization, more sourcing options, broader interest in IT's transformative potential, and decreased resources. Disruptions that include the bring-your-own-everything era, cloud computing, new management practices,…

  8. Hispanics in Oregon's Workforce, 1998.

    ERIC Educational Resources Information Center

    Turner, Brenda; Wood, Mary

    This report describes the Latino workforce in Oregon, outlining employment, income, education, and unemployment data. A brief history of Hispanics in the state notes that most of Oregon's Hispanics are of Mexican origin and that the state's Hispanic population grew 66 percent between 1990 and 1997. The history of migrant agricultural labor in…

  9. Workforce Training Agency Program Evaluations.

    ERIC Educational Resources Information Center

    Washington State Workforce Training and Education Coordinating Board, Olympia.

    This report contains program evaluations of Washington state agencies represented on the Workforce Training and Education Coordinating Board: Office of the Superintendent of Public Instruction (OSPI), State Board for Community and Technical Colleges (SBCTC), and Employment Security Department (ESD). OSPI's report uses data from the graduate…

  10. Central New York's New Workforce

    ERIC Educational Resources Information Center

    Center for an Urban Future, 2009

    2009-01-01

    Conducted in late 2008 in partnership with the Greater Syracuse Chamber of Commerce and the Mohawk Valley Chamber of Commerce, this is the largest survey ever taken of Central New York businesses regarding the English language skills of the area workforce. The online survey was emailed to several hundred local businesses; 126 responses were…

  11. The Latino Workforce. Statistical Brief.

    ERIC Educational Resources Information Center

    Thomas-Breitfeld, Sean

    This brief analyzes the employment patterns and socioeconomic characteristics of Latinos. Nationally, Hispanics constitute 11.1 percent of the U.S. workforce. The number of Latino workers is expected to grow by 36.3 percent this decade. Working Latinos have persistently had high poverty and unemployment rates due to such factors as insufficient…

  12. The College Dean, or, It's Difficult to Save Your Sanity When You're the Peanut Butter in a Peanut Butter Sandwich

    ERIC Educational Resources Information Center

    Meyers, Richard S.

    1975-01-01

    Changing conditions dictate an active rather than passive role for college deans. Instructional technology can be an effective tool in the dean's active search for information to enable him to effect change in curriculum and instruction. (NHM)

  13. Status of the National Security Workforce

    SciTech Connect

    2008-03-31

    This report documents the status of the national security workforce as part of the National Security Preparedness Project, being performed by the Arrowhead Center of New Mexico State University under a DOE/NNSA grant. This report includes an assessment of the current workforce situation. The national security workforce is an important component of national security for our country. With the increase of global threats of terrorism, this workforce is being called upon more frequently. This has resulted in the need for an increasing number of national security personnel. It is imperative to attract and retain a skilled and competitive national security workforce.

  14. Glass Ceiling in Academic Administration in Turkey: 1990s versus 2000s

    ERIC Educational Resources Information Center

    Gunluk-Senesen, Gulay

    2009-01-01

    This paper assesses the glass ceiling for academics in the Turkish universities with reference to top administration positions: rectors and deans. Glass ceiling indicators show that the glass ceiling thickened from the 1990s to late 2000s. The findings are discussed against the background of the transformation in the Turkish universities in the…

  15. The Future of Academic Libraries: Conversations with Today's Leaders about Tomorrow

    ERIC Educational Resources Information Center

    Meier, John J.

    2016-01-01

    To determine how academic library leaders make decisions about their organization's future and how they effect changes, the author interviewed 44 university librarians and deans from institutions belonging to the Association of American Universities (AAU). The author analyzed the interviews using content analysis to identify the most frequent…

  16. The Academic Department Head: Duties and Compensation. AIR 1994 Annual Forum Paper.

    ERIC Educational Resources Information Center

    Grumbles, Kent; Bregman, Norman J.

    A survey was conducted of 114 (a 62.6% response rate) academic deans of predominantly IIA institutions (Carnegie Classification) to gather information concerning the equitable and fair treatment of department heads at Butler University in Indianapolis, Indiana. The survey revealed that the duties of department heads included teaching/research;…

  17. Living out our values: the legacy of Christian academic nursing leadership.

    PubMed

    Coeling, Harriet V; Chiang-Hanisko, Lenny; Thompson, Mary

    2011-01-01

    Retired academic nursing leaders possess a rich legacy of knowledge. Using a grounded theory approach, knowledge possessed by 14 retired Christian Chairperson/Deans was explored. Two themes representing commitment to living out Christian values; and fortitude, understanding, and spiritual guidance emerged from written responses to open-ended survey questions.

  18. Collaborative Academic Training of Psychiatrists and Psychologists in VA and Medical School Settings

    ERIC Educational Resources Information Center

    Scaturo, Douglas J.; Huszonek, John J.

    2009-01-01

    Objective: The authors review the background and contemporary strengths of Dean's Committee Veterans Affairs Medical Centers in the collaborative academic training of psychiatrists and psychologists. Methods: The authors discuss the problems and prospects of the current health care environment as it impacts the behavioral health treatment of…

  19. Relationships between Drug Company Representatives and Medical Students: Medical School Policies and Attitudes of Student Affairs Deans and Third-Year Medical Students

    ERIC Educational Resources Information Center

    Sierles, Frederick; Brodkey, Amy; Cleary, Lynn; McCurdy, Frederick A.; Mintz, Matthew; Frank, Julia; Lynn, Deborah Joanne; Chao, Jason; Morgenstern, Bruce; Shore, William; Woodard, John

    2009-01-01

    Objectives: The authors sought to ascertain the details of medical school policies about relationships between drug companies and medical students as well as student affairs deans' attitudes about these interactions. Methods: In 2005, the authors surveyed deans and student affairs deans at all U.S. medical schools and asked whether their schools…

  20. What Rural Education Research is of Most Worth? A Reply to Arnold, Newman, Gaddy, and Dean

    ERIC Educational Resources Information Center

    Howley, Craig B.; Theobald, Paul; Howley, Aimee

    2005-01-01

    Offering a response to the question, "What rural education research is of most worth?", the authors recommend an approach very different from the one taken by Arnold, Newman, Gaddy, and Dean (2005) in their consideration of the rural education research literature. They remind readers that about 150 years ago, Herbert Spencer put a similar…

  1. A Case Study of College Persistence for the Dean's Future Scholars Program

    ERIC Educational Resources Information Center

    Beattie, James W.

    2013-01-01

    This qualitative case study supplemented by quantitative data was employed to explore the understandings that 13 undergraduate students from a single Dean's Future Scholars (DFS) cohort held concerning the contributions of the six major components of DFS to their persistence into the second semester of their sophomore year of college at the…

  2. Perceptions of the Work of Deans of Students in Selected Ghanaian Universities

    ERIC Educational Resources Information Center

    Boakye-Yiadom, Michael

    2012-01-01

    Available research and scholarship to serve as the basis for improving student services in Ghanaian universities are limited. The purpose of this study was to understand the perceptions of the work by deans of students at Ghanaian universities and to further understand the ways in which their experiences, values and philosophy influence their…

  3. Students' Roles in Exposing Growing Pains: Using the "Dean's Concerns" to Refine Hybrid Instruction

    ERIC Educational Resources Information Center

    Foulger, Teresa S.; Amrein-Beardsley, Audrey; Toth, Meredith J.

    2011-01-01

    This study was instigated when 12 teacher education students expressed four concerns about their hybrid courses (part online, part face-to-face) to the college dean. In an effort gain the perspective of the broader population of students so instructors could improve this delivery method in the college, faculty-researchers sought input related to…

  4. Leading and Managing in Complexity: The Case of South African Deans

    ERIC Educational Resources Information Center

    Seale, Oliver; Cross, Michael

    2016-01-01

    In recent years, deanship in universities has become more complex and challenging. Deans in South African universities take up their positions without appropriate training and prior executive experience, and with no clear understanding of the ambiguity and complexity of their roles. This paper calls for appropriate leadership development…

  5. Privatization of Public Universities: How the Budget System Affects the Decision-Making Strategy of Deans

    ERIC Educational Resources Information Center

    Volpatti, Mark Christopher

    2013-01-01

    In response to lower funding commitments, many public colleges and universities have elected to incorporate decentralized budgeting systems, one of which is Responsibility Center Management (RCM). As public institutions are becoming more dependent on tuition dollars because state appropriations are declining, deans have an increased responsibility…

  6. Education Dean's Fraud Case Teaches U. of Louisville a Hard Lesson

    ERIC Educational Resources Information Center

    Glenn, David

    2009-01-01

    At the end of 2005, Robert D. Felner was riding high. A well-paid dean at the University of Louisville, he had just secured a $694,000 earmarked grant from the U.S. Department of Education to create an elaborate research center to help Kentucky's public schools. The grant proposal, which Mr. Felner had labored over for months, made some impressive…

  7. The Role and Value of Global Business Research: Perspective of a Business School Dean

    ERIC Educational Resources Information Center

    Grosse, Robert

    2013-01-01

    The scope of this article is two-fold. First, it looks at business research in general, in various countries, as a task that the dean wants to have faculty members pursue, to attain goals such as accreditation and ranking with organizations such as the "AACSB," "Equis," the "Financial Times," and "US News &…

  8. Design Thinking and the Deanly Conversation: Reflections on Conversation, Community, and Agency

    ERIC Educational Resources Information Center

    Campbell, Katy

    2015-01-01

    The article "Conversation as Inquiry: A Conversation with Instructional Designers" (Campbell, Schwier & Kenny 2006) appeared in the "Journal of Learning Design" Volume 1, Issue 3 in 2006. Nine years on, Professor Katy Campbell, Dean of the Faculty of Extension, University of Alberta, reflects upon the arguments articulated…

  9. Selected Speeches on Obscenity by Federal Communications Commission Chairman Dean Burch, 1969-74.

    ERIC Educational Resources Information Center

    Hartenberger, Karen Schmidt

    This study is a descriptive/historical account focusing on the obscenity issue and the selected manuscript speeches of Dean Burch while he served as chairman of the Federal Communications Commission (FCC) from October 1969 to March 1974. Research centers on the speaker and the specific manuscript speeches, considering the timeliness and…

  10. A Review of Assessment of Student Learning Programs at AACSB Schools: A Dean's Perspective

    ERIC Educational Resources Information Center

    Kelley, Craig; Tong, Pingsheng; Choi, Beom-Joon

    2010-01-01

    The authors report the results of a survey of 420 deans at Association to Advance Collegiate Schools of Business-accredited business schools in an attempt to describe how these schools have implemented the new assurance of learning standards. The results indicate that the majority of schools budget over $10,000 annually to implement their…

  11. Language Requirements for Baccalaureate Degrees in AACSB-Accredited Schools: Deans' Opinions.

    ERIC Educational Resources Information Center

    Arn, Joe; Rogers, Betty S.

    1998-01-01

    A survey of 422 deans of accredited business schools found that 71% support foreign language requirements for undergraduate business study; only 54% currently have them; 53% of private schools and 34.5% of public schools have requirements. Spanish is most beneficial and available, followed by Japanese and Chinese. (SK)

  12. Perceived Leadership Soft Skills and Trustworthiness of Deans in Three Malaysian Public Universities

    ERIC Educational Resources Information Center

    Tang, Keow Ngang; Ariratana, Wallapha; Treputharan, Saowanee

    2013-01-01

    Soft skills comprised both rational and emotional elements, becoming a new focus on leadership, as behavior displayed during interaction with other individuals will affect effective interaction outcomes. This study aimed to examine the leadership soft skills of deans in public universities of Malaysia. This survey designed research was performed…

  13. A Profile of Deans of Schools and Colleges of Journalism and Mass Communication.

    ERIC Educational Resources Information Center

    Oneal, Dennis J.; Applegate, Edd

    2001-01-01

    Considers how many people hire persons whose backgrounds reflect their own training and experience. Looks at the backgrounds of those persons that hold the title of "dean" at ACEJMC(Accrediting Council on Education in Journalism and Mass Communications)-accredited colleges and schools of journalism and mass communication. Provides a solid baseline…

  14. The Position of the Graduate Dean in Times of an Austerity Budget.

    ERIC Educational Resources Information Center

    Porreco, R. E.

    The immediate future will probably be a time of austerity for graduate education and will demand strong leadership from the graduate deans. Several developments will characterize that period: (1) an overreaction to the Ph.D. glut, such that graduate programs will be indiscriminately condemned for producing unemployables; (2) the shift of emphasis…

  15. Do Master's in Social Work Programs Teach Empirically Supported Interventions? A Survey of Deans and Directors

    ERIC Educational Resources Information Center

    Woody, Jane D.; D'Souza, Henry J.; Dartman, Rebecca

    2006-01-01

    Objective: A questionnaire to examine efforts toward the teaching of empirically supported interventions (ESI) was mailed to the 165 deans and directors of Council on Social Work Education-accredited Master's in social work (MSW) programs; 66 (40%) responded. Method: Questions included program characteristics and items assessing both faculty and…

  16. The Philosopher and the Lecturer: John Dewey, Everett Dean Martin, and Reflective Thinking

    ERIC Educational Resources Information Center

    Day, Michael; Harbour, Clifford P.

    2013-01-01

    Adult education scholars have not yet examined the connections between the philosopher, John Dewey, and the lecturer on adult education, Everett Dean Martin. These scholars generally portray Dewey as indifferent to their field. However, Dewey's correspondence with a New York newspaper editor in 1928, recommending Martin's The Meaning of…

  17. The Association between Deans of Students' Attitudes toward Suicide and Their Bases of Power

    ERIC Educational Resources Information Center

    Majewski, Diane J.

    2010-01-01

    This study investigated the associations between attitudes toward suicide and bases of power in university administrators known as Deans of Students (DOS). The National Association for Student Personnel Administrators, the professional association of higher education administrators in student affairs, provided the survey population for this study.…

  18. Faculty Transitioning into Associate Dean Positions in Higher Education: Perspectives on Personal and Professional Experiences

    ERIC Educational Resources Information Center

    White, Gary W.

    2012-01-01

    The purpose of this study is to explore the factors and mechanisms by which a faculty member chooses to move into an administrative position in higher education, and to examine their early experiences in associate dean positions. As faculty move into administrative positions they will likely experience a significant shift in their job duties and…

  19. Reflections on Dean Truman Pierce as Educator, Boss, Mentor and Friend

    ERIC Educational Resources Information Center

    Watkins, J. Foster

    2012-01-01

    The author was invited to submit a reflective piece relative to his relationships with Dean Truman Pierce over the years to be presented on "The 30th Anniversary Celebration of the Truman Pierce Institute" at Auburn University. It was included in the program for the event.

  20. Making Connections in the Life and Works of Walter Dean Myers.

    ERIC Educational Resources Information Center

    Greever, Ellen A.; Austin, Patricia

    1998-01-01

    Discusses the life and works of acclaimed writer Walter Dean Myers. Describes his struggles growing up, his time in the army, his decision to become a writer, and the father/son relationships in his books. Discusses how Myers' concern for African-American heritage, identity, and pride led to biographies of Sarah Forbes and of Malcolm X. (SR)

  1. Tapping Underserved Students to Reshape the Biomedical Workforce

    PubMed Central

    Winkleby, Marilyn A.; Ned, Judith; Crump, Casey

    2015-01-01

    Low-income and underrepresented minority students remain a largely untapped source of new professionals that are increasingly needed to diversify and strengthen the biomedical workforce. Precollege enrichment programs offer a promising strategy to stop the “leak” in the biomedical pipeline. However, in the era of highly competitive science education funding, there is a lack of consensus about the elements that predict the long-term viability of such programs. In this commentary, the authors review the critical elements that contribute to the long-term viability of university-based precollege biomedical pipeline programs. Successful programs are built on a foundation of responding to local community workforce needs, have access to local universities that provide an organizational home, and offer a direct pipeline to strong undergraduate science training and support for graduate or professional training. Such programs have shown that there are substantial pools of diverse students who can thrive academically when given enrichment opportunities. Replication of pipeline programs with long-term viability will be instrumental in reaching the large numbers of talented underserved students who are needed to diversify and strengthen the biomedical workforce over the coming decades. PMID:26120496

  2. Multi-Institution Academic Programs: Dealmakers and Dealbreakers

    ERIC Educational Resources Information Center

    Anderson, Dawn; Moxley, Virginia; Maes, Sue; Reinert, Dana

    2008-01-01

    Higher education institutions are confronted with increasing demand for electronic access to educational opportunities, improved academic quality and accountability, and new academic programs that address societal workforce and economic development needs. Collaboration allows institutions to combine resources to respond efficiently and effectively…

  3. Care and Feeding of the Chief Academic Officer

    ERIC Educational Resources Information Center

    Holyer, Robert

    2010-01-01

    There is an adage common among deans and provosts: The board is concerned with the care and feeding of the president; the faculty is concerned with the care and feeding of the faculty. The implication--and why it brings a knowing smile to any chief academic officer's face--is that no one seems concerned with the care and feeding of the CAO. Small…

  4. Workforce planning for reconfiguration and downsizing

    SciTech Connect

    Stahlman, E.J.; Lewis, R.E.; Ross, T.L.

    1993-11-01

    The Pacific Northwest Laboratory was tasked by the Department of Energy Albuquerque Field Office (DOE-AL) to develop a workforce assessment and transition planning tool to support integrated decision making at a single DOE installation. The planning tool permits coordinated, integrated workforce planning to manage growth, decline, or transition within a DOE installation. The tool enhances the links and provides commonality between strategic, programmatic, and operations planners and human resources. Successful development and subsequent scent complex-wide implementation of the model also will facilitate planning at the national level by enforcing a consistent format on data that are now collected by installations in corporate-specific formats that are not amenable to national-level analyses. The workforce assessment and transition planning tool consists of two components: the Workforce Transition Model and the Workforce Budget Constraint Model. The Workforce Transition Model, the preponderant of the two, assists decision makers identify and evaluate alternatives for transitioning the current workforce to meet the skills required to support projected workforce requirements. The Workforce Budget Constraint Model helps estimate the number of personnel that will be effected by a given a workforce budget increase or decrease and assists in identifying how the corresponding hirings or layoffs should be distributed across the COCS occupations.

  5. New Mexico Workforce Development Advisory Team Report

    SciTech Connect

    2007-12-31

    This report documents the creation of a Workforce Development Advisory Team as part of the National Security Preparedness Project (NSPP), being performed under a Department of Energy (DOE)/National Nuclear Security Administration (NNSA) grant. This report includes a description of the purpose of the advisory team and a list of team members with sector designations. The purpose of the NSPP is to promote national security technologies through business incubation, technology demonstration and validation, and workforce development. Workforce development activities will facilitate the hiring of students to work with professionals in incubator companies, as well as assist in preparing a workforce for careers in national security. The goal of workforce development under the NSPP grant is to assess workforce needs in national security and implement strategies to develop the appropriate workforce. To achieve this goal, it will be necessary to determine the current state of the national security workforce and the educational efforts to train such a workforce. Strategies will be developed and implemented to address gaps and to make progress towards a strong, well-trained workforce available for current and future national security technology employers.

  6. Fitness of the US workforce.

    PubMed

    Pronk, Nicolaas P

    2015-03-18

    Fitness matters for the prevention of premature death, chronic diseases, productivity loss, excess medical care costs, loss of income or family earnings, and other social and economic concerns. The workforce may be viewed as a corporate strategic asset, yet its fitness level appears to be relatively low and declining. Over the past half-century, obesity rates have doubled, physical activity levels are below par, and cardiorespiratory fitness often does not meet minimum acceptable job standards. During this time, daily occupational energy expenditure has decreased by more than 100 calories. Employers should consider best practices and design workplace wellness programs accordingly. Particular attention should be paid to human-centered cultures. Research should address ongoing surveillance needs regarding fitness of the US workforce and close gaps in the evidence base for fitness and business-relevant outcomes. Policy priorities should consider the impact of both state and federal regulations, adherence to current regulations that protect and promote worker health, and the introduction of incentives that allow employers to optimize the fitness of their workforce through supportive legislation and organizational policies.

  7. Aerospace Workforce Development: The Nebraska Proposal; and Native Connections: A Multi-Consortium Workforce Development Proposal

    NASA Technical Reports Server (NTRS)

    Bowen, Brent; Vlasek, Karisa; Russell, Valerie; Teasdale, Jean; Downing, David R.; deSilva, Shan; Higginbotham, Jack; Duke, Edward; Westenkow, Dwayne; Johnson, Paul

    2004-01-01

    This report contains two sections, each of which describes a proposal for a program at the University of Nebraska. The sections are entitled: 1) Aerospace Workforce Development Augmentation Competition; 2) Native Connections: A Multi-Consortium Workforce Development Proposal.

  8. Policy challenges for the pediatric rheumatology workforce: Part II. Health care system delivery and workforce supply

    PubMed Central

    2011-01-01

    at each medical trainee level to determine best recruitment strategies. Educational debt is an unexpectedly minor determinant for pediatric residents and subspecialty fellows. A two-year fellowship training option may retain the mandatory scholarship component and attract an increasing number of candidate trainees. Diversity, work-life balance, scheduling flexibility to accommodate part-time employment, and reform of conditions for academic promotion all need to be addressed to ensure future growth of the pediatric rheumatology workforce. PMID:21843335

  9. Faculty Composition in Four-Year Institutions: The Role of Pressures, Values, and Organizational Processes in Academic Decision-Making

    ERIC Educational Resources Information Center

    Kezar, Adrianna; Gehrke, Sean

    2016-01-01

    This study broadens our understanding of conditions that shape faculty composition in higher education. We surveyed academic deans to evaluate their views on the professoriate, values, pressures, and practices pertaining to the use of non-tenure-track faculty (NTTF). We utilized [ordinary-least-squares] OLS regression to test a model for…

  10. The Work of the Teacher-Educator in Australia: Reconstructing the "Superhero" Performer/Academic in an Audit Culture

    ERIC Educational Resources Information Center

    Tuinamuana, Katarina

    2016-01-01

    What is it that teacher-educators "do"? This paper draws on interview data with Deans/Heads of Schools of Education in the Australian context to explore this question by asking: How is the teacher-educator produced as a category of academic worker? Using critical approaches to discourse analysis, the paper presents two interlocked…

  11. The Role of Leadership Practices on Job Stress among Malay Academic Staff: A Structural Equation Modeling Analysis

    ERIC Educational Resources Information Center

    Safaria, Triantoro; bin Othman, Ahmad; Wahab, Muhammad Nubli Abdul

    2011-01-01

    Globalization brings change in all aspect of human life, including in how job and organizations operate. These changes create strain and stress not only among employee at business organization, but also among academic staff. The dean of faculty or department at university has important role in prevent the effects of job stress among the academic…

  12. [Nicanor Rojas, dean of the School of Medicine during Balmaceda's dictatorship].

    PubMed

    Costa-Casaretto, C

    1995-07-01

    The Chilean President José Manuel Balmaceda (1886-1891) had a constitutional conflict with the parliament. This conflict lead to a revolution that ended with the President's suicide, when he was refuged at the Argentinian Embassy in September 1891. President Balmaceda conducted an authoritarian government during several months. A decree from February, 1897, disposed the reorganization of the Medical School, dismissed and imprisoned the Dean, Dr Barros-Borgoño and nominated new Professors. Dr Nicanor Rojas, Professor of Gynecology was assigned as Dean and Dr Carlos Sazié as secretary. During the During the war against Perú and Bolivia, Dr. Rojas worked gratuitously and became prominent, being named Chief Surgeon of the Chilean Army. After the triumph of the revolution against President Balmaceda, Dr Rojas was discharged, and died in 1892. PMID:8560126

  13. North Dakota Energy Workforce Development

    SciTech Connect

    Carter, Drake

    2014-12-29

    Bismarck State College, along with its partners (Williston State College, Minot State University and Dickinson State University), received funding to help address the labor and social impacts of rapid oilfield development in the Williston Basin of western North Dakota. Funding was used to develop and support both credit and non-credit workforce training as well as four major symposia designed to inform and educate the public; enhance communication and sense of partnership among citizens, local community leaders and industry; and identify and plan to ameliorate negative impacts of oil field development.

  14. Continuous particle separation in spiral microchannels using Dean flows and differential migration.

    PubMed

    Bhagat, Ali Asgar S; Kuntaegowdanahalli, Sathyakumar S; Papautsky, Ian

    2008-11-01

    Microparticle separation and concentration based on size has become indispensable in many biomedical and environmental applications. In this paper we describe a passive microfluidic device with spiral microchannel geometry for complete separation of particles. The design takes advantage of the inertial lift and viscous drag forces acting on particles of various sizes to achieve differential migration, and hence separation, of microparticles. The dominant inertial forces and the Dean rotation force due to the spiral microchannel geometry cause the larger particles to occupy a single equilibrium position near the inner microchannel wall. The smaller particles migrate to the outer half of the channel under the influence of Dean forces resulting in the formation of two distinct particle streams which are collected in two separate outputs. This is the first demonstration that takes advantage of the dual role of Dean forces for focusing larger particles in a single equilibrium position and transposing the smaller particles from the inner half to the outer half of the microchannel cross-section. The 5-loop spiral microchannel 100 microm wide and 50 microm high was used to successfully demonstrate a complete separation of 7.32 microm and 1.9 microm particles at Dean number De = 0.47. Analytical analysis supporting the experiments and models is also presented. The simple planar structure of the separator offers simple fabrication and makes it ideal for integration with on-chip microfluidic systems, such as micro total analysis systems (muTAS) or lab-on-a-chip (LOC) for continuous filtration and separation applications.

  15. The simultaneous onset and interaction of Taylor and Dean instabilities in a Couette geometry

    NASA Astrophysics Data System (ADS)

    Hills, C. P.; Bassom, A. P.

    2005-01-01

    The fluid flow between a pair of coaxial circular cylinders generated by the uniform rotation of the inner cylinder and an azimuthal pressure gradient is susceptible to both Taylor and Dean type instabilities. The flow can be characterised by two parameters: a measure of the relative magnitude of the rotation and pressure effects and a non-dimensional Taylor number. Neutral curves associated with each instability can be constructed but it has been suggested that these curves do not cross but rather posses `kinks'. Our work is based in the small gap, large wavenumber limit and considers the simultaneous onset of Taylor and Dean instabilities. The two linear instabilities interact at exponentially small orders and a consistent, matched asymptotic solution is found across the whole annular domain, identifying five regions of interest: two boundary adjustment regions and three internal critical points. We construct necessary conditions for the concurrent onset of the linear Taylor and Dean instabilities and show that neutral curve crossing is possible.

  16. Recently Identified Changes to the Demographics of the Current and Future Geoscience Workforce

    NASA Astrophysics Data System (ADS)

    Wilson, C. E.; Keane, C. M.; Houlton, H. R.

    2014-12-01

    The American Geosciences Institute's (AGI) Geoscience Workforce Program collects and analyzes data pertaining to the changes in the supply, demand, and training of the geoscience workforce. Much of these trends are displayed in detail in AGI's Status of the Geoscience Workforce reports. In May, AGI released the Status of the Geoscience Workforce 2014, which updates these trends since the 2011 edition of this report. These updates highlight areas of change in the education of future geoscientists from K-12 through graduate school, the transition of geoscience graduates into early-career geoscientists, the dynamics of the current geoscience workforce, and the future predictions of the changes in the availability of geoscience jobs. Some examples of these changes include the increase in the number of states that will allow a high school course of earth sciences as a credit for graduation and the increasing importance of two-year college students as a talent pool for the geosciences, with over 25% of geoscience bachelor's graduates attending a two-year college for at least a semester. The continued increase in field camp hinted that these programs are at or reaching capacity. The overall number of faculty and research staff at four-year institutions increased slightly, but the percentages of academics in tenure-track positions continued to slowly decrease since 2009. However, the percentage of female faculty rose in 2013 for all tenure-track positions. Major geoscience industries, such as petroleum and mining, have seen an influx of early-career geoscientists. Demographic trends in the various industries in the geoscience workforce forecasted a shortage of approximately 135,000 geoscientists in the next decade—a decrease from the previously predicted shortage of 150,000 geoscientists. These changes and other changes identified in the Status of the Geoscience Workforce will be addressed in this talk.

  17. Occupational Clusters of the Engineering Technical Workforce.

    ERIC Educational Resources Information Center

    Hayton, Geoff

    A study was undertaken to provide information on the overall structure of the engineering workforce in Australia and the job functions of each occupational cluster. In the study, the term "engineering technical workforce" was defined as all staff primarily performing engineering functions between the levels of tradesperson and professional…

  18. Employee Engagement: Motivating and Retaining Tomorrow's Workforce

    ERIC Educational Resources Information Center

    Shuck, Michael Bradley; Wollard, Karen Kelly

    2008-01-01

    Tomorrow's workforce is seeking more than a paycheck; they want their work to meet their needs for affiliation, meaning, and self-development. Companies willing to meet these demands will capture the enormous profit potential of a workforce of fully engaged workers. This piece explores what engagement is, why it matters, and how human resource…

  19. Research Workforce. Go8 Backgrounder 19

    ERIC Educational Resources Information Center

    Group of Eight (NJ1), 2010

    2010-01-01

    The demand for workers (employers, self-employed people and employees) having research training extends beyond the researcher workforce itself and is increasing. The research workforce is not uniform but segmented according to disciplines and the economic and sectoral contexts in which researchers work. The growth of cross-disciplinary and…

  20. Workforce Education: Issues for the New Century.

    ERIC Educational Resources Information Center

    Pautler, Albert J., Jr., Ed.

    This book contains 22 papers on workforce education issues for the new century: "Introduction" (Alfred J. Pautler, Jr.); "Vocational Education: Past, Present, and Future" (Cheryl L. Hogg); "A Philosophic View for Seeing the Past of Vocational Education and Envisioning the Future of Workforce Education: Pragmatism Revisited" (Melvin D. Miller,…

  1. Contributions of the Akamai Workforce Initiative

    ERIC Educational Resources Information Center

    St. John, Mark; Castori, Pam

    2014-01-01

    This brief presents a third party, external perspective on the Akamai Workforce Initiative (AWI), highlighting some of the contributions of the initiative over the last ten years. AWI is a program that seeks to develop a skilled local STEM workforce to meet the needs of Hawai'i's growing high-tech industry. It began as an internship program…

  2. Workforce Competitiveness Collection. "LINCS" Resource Collection News

    ERIC Educational Resources Information Center

    Literacy Information and Communication System, 2011

    2011-01-01

    This edition of "'LINCS' Resource Collection News" features the Workforce Competitiveness Collection, covering the topics of workforce education, English language acquisition, and technology. Each month Collections News features one of the three "LINCS" (Literacy Information and Communication System) Resource Collections--Basic Skills, Program…

  3. Policy and Workforce Reform in England

    ERIC Educational Resources Information Center

    Gunter, Helen M.

    2008-01-01

    Current workforce reform, known as Remodelling the School Workforce, is part of an enduring policy process where there have been tensions between public and private sector structures and cultures. I show that the New Right and New Labour governments who have built and configured site based performance management over the past quarter of a century…

  4. Experiential Training for Empowerment of the Workforce.

    ERIC Educational Resources Information Center

    Cook, John A.

    As downsizing of government and business organizations has become widespread, many managers are seeking to increase productivity by empowering the workforce. When effectively and appropriately implemented, empowered workforce structures can cut costs and improve quality and safety. Yet resistance to such changes arises from a patriarchal…

  5. Workforce Education and Two Important Viewpoints

    ERIC Educational Resources Information Center

    Dennis, Dawn Holley; Hudson, Clemente Charles

    2007-01-01

    Workforce Education appears to be a goldmine in the state of Florida. As of December 2003, annual job growth statistics reveal that Florida ranked number one in the nation in new jobs and tied for number one in percent change relative to other populous states (Georgia, Texas, New Jersey, and New York). The purpose of Florida's Workforce Education…

  6. Workforce Development Institute: 1995 Summary Report.

    ERIC Educational Resources Information Center

    Jones, Ansleigh, Ed.

    This report provides a summary of the American Association of Community Colleges' (AACC's) second Workforce Development Institute (WDI), held January 18 to 21, 1995 to provide community college workforce service providers with resources and training. Introductory materials describe the WDI, its regional forums, the AACC's related National…

  7. Aerospace Workforce Development: The Nebraska Proposal; and Native View Connections: A Multi-Consortium Workforce Development Proposal. UNO Aviation Monograph Series

    NASA Technical Reports Server (NTRS)

    Bowen, Brent D.; Russell, Valerie; Vlasek, Karisa; Avery, Shelly; Calamaio, Larry; Carstenson, Larry; Farritor, Shane; deSilva, Shan; Dugan, James; Farr, Lynne

    2003-01-01

    . This Native American Initiative of the NSGC addresses Nebraska workforce development and serves as a model to others. Following a structured evaluation process, NSGC proposes to sustain delivery of the training funded by NASA in 2002 to tribal entities through partnerships linking academic programs and industry leaders.

  8. Global health: networking innovative academic institutions.

    PubMed

    Pálsdóttir, Björg; Neusy, André-Jacques

    2011-06-01

    Medically underserved communities suffer a high burden of morbidity and mortality, increasing with remoteness where access to health services is limited. Major challenges are the overall shortage and maldistribution of the health workforce. There is a lack of understanding of how academic institutions can best contribute to addressing these health inequities. A new international collaborative of health professions schools, Training for Health Equity Network, is developing and disseminating evidence, challenging assumptions, and developing tools that support health profession institutions striving to meet the health and health workforce needs of underserved communities.

  9. The Role of the CEO, Executive Team, and Workforce Metrics of a Small University in the U.S.

    ERIC Educational Resources Information Center

    Wei, Pei-Chih; Lau, Yuet Hung Camilla; Hung, Huang-Chia; Wei, Fang-Chun

    2012-01-01

    The Role of the CEO, Executive Team, and Workforce Metrics of a small University in the U.S. is not just a question of academic standards. The 21st century requirements of education involve a wider set of attributes, equipping the young with social and organizational skills to cope with adult life inside and outside the workplace (Barber, 2001).…

  10. Academic Blogging: Academic Practice and Academic Identity

    ERIC Educational Resources Information Center

    Kirkup, Gill

    2010-01-01

    This paper describes a small-scale study which investigates the role of blogging in professional academic practice in higher education. It draws on interviews with a sample of academics (scholars, researchers and teachers) who have blogs and on the author's own reflections on blogging to investigate the function of blogging in academic practice…

  11. Inequality of Paediatric Workforce Distribution in China

    PubMed Central

    Song, Peige; Ren, Zhenghong; Chang, Xinlei; Liu, Xuebei; An, Lin

    2016-01-01

    Child health has been addressed as a priority at both global and national levels for many decades. In China, difficulty of accessing paediatricians has been of debate for a long time, however, there is limited evidence to assess the population- and geography-related inequality of paediatric workforce distribution. This study aimed to analyse the inequality of the distributions of the paediatric workforce (including paediatricians and paediatric nurses) in China by using Lorenz curve, Gini coefficient, and Theil L index, data were obtained from the national maternal and child health human resource sampling survey conducted in 2010. In this study, we found that the paediatric workforce was the most inequitable regarding the distribution of children <7 years, the geographic distribution of the paediatric workforce highlighted very severe inequality across the nation, except the Central region. For different professional types, we found that, except the Central region, the level of inequality of paediatric nurses was higher than that of the paediatricians regarding both the demographic and geographic distributions. The inner-regional inequalities were the main sources of the paediatric workforce distribution inequality. To conclude, this study revealed the inadequate distribution of the paediatric workforce in China for the first time, substantial inequality of paediatric workforce distribution still existed across the nation in 2010, more research is still needed to explore the in-depth sources of inequality, especially the urban-rural variance and the inner- and inter-provincial differences, and to guide national and local health policy-making and resource allocation. PMID:27420083

  12. Academic Hospitality

    ERIC Educational Resources Information Center

    Phipps, Alison; Barnett, Ronald

    2007-01-01

    Academic hospitality is a feature of academic life. It takes many forms. It takes material form in the hosting of academics giving papers. It takes epistemological form in the welcome of new ideas. It takes linguistic form in the translation of academic work into other languages, and it takes touristic form through the welcome and generosity with…

  13. What is a microbiologist? A survey exploring the microbiology workforce.

    PubMed

    Redfern, James; Verran, Joanna

    2015-12-01

    Microbiology has a long tradition of making inspirational, world-changing discovery. Microbiology now plays essential roles in many disciplines, leading to some microbiologists raising concern over the apparent loss of identity. An electronic survey was undertaken to capture the scientific identity (based on scientific discipline) of people for whom microbiology forms a part of their profession, in addition to information regarding their first degree (title, country and year in which the degree was completed) and the sector in which they currently work. A total of 447 responses were collected, representing 52 countries from which they gained their first degree. Biology was the most common first degree title (of 32 titles provided), while microbiologist was the most common scientific identity (of 26 identities provided). The data collected in this study gives a snapshot of the multidisciplinarity, specialism and evolving nature of the microbiology academic workforce. While the most common scientific identity chosen in this study was that of a microbiologist, it appears that the microbiological workforce is contributed to by a range of different disciplines, highlighting the cross-cutting, multidisciplined and essential role microbiology has within scientific endeavour. Perhaps, we should be less concerned with labels, and celebrate the success with which our discipline has delivered.

  14. Gender and generational influences on the pediatric workforce and practice.

    PubMed

    Spector, Nancy D; Cull, William; Daniels, Stephen R; Gilhooly, Joseph; Hall, Judith; Horn, Ivor; Marshall, Susan G; Schumacher, Daniel J; Sectish, Theodore C; Stanton, Bonita F

    2014-06-01

    In response to demographic and other trends that may affect the future of the field of pediatrics, the Federation of Pediatric Organizations formed 4 working groups to participate in a year's worth of research and discussion preliminary to a Visioning Summit focusing on pediatric practice, research, and training over the next 2 decades. This article, prepared by members of the Gender and Generations Working Group, summarizes findings relevant to the 2 broad categories of demographic trends represented in the name of the group and explores the interface of these trends with advances in technology and social media and the impact this is likely to have on the field of pediatrics. Available data suggest that the trends in the proportions of men and women entering pediatrics are similar to those over the past few decades and that changes in the overall ratio of men and women will not substantially affect pediatric practice. However, although women may be as likely to succeed in academic medicine and research, fewer women than men enter research, thereby potentially decreasing the number of pediatric researchers as the proportion of women increases. Complex generational differences affect both the workforce and interactions in the workplace. Differences between the 4 generational groups comprising the pediatric workforce are likely to result in an evolution of the role of the pediatrician, particularly as it relates to aspects of work-life balance and the use of technology and social media.

  15. Preparing displaced adults for the optics/photonics workforce

    NASA Astrophysics Data System (ADS)

    Hull, Darrell M.

    2000-06-01

    As the optics/photonics industry continues to grow, the demand for workers is assumed to increase proportionally. Empirical data seem to support this assumption. This increase presents a challenge to optics/photonics education, since they control and assume responsibility for a key factor in the ability of industry to further expand. At the same time, the U.S. government through the Department of Labor and the Workforce Investment Act has requested that communities enact programs for displaced adults to transition to the workplace. A program of study is provided that would assist adults in making this transition from unemployment to the optics/photonics industry, with the necessary general work skills, occupational optics/photonics skills, and ability to progress on the job with academic foundations in math and science.

  16. Improvement, trust, and the healthcare workforce

    PubMed Central

    Berwick, D

    2003-01-01

    Although major defects in the performance of healthcare systems are well documented, progress toward remedy remains slow. Accelerating improvement will require large shifts in attitudes toward and strategies for developing the healthcare workforce. At present, prevailing strategies rely largely on outmoded theories of control and standardisation of work. More modern, and much more effective, theories of production seek to harness the imagination and participation of the workforce in reinventing the system. This requires a workforce capable of setting bold aims, measuring progress, finding alternative designs for the work itself, and testing changes rapidly and informatively. It also requires a high degree of trust in many forms, a bias toward teamwork, and a predilection toward shouldering the burden of improvement, rather than blaming external factors. A new healthcare workforce strategy, founded on these principles, will yield much faster improvement than at present. PMID:14645740

  17. National Workforce Policies for Science and Engineering

    NASA Astrophysics Data System (ADS)

    Washington, W. M.

    2002-12-01

    The National Science Board (NSB) has been performing a study of the national workforce policies for science and engineering. This study will result in a report of findings and recommendations to the President and Congress. It is well known that much of the economic success of the United States is due to the fact that we have a highly skilled workforce. It is clear that competition for a highly skilled workforce is now global and that we are not fully using our domestic sources for scientific talent. Our dependence upon foreign talent is showing significant changes. The NSB study is expected to be completed over the next year. Some of the preliminary findings will be discussed as well as suggestions for new workforce policies.

  18. Enhancing the diversity of the pediatrician workforce.

    PubMed

    Friedman, Aaron L

    2007-04-01

    This policy statement describes the key issues related to diversity within the pediatrician and health care workforce to identify barriers to enhancing diversity and offer policy recommendations to overcome these barriers in the future. The statement addresses topics such as health disparities, affirmative action, recent policy developments and reports on workforce diversity, and research on patient and provider diversity. It also broadens the discussion of diversity beyond the traditional realms of race and ethnicity to include cultural attributes that may have an effect on the quality of health care. Although workforce diversity is related to the provision of culturally effective pediatric care, it is a discrete issue that merits separate discussion and policy formulation. At the heart of this policy-driven action are multiorganizational and multispecialty collaborations designed to address substantive educational, financial, organizational, and other barriers to improved workforce diversity. PMID:17403859

  19. Federal Workforce Reduction Act of 2011

    THOMAS, 112th Congress

    Rep. Lummis, Cynthia M. [R-WY-At Large

    2011-02-11

    02/18/2011 Referred to the Subcommittee on Federal Workforce, U.S. Postal Service, and Labor Policy . (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

  20. Training for Tomorrow: Developing a Native Workforce

    ERIC Educational Resources Information Center

    Al-Asfour, Ahmed

    2014-01-01

    Although demographics are shifting, American Indians continue to suffer from a grossly disproportionate unemployment rate. By partnering with business and government, tribal colleges can alter such trends through workforce development.

  1. Nursing workforce retention: challenging a bullying culture.

    PubMed

    Stevens, Stella

    2002-01-01

    Discussions surrounding nursing shortages typically focus on recruitment, but retention is also a problem. Emerging research suggests that intimidation in the nursing workforce is a problem that planners need to deal with as part of an overall strategy aimed at maintaining a balance between supply and demand. This paper explores issues surrounding intimidation in the nursing workforce and looks at how one major teaching hospital in Australia attempted to address the problem. PMID:12224882

  2. Becoming Scholars: Examining the Link between Moral Problem-Solving and Academic Authorship Practices in Future Educational Leaders in One Southern State

    ERIC Educational Resources Information Center

    Greer, Jennifer L.

    2012-01-01

    The public expects its educational leaders--from instructional leaders and principals to college administrators and deans--to be moral exemplars. Nowhere is moral behavior more central to the central mission of teaching and learning than in the realm of academic integrity, where decisions are made daily about grading, testing, promotion,…

  3. Dynamic professional boundaries in the healthcare workforce.

    PubMed

    Nancarrow, Susan A; Borthwick, Alan M

    2005-11-01

    The healthcare professions have never been static in terms of their own disciplinary boundaries, nor in their role or status in society. Healthcare provision has been defined by changing societal expectations and beliefs, new ways of perceiving health and illness, the introduction of a range of technologies and, more recently, the formal recognition of particular groups through the introduction of education and regulation. It has also been shaped by both inter-professional and profession-state relationships forged over time. A number of factors have converged that place new pressures on workforce boundaries, including an unmet demand for some healthcare services; neo-liberal management philosophies and a greater emphasis on consumer preferences than professional-led services. To date, however, there has been little analysis of the evolution of the workforce as a whole. The discussion of workforce change that has taken place has largely been from the perspective of individual disciplines. Yet the dynamic boundaries of each discipline mean that there is an interrelationship between the components of the workforce that cannot be ignored. The purpose of this paper is to describe four directions in which the existing workforce can change: diversification; specialisation and vertical and horizontal substitution, and to discuss the implications of these changes for the workforce. PMID:16313522

  4. Effective organizational control: implications for academic medicine.

    PubMed

    Wilkes, Michael S; Srinivasan, Malathi; Flamholtz, Eric

    2005-11-01

    This article provides a framework for understanding the nature, role, functioning, design, and effects of organizational oversight systems. Using a case study with elements recognizable to an academic audience, the authors explore how a dean of a fictitious School of Medicine might use organizational control structures to develop effective solutions to global disarray within the academic medical center. Organizational control systems are intended to help influence the behavior of people as members of a formal organization. They are necessary to motivate people toward organizational goals, to coordinate diverse efforts, and to provide feedback about problems. The authors present a model of control to make this process more visible within organizations. They explore the overlap among academic medical centers and large businesses-for instance, each is a billion-dollar enterprise with complex internal and external demands and multiple audiences. The authors identify and describe how to use the key components of an organization's control system: environment, culture, structure, and core control system. Elements of the core control system are identified, described, and explored. These closely articulating elements include planning, operations, measurement, evaluation, and feedback systems. Use of control portfolios is explored to achieve goal-outcome congruence. Additionally, the authors describe how the components of the control system can be used synergistically by academic leadership to create organizational change, congruent with larger organizational goals. The enterprise of medicine is quickly learning from the enterprise of business. Achieving goal-action congruence will better position academic medicine to meet its multiple missions.

  5. An analytical solution for Dean flow in curved ducts with rectangular cross section

    NASA Astrophysics Data System (ADS)

    Norouzi, M.; Biglari, N.

    2013-05-01

    In this paper, a full analytical solution for incompressible flow inside the curved ducts with rectangular cross-section is presented for the first time. The perturbation method is applied to solve the governing equations and curvature ratio is considered as the perturbation parameter. The previous perturbation solutions are usually restricted to the flow in curved circular or annular pipes related to the overly complex form of solutions or singularity situation for flow in curved ducts with non-circular shapes of cross section. This issue specifies the importance of analytical studies in the field of Dean flow inside the non-circular ducts. In this study, the main flow velocity, stream function of lateral velocities (secondary flows), and flow resistance ratio in rectangular curved ducts are obtained analytically. The effect of duct curvature and aspect ratio on flow field is investigated as well. Moreover, it is important to mention that the current analytical solution is able to simulate the Taylor-Görtler and Dean vortices (vortices in stable and unstable situations) in curved channels.

  6. Sedimentology and genetic stratigraphy of Dean and Spraberry Formations (Permian), Midland basin, Texas

    SciTech Connect

    Handford, C.R.

    1981-09-01

    The Spraberry trend of west Texas, once known as the world's largest uneconomic oil field, will undoubtedly become an increasingly important objective for the development of enhanced oil recovery techniques in fine-grained, low-permeability, low-pressure reservoirs. As the trend expands, facies and stratigraphic data should be integrated into exploration strategies. The Spraberry and Dean Formations may be divided into three genetic sequences, each consisting of several hundred feet of interbedded shale and carbonate overlain by a roughly equal amount of sandstone and siltstone. These sequences record episodes of shelf-margin progradation, deep-water resedimentation of shelf-derived carbonate debris, followed by influxes of terrigenous clastics into the basin by way of feeder channels or submarine canyons, and suspension settling of fine-grained sediment from the water column. Four lithofacies comprise the terrigenous clastics of the Spraberry and Dean Fomations: (1) cross-laminated, massive, and parallel-laminated sandstone, (2) laminated siltstone, (3) bioturbated siltstone, and (4) black, organic-rich shale. Carbonate lithofacies occur mostly in the form of thin-bedded turbidites, slump, and debris-flow deposits. Terrigenous clastic rocks display facies sequences, isopach patterns, and sedimentary structures suggestive of deposition from turbidity currents, and long-lived saline density underflow and interflow currents. Clastic isopach patterns reflect an overall southward thinning of clastics in the Midland basin. Channelized flow and suspension settling were responsible for the formation of elongate fan-shaped accumulations of clastic sediments.

  7. Workforce Training Results: An Evaluation of Washington State's Workforce Development System, 2000.

    ERIC Educational Resources Information Center

    Washington State Workforce Training and Education Coordinating Board, Olympia.

    The third biennial outcome evaluation of the state of Washington's workforce development system analyzed the results of nine of the state's largest workforce development programs plus employer-provided training for participants who left programs from July 1, 1997 to June 30, 1998. For reporting results, the nine programs were grouped into three…

  8. Geology, Mineralogy and Geochemistry of the Mount Deans Pegmatite Field, Eastern Yilgarn Craton/Australia

    NASA Astrophysics Data System (ADS)

    Dittrich, Thomas; Seifert, Thomas; Schulz, Bernhard

    2014-05-01

    Lithium-Cesium-Tantal (LCT) pegmatites are an important source for the rare metals Li, Cs and Ta, commodities that are now consumed in a rapidly increasing amount in high technology applications. Despite that LCT pegmatites are characteristic features for the Archaean geology of Western Australia, only the Greenbushes, Cattlin Creek and Wodgina deposits are currently exploited for Li and Ta. Therefore, Western Australia still possesses a great potential for the identification of additional resources for Li, Ta and possibly also Cs. The present study presents an overview of the geology, mineralogy and geochemistry of the Mount Deans pegmatite field, located c. 13 km S of Norseman, in the Eastern Goldfields Terrane of the Yilgarn Craton. The Mount Deans pegmatite field is Meso- to Neo-Archaean in age and hosted in the N-S trending Dundas Hill greenstone belt. The pegmatite field covers an area of 6 km in N-S and 4 km in E-W extension and comprises several dozens of individual pegmatite sheets and lenses. Structurally the pegmatite bodies are subdivided into two distinct types. Type I occurs predominantly in the southern part, is gently dipping (5-10°) to various directions and has variable thicknesses (3-25 m). Type II occurs in the northern part of the pegmatite field, dips steeply (50-90°) with a general N-S striking and has only a limited thickness (10 cm to 5 m). A clear distinction can also be made through their internal structure and mineralogy. Type I pegmatites exhibit a distinct structural and mineralogical zoning, whereas type II pegmatites are unzoned. Also albite, zinnwaldite, lepidolite and quartz form the bulk of the pegmatite; lepidolite is considerably more common in type II. Based on its peraluminous and strongly calc-alkaline character, as well as its enrichment in rare elements (i.e., Li, Rb, Cs, Ta, Nb, F), the pegmatites at Mount Deans are interpreted as LCT-pegmatites. However, despite the occurrence of rare element minerals like cassiterite

  9. The role of private foundations in addressing health care workforce needs.

    PubMed

    Thibault, George E

    2013-12-01

    There is an increased awareness among policy makers, providers, and educators that the size, composition, geographic distribution, and skill mix of the health care workforce is of great importance in determining the likelihood of success in achieving our societal goals for health care reform. As academic and governmental institutions work to address these pressing questions, private foundations can and should play an important role in supporting the design, execution, and evaluation of innovative educational programs that will address these needs. Foundations also can and should play a role in generating information that will better inform health care workforce policies and in convening thought leaders to make recommendations that will advance the field of workforce studies.The author details current efforts by the Josiah Macy Jr. Foundation and other private foundations to address health care workforce needs. Foundations can play important roles as catalysts for change in our educational processes, and they can serve as important links between education and health care delivery systems. Partnerships among foundations and between private foundations and federal agencies can be powerful forces in helping to better align the skills of future health professionals with changing patient demographics and a changing health care system.

  10. Supporting the Academic Majority: Policies and Practices Related to Part-Time Faculty's Job Satisfaction

    ERIC Educational Resources Information Center

    Eagan, M. Kevin, Jr.; Jaeger, Audrey J.; Grantham, Ashley

    2015-01-01

    The academic workforce in higher education has shifted in the last several decades from consisting of mostly full-time, tenure-track faculty to one comprised predominantly of contingent, non-tenure-track faculty. This substantial shift toward part-time academic labor has not corresponded with institutions implementing more supportive policies and…

  11. Teacher Turnover Impact on 1st-8th Grade Student Academic Achievement: A Correlational Study

    ERIC Educational Resources Information Center

    Reid, Johnnie M.

    2010-01-01

    The impact of schools and students not meeting academic achievement standards affects the community and the nation's future workforce. This paper examines many of the factors influencing achievement with special attention given to the facts of teacher turnover in the schools. Teacher turnover and the sad state of the academic achievement of…

  12. Academic writing

    NASA Astrophysics Data System (ADS)

    Eremina, Svetlana V.

    2003-10-01

    The series of workshops on academic writing have been developed by academic writing instructors from Language Teaching Centre, Central European University and presented at the Samara Academic Writing Workshops in November 2001. This paper presents only the part dealing with strucutre of an argumentative essay.

  13. Academic Jibberish

    ERIC Educational Resources Information Center

    Krashen, Stephen

    2012-01-01

    In this article, the author talks about academic jibberish. Alfie Kohn states that a great deal of academic writing is incomprehensible even to others in the same area of scholarship. Academic Jibberish may score points for the writer but does not help research or practice. The author discusses jibberish as a career strategy that impresses those…

  14. 75 FR 3217 - J&T Hydro Company; H. Dean Brooks and W. Bruce Cox; Notice of Application for Transfer of License...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-01-20

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission J&T Hydro Company; H. Dean Brooks and W. Bruce Cox; Notice of Application... 30, 2009, J&T Hydro Company (transferor) and W. Dean Brooks, and H. Bruce Cox (transferees) filed...

  15. Academic nurse leaders' role in fostering a culture of civility in nursing education.

    PubMed

    Clark, Cynthia M; Springer, Pamela J

    2010-06-01

    Academic incivility is disruptive behavior that substantially or repeatedly interferes with teaching and learning. Incivility on college campuses jeopardizes the welfare of all members of the academy. Academic nurse leaders play a critical role in preventing and addressing academic incivility because these behaviors can negatively affect learning and harm faculty-student relationships. Although studies on student and faculty incivility have been conducted in nursing education, there are no known studies regarding the perceptions of academic nurse leaders about this problem. This is the first known study to investigate the perceptions of 126 academic nurse leaders (deans, directors, and chairpersons) from 128 associate degree in nursing and bachelor of science nursing programs in a large western state. Academic nurse leaders responded to five open-ended questions regarding their perceptions of stressors that affect nursing faculty and students, the uncivil behaviors exhibited by both groups, and the role of leadership in preventing and addressing incivility in nursing education.

  16. The organization and administration of community college non-credit workforce education and training cuts

    NASA Astrophysics Data System (ADS)

    Kozachyn, Karen P.

    Community colleges are struggling financially due to underfunding. Recent state budget cuts coupled with the elimination of federal stimulus money has exacerbated the issue as these funding streams had contributed to operating costs (Moltz, 2011). In response to these budget cuts, community colleges are challenged to improve, increase, and develop revenue producing programs. These factors heighten the need for community colleges to examine their non-credit workforce organizations. The community college units charged with delivering non-credit workforce education and training programs are historically ancillary to the academic divisions that deliver certificate, technical degree, and transfer degree programs. The perceptions of these units are that they are the community college's 'step child' (Grubb, Bradway, and Bell, 2002). This case study examined the organization and administration of community college non-credit workforce education and training units, utilizing observation, interviews, and document analysis. Observational data focused on the physical campus and the unit. Interviews were conducted onsite with decision-making personnel of the division units that deliver non-credit workforce education and training within each community college. Document analysis included college catalogues, program guides, marketing material, and website information. The study was grounded in the review of literature associated with the evolution of the community college, as well as the development of workforce education and training including funding, organizational structure and models, management philosophies, and effectiveness. The findings of the study report that all five units were self-contained and were organized and operated uniquely within the organization. Effectiveness was measured differently by each institution. However, two common benchmarks were revenue and student evaluations. Another outcome of this study is the perceived lack of college-wide alignment between

  17. Workforce training and education gaps in gerontology and geriatrics: what we found in New York State.

    PubMed

    Maiden, Robert J; Horowitz, Beverly P; Howe, Judith L

    2010-01-01

    This article summarizes data from the 2008 Symposium Charting the Future for New York State Workforce Training and Education in Aging: The Stakeholder Perspective and the 2009 report Workforce Training and Education: The Challenge for Academic Institutions. This research is the outcome of a collaborative State Society on Aging of New York and New York State Office for the Aging study on New York State's workforce training and education needs. Eight Listening Sessions were held across New York State to obtain input on topics including training, gerontology education, and credentialing and certification. Individual sessions highlighted the needs of urban, rural, and suburban communities. Key themes identified through content analysis included the need for education about aging in agencies serving older adults, education on human development, positive aspects of aging, disabilities, developmental disabilities, and greater opportunities for training and education for service providers. Lack of incentives was identified as a barrier to credentialing or certification. Education about growing older beginning in grade school was recommended. Lack of funding was identified as a barrier that limited support for employee education/training. Disconnects were identified between employers and academic institutions and state government and providers regarding gerontology/geriatric training and education. Consideration to how these themes may be addressed by the Association of Gerontology in Higher Education is offered.

  18. The Graying of Academic Librarians: Crisis or Revolution?

    ERIC Educational Resources Information Center

    Edge, John; Green, Ravonne

    2011-01-01

    This article analyzes the aging of academic librarians and the potential shortage of librarians to replace those who are retiring. Recent statistics indicate that the exodus of retiring librarians may not be as severe as predicted several years ago. Recent articles show potential benefits as new librarians enter the workforce in large numbers to…

  19. U-Pace: Facilitating Academic Success for All Students

    ERIC Educational Resources Information Center

    Reddy, Diane M.; Fleming, Raymond; Pedrick, Laura E.; Ports, Katie A.; Barnack-Tavlaris, Jessica L.; Helion, Alicia M.; Swain, Rodney A.

    2011-01-01

    Because the transition to a knowledge-based economy requires an educated workforce, colleges and universities have made retention of students--particularly those who are academically underprepared--an institutional priority. College completion leads to economic and social advancement for students and is also critical to the nation's economic and…

  20. Examination of Academic Self-Regulation Variances in Nursing Students

    ERIC Educational Resources Information Center

    Schutt, Michelle A.

    2009-01-01

    Multiple workforce demands in healthcare have placed a tremendous amount of pressure on academic nurse educators to increase the number of professional nursing graduates to provide nursing care both in both acute and non-acute healthcare settings. Increased enrollment in nursing programs throughout the United States is occurring; however, due to…

  1. How Academic Is Academic Development?

    ERIC Educational Resources Information Center

    Fraser, Kym; Ling, Peter

    2014-01-01

    University provision for academic development is well established in the USA, UK and many other countries. However, arrangements for its provision and staffing vary. In Australia, there has been a trend towards professional rather than academic staff appointments. Is this appropriate? In this paper, the domains of academic development work are…

  2. Interactions of Tollmien-Schlichting waves and Dean vortices. Comparison of direct numerical simulation and a weakly nonlinear theory

    NASA Technical Reports Server (NTRS)

    Singer, Bart A.; Zang, Thomas A.

    1989-01-01

    Direct numerical simulation is used to evaluate a weakly nonlinear theory describing the interaction of Tollmien-Schlichting waves with Dean vortices in curved channel flow. The theory and the simulation agree for certain combinations of parameters, but the two approaches give conflicting results for other combinations. Some possibilities for these discrepancies are discussed.

  3. Factor Invariance Assessment of the Dean-Woodcock Sensory-Motor Battery for Patients with ADHD versus Nonclinical Subjects

    ERIC Educational Resources Information Center

    Finch, Holmes; Davis, Andrew; Dean, Raymond S.

    2010-01-01

    The current study examined the measurement invariance of the Dean-Woodcock Sensory-Motor Battery (DWSMB) for children diagnosed with attention deficit hyperactivity disorder (ADHD) and an age- and gender-matched nonclinical sample. The DWSMB is a promising new instrument for assessing a wide range of cortical and subcortical sensory and motor…

  4. Harlem Connections: Teaching Walter Dean Myers'"Scorpions" with Paul Laurence Dunbar's "The Sport of the Gods."

    ERIC Educational Resources Information Center

    West, Mark I.

    1999-01-01

    Describes how the author, in a course titled "Literature for Adolescents" paired Walter Dean Myers' 1988 young adult novel, "Scorpions," with Paul Laurence Dunbar's 1902 novel for adults, "The Sport of the Gods." Describes student readers' responses to the pair of books, which focus on the difficulties of growing up in Harlem. (SR)

  5. Buffalo Tiger, Bobo Dean, and the "Young Turks": A Miccosukee Prelude to the 1975 Indian Self-Determination Act

    ERIC Educational Resources Information Center

    Kersey, Harry A., Jr.

    2005-01-01

    An account of the Miccosukees' struggle to wrest control over their own economic destiny from conservative elements within the Bureau of Indian Affairs (BIA) and Department of the Interior is provided. The tenacity of Buffalo Tiger and his tribe with the support of Bobo Dean, Commissioner Bruce and the "Young Turks", helped pave the way for…

  6. Report on Salaries of Administrative Faculty in Nursing, Excluding Deans, 1981-1982. Data Bank Series 82, No. 4.

    ERIC Educational Resources Information Center

    Murphy, Marion I.

    Fall 1981 data on the salaries of 480 administrative faculty other than deans in baccalaureate and graduate programs in nursing are presented. Of the 256 schools that supplied data for a previous survey of nursing faculty salaries, 141 participated in the current administrative faculty salaries survey. All salary tables are presented on both an…

  7. The Superintendents' and Deans' Summit on Transformation and Collaboration for Student Success (April 22-23, 1997). Summary Report.

    ERIC Educational Resources Information Center

    Mid-Atlantic Lab. for Student Success, Philadelphia, PA.

    This publication provides an overview of the proceedings of the Superintendents' and Deans' Summit on Transformation and Collaboration for Student Success. The overarching goal of the Summit was to develop a formal mechanism for forging the professional expertise of field-based practitioners and college level professional education programs.…

  8. Revealing Linkages in the Soil-Plant-Atmosphere Continuum: The Work of Dean Martens in Semiarid Life Zones

    Technology Transfer Automated Retrieval System (TEKTRAN)

    In the years shortly before his death, Dean Martens' research efforts were directed to investigations of land'use effects on the cycling of C and N and related impacts on potential climate change. The land'use investigations focused on grazing and associated growth and control of mesquite (Prosopis ...

  9. The Value of Selected Communication Competencies as Perceived by College of Business Deans and Human Resource Managers.

    ERIC Educational Resources Information Center

    English, Donald; Walker, Janet; Manton, Edgar

    The purpose of this study was to obtain information from deans of American Assembly of Collegiate Schools of Business accredited colleges of business and from human resource managers from the 200 largest companies in the Dallas/Ft. Worth area. A questionnaire containing 49 selected business communication competencies was developed and mailed to…

  10. The Honors Thesis: A Handbook for Honors Directors, Deans, and Faculty Advisors. National Collegiate Honors Council Monograph Series

    ERIC Educational Resources Information Center

    Anderson, Mark; Lyons, Karen; Weiner, Norman

    2014-01-01

    This handbook is intended to help all those who design, administer, and implement honors thesis programs--honors directors, deans, staff, faculty, and advisors--evaluate their thesis programs, solve pressing problems, select more effective requirements or procedures, or introduce an entirely new thesis program. The authors' goal is to provide…

  11. Commentary: a call for culture change in academic medicine.

    PubMed

    Powell, Deborah; Scott, James L; Rosenblatt, Michael; Roth, Paul B; Pololi, Linda

    2010-04-01

    Disappointed by the lack of progress in the advancement of women and underrepresented minority faculty to senior positions and leadership roles in academic medicine and concerned by the prospect that these valuable faculty resources were being lost, a group of five medical school deans agreed to embark on a multiyear project to change the culture of their medical schools for these underrepresented faculty. This commentary outlines the rationale and motivation for the project and sets the stage for future reports from and wider participation in this initiative.

  12. ROLE OF INSTITUTIONAL CLIMATE IN FOSTERING DIVERSITY IN BIOMEDICAL RESEARCH WORKFORCE: A CASE STUDY

    PubMed Central

    Butts, Gary C.; Hurd, Yasmin; Palermo, Ann-Gel S.; Delbrune, Denise; Saran, Suman; Zony, Chati; Krulwich, Terry A.

    2012-01-01

    This article reviews the barriers to diversity in biomedical research, describes the evolution and efforts to address climate issues to enhance the ability to attract, retain and develop underrepresented minorities (URM) - underrepresented minorities whose underrepresentation is found both in science and medicine, in the graduate school biomedical research doctoral programs (PhD and MD/PhD) at Mount Sinai School of Medicine (MSSM). We also describe the potential beneficial impact of having a climate that supports diversity and inclusion in the biomedical research workforce. MSSM diversity climate efforts are discussed as part of a comprehensive plan to increase diversity in all institutional programs PhD, MD/PhD, MD, and at the residency, post doctoral fellow, and faculty levels. Lessons learned from four decades of targeted programs and activities at MSSM may be of value to other institutions interested in improving diversity in the biomedical science and academic medicine workforce. PMID:22786740

  13. California Collaborative Model For Nursing Education: Building A Higher-Educated Nursing Workforce.

    PubMed

    Jones, Deloras; Close, Liz

    2015-01-01

    The California Collaborative Model for Nursing Education (CCMNE) promotes seamless ADN-BSN academic progression as the most effective means by which the state can educate the numbers of BSN-prepared nurses needed in the future. Accelerated by state legislation and a national commitment to a higher-educated nursing workforce, the framework is sufficiently flexible to accommodate a variety of strategies that meet the intent of each Core Component, and can be implemented at local, regional, or state levels. Six percent of all current ADN students in California are dual enrolled in CCMNE BSN programs. CCMNE has a positive effect on ADN-BSN completions and will support increasing nursing workforce diversity in California.

  14. Geographic Analysis of the Radiation Oncology Workforce

    SciTech Connect

    Aneja, Sanjay; Smith, Benjamin D.; Gross, Cary P.; Wilson, Lynn D.; Haffty, Bruce G.; Roberts, Kenneth; Yu, James B.

    2012-04-01

    Purpose: To evaluate trends in the geographic distribution of the radiation oncology (RO) workforce. Methods and Materials: We used the 1995 and 2007 versions of the Area Resource File to map the ratio of RO to the population aged 65 years or older (ROR) within different health service areas (HSA) within the United States. We used regression analysis to find associations between population variables and 2007 ROR. We calculated Gini coefficients for ROR to assess the evenness of RO distribution and compared that with primary care physicians and total physicians. Results: There was a 24% increase in the RO workforce from 1995 to 2007. The overall growth in the RO workforce was less than that of primary care or the overall physician workforce. The mean ROR among HSAs increased by more than one radiation oncologist per 100,000 people aged 65 years or older, from 5.08 per 100,000 to 6.16 per 100,000. However, there remained consistent geographic variability concerning RO distribution, specifically affecting the non-metropolitan HSAs. Regression analysis found higher ROR in HSAs that possessed higher education (p = 0.001), higher income (p < 0.001), lower unemployment rates (p < 0.001), and higher minority population (p = 0.022). Gini coefficients showed RO distribution less even than for both primary care physicians and total physicians (0.326 compared with 0.196 and 0.292, respectively). Conclusions: Despite a modest growth in the RO workforce, there exists persistent geographic maldistribution of radiation oncologists allocated along socioeconomic and racial lines. To solve problems surrounding the RO workforce, issues concerning both gross numbers and geographic distribution must be addressed.

  15. Clinical holistic medicine: the Dean Ornish program ("opening the heart") in cardiovascular disease.

    PubMed

    Ventegodt, Søren; Merrick, Efrat; Merrick, Joav

    2006-02-02

    Dean Ornish of the Preventive Medicine Research Institute in Sausalito, California has created an intensive holistic treatment for coronary heart patients with improved diet (low fat, whole foods, plant based), exercise, stress management, and social support that has proven to be efficient. In this paper, we analyze the rationale behind his cure in relation to contemporary holistic medical theory. In spite of a complex treatment program, the principles seem to be simple and in accordance with holistic medical theories, like the Antonovsky concept of rehabilitating the sense of coherence and the life mission theory for holistic medicine. We believe there is a need for the allocation of resources for further research into the aspects of holistic health and its methods, where positive and significant results have been proven and reproduced at several sites.

  16. Pharmacists and the primary care workforce.

    PubMed

    Smith, Marie A

    2012-11-01

    The primary care workforce shortage will be magnified by the growing elderly population and expanded coverage as a result of health care reform initiatives. The pharmacist workforce consists of community-based health care professionals who are well trained and highly accessible, yet underutilized. Some health care professionals have advocated that primary care teams should include pharmacists with complementary skills to those of the physician to achieve quality improvement goals and enhance primary care practice efficiencies. New primary care delivery models such as medical homes, health neighborhoods, and accountable care organizations provide opportunities for pharmacists to become integral members of primary care interdisciplinary teams.

  17. Geoscience and the 21st Century Workforce

    NASA Astrophysics Data System (ADS)

    Manduca, C. A.; Bralower, T. J.; Blockstein, D.; Keane, C. M.; Kirk, K. B.; Schejbal, D.; Wilson, C. E.

    2013-12-01

    Geoscience knowledge and skills play new roles in the workforce as our society addresses the challenges of living safely and sustainably on Earth. As a result, we expect a wider range of future career opportunities for students with education in the geosciences and related fields. A workshop offered by the InTeGrate STEP Center on 'Geoscience and the 21st Century Workforce' brought together representatives from 24 programs with a substantial geoscience component, representatives from different employment sectors, and workforce scholars to explore the intersections between geoscience education and employment. As has been reported elsewhere, employment in energy, environmental and extractive sectors for geoscientists with core geology, quantitative and communication skills is expected to be robust over the next decade as demand for resources grow and a significant part of the current workforce retires. Relatively little is known about employment opportunities in emerging areas such as green energy or sustainability consulting. Employers at the workshop from all sectors are seeking the combination of strong technical, quantitative, communication, time management, and critical thinking skills. The specific technical skills are highly specific to the employer and employment needs. Thus there is not a single answer to the question 'What skills make a student employable?'. Employers at this workshop emphasized the value of data analysis, quantitative, and problem solving skills over broad awareness of policy issues. Employers value the ability to articulate an appropriate, effective, creative solution to problems. Employers are also very interested in enthusiasm and drive. Participants felt that the learning outcomes that their programs have in place were in line with the needs expressed by employers. Preparing students for the workforce requires attention to professional skills, as well as to the skills needed to identify career pathways and land a job. This critical

  18. Workforce Needs and Demands in Surgery.

    PubMed

    Are, Chandrakanth

    2016-02-01

    The health care environment in the United States is witnessing major changes. The Halstedian model has produced surgeons who joined the workforce for over a century. While the Halstedian model will continue to be of benefit, we need to be proactive and develop innovative models of graduate medical education that meet the needs of the 21st century. The history of graduate medical education is punctuated by surgical leaders that made great contributions. The time is ripe again for the surgical community to develop innovative models of graduate medical education that will continue to sustain the surgical workforce of the future.

  19. Workforce Needs and Demands in Surgery.

    PubMed

    Are, Chandrakanth

    2016-02-01

    The health care environment in the United States is witnessing major changes. The Halstedian model has produced surgeons who joined the workforce for over a century. While the Halstedian model will continue to be of benefit, we need to be proactive and develop innovative models of graduate medical education that meet the needs of the 21st century. The history of graduate medical education is punctuated by surgical leaders that made great contributions. The time is ripe again for the surgical community to develop innovative models of graduate medical education that will continue to sustain the surgical workforce of the future. PMID:26612023

  20. The BHEF National Higher Education and Workforce Initiative: A Model for Pathways to Baccalaureate Attainment and High-Skill Careers in Emerging Fields. BHEF Case Study Series

    ERIC Educational Resources Information Center

    Fitzgerald, Brian K.; Barkanic, Steve; Cardenas-Navia, Isabel; Elzey, Karen; Hughes, Debbie; Kashiri, Erica; Troyan, Danielle

    2014-01-01

    Partnerships between higher education and business have long been an important part of the academic landscape, but often they are based on shorter-term transactional objectives rather than on longer-term strategic goals. BHEF's National Higher Education and Workforce Initiative brings together business and academia at the institutional,…

  1. When the Stakes Are High, Can We Rely on Value-Added? Exploring the Use of Value-Added Models to Inform Teacher Workforce Decisions

    ERIC Educational Resources Information Center

    Goldhaber, Dan

    2010-01-01

    The formula is simple: Highly effective teachers equal student academic success. Yet, the physics of American education is anything but. Thus, the question facing education reformers is how can teacher effectiveness be accurately measured in order to improve the teacher workforce? Given the demand for objective, quantitative measures of teacher…

  2. 77 FR 36549 - Nursing Workforce Diversity Invitational Summit-“Nursing in 3D: Workforce Diversity, Health...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-06-19

    ... HUMAN SERVICES Health Resources and Services Administration Nursing Workforce Diversity Invitational Summit--``Nursing in 3D: Workforce Diversity, Health Disparities, and Social Determinants of Health...). ACTION: Notice of meeting. SUMMARY: HRSA's Bureau of Health Professions, Division of Nursing, will...

  3. Workforce Development Policy: Unrealized Potential for Americans with Disabilities

    ERIC Educational Resources Information Center

    Golden, Thomas P.; Bruyere, Susanne M.; Karpur, Arun; Nazarov, Zafar; VanLooy, Sara; Reiter, Beth

    2012-01-01

    Individuals with disabilities have lower rates of workforce participation and lower earnings than their nondisabled peers. This article traces the history of the U.S. workforce development policy framework, including the Workforce Investment Act of 1998; the Rehabilitation Act of 1973, as amended; and the impact of the Ticket to Work and Work…

  4. 5 CFR 9.2 - Reporting workforce information.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Reporting workforce information. 9.2 Section 9.2 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE RULES WORKFORCE INFORMATION (RULE IX) § 9.2 Reporting workforce information. The Director of the Office of...

  5. Estimates of the Continuously Publishing Core in the Scientific Workforce

    PubMed Central

    Ioannidis, John P. A.; Boyack, Kevin W.; Klavans, Richard

    2014-01-01

    Background The ability of a scientist to maintain a continuous stream of publication may be important, because research requires continuity of effort. However, there is no data on what proportion of scientists manages to publish each and every year over long periods of time. Methodology/Principal Findings Using the entire Scopus database, we estimated that there are 15,153,100 publishing scientists (distinct author identifiers) in the period 1996–2011. However, only 150,608 (<1%) of them have published something in each and every year in this 16-year period (uninterrupted, continuous presence [UCP] in the literature). This small core of scientists with UCP are far more cited than others, and they account for 41.7% of all papers in the same period and 87.1% of all papers with >1000 citations in the same period. Skipping even a single year substantially affected the average citation impact. We also studied the birth and death dynamics of membership in this influential UCP core, by imputing and estimating UCP-births and UCP-deaths. We estimated that 16,877 scientists would qualify for UCP-birth in 1997 (no publication in 1996, UCP in 1997–2012) and 9,673 scientists had their UCP-death in 2010. The relative representation of authors with UCP was enriched in Medical Research, in the academic sector and in Europe/North America, while the relative representation of authors without UCP was enriched in the Social Sciences and Humanities, in industry, and in other continents. Conclusions The proportion of the scientific workforce that maintains a continuous uninterrupted stream of publications each and every year over many years is very limited, but it accounts for the lion’s share of researchers with high citation impact. This finding may have implications for the structure, stability and vulnerability of the scientific workforce. PMID:25007173

  6. Workforce Development and Wind for Schools (Poster)

    SciTech Connect

    Newcomb, C.; Baring-Gould, I.

    2012-06-01

    As the United States dramatically expands wind energy deployment, the industry is faced with the need to quickly develop a skilled workforce and to address public acceptance. Wind Powering America's Wind for Schools project addresses these challenges. This poster, produced for the American Wind Energy Association's annual WINDPOWER conference, provides an overview of the project, including objectives, methods, and results.

  7. Growing Our Workforce through Business and Education

    ERIC Educational Resources Information Center

    Pauley, Douglas R.; Davidchik, Daniel

    2010-01-01

    In 2004, Central Community College (CCC) established the Mechatronics Education Center (MEC), a regional center of excellence, to help the state address the shortage of skilled technicians in the area of industrial automation. The MEC addresses the needs of the current and future workforce through the implementation of its three main components:…

  8. Skills Governance and the Workforce Development Programme

    ERIC Educational Resources Information Center

    Hordern, Jim

    2013-01-01

    In the United Kingdom higher education environment, government may make efforts to encourage institutions to engage in governance structures to secure policy objectives through a steering approach. In this article connections between skills governance structures and the recent Higher Education Funding Council for England workforce development…

  9. Skills Development for a Diverse Older Workforce

    ERIC Educational Resources Information Center

    Ferrier, Fran; Burke, Gerald; Selby Smith, Chris

    2008-01-01

    In the context of aging populations, governments in Australia and in other Western nations fear that slower growth in the numbers of people of working age (15-64 years) will have a dampening effect on economic growth. They are thus considering how to encourage older workers to remain in the workforce beyond the point at which many currently…

  10. Evaluating Number Sense in Workforce Students

    ERIC Educational Resources Information Center

    Steinke, Dorothea A.

    2015-01-01

    Earlier institution-sponsored research revealed that about 20% of students in community college basic math and pre-algebra programs lacked a sense of part-whole relationships with whole numbers. Using the same tool with a group of 86 workforce students, about 75% placed five whole numbers on an empty number line in a way that indicated lack of…

  11. Workforce Development, Higher Education and Productive Systems

    ERIC Educational Resources Information Center

    Hordern, Jim

    2014-01-01

    Workforce development partnerships between higher education institutions and employers involve distinctive social and technical dynamics that differ from dominant higher education practices in the UK. The New Labour government encouraged such partnerships in England, including through the use of funding that aimed to stimulate reform to…

  12. Validating an Instrument for Assessing Workforce Collaboration

    ERIC Educational Resources Information Center

    Townsend, Amy; Shelley, Kyna

    2008-01-01

    The community college has always played an integral role in job training but never more so than following the 1998 Workforce Investment Act (WIA) that significantly increased the community colleges' opportunity to join with others in the provision of job training services. With this, however, came demand for high levels of collaboration between…

  13. Strategies for Managing a Multigenerational Workforce

    ERIC Educational Resources Information Center

    Iden, Ronald

    2016-01-01

    The multigenerational workforce presents a critical challenge for business managers, and each generation has different expectations. A human resource management study of organizations with more than 500 employees reported 58% of the managers experiencing conflict between younger and older workers. The purpose of this single case study was to…

  14. Youth Services under the Workforce Investment Act.

    ERIC Educational Resources Information Center

    Resources for Welfare Decisions, 2002

    2002-01-01

    This Resources for Welfare Decisions highlights publications that offer guidance on developing youth systems under the Workforce Investment Act of 1998 (WIA). An introductory section discusses the changes WIA made to youth services; the opportunities and challenges these changes created for Youth Councils and youth service providers; states' role…

  15. High risk groups in oil shale workforce

    SciTech Connect

    Gratt, L.B.; Perry, B.W.; Marine, W.M.; Savitz, D.A.

    1984-04-01

    The workforce risks of a hypothetical one million barrels-per-day oil shale industry were estimated. The risks for the different workforce segments were compared and high risk groups were identified. Accidents and injuries were statistically described by rates for fatalities, for accidents with days lost from work, and for accidents with no days lost from work. Workforce diseases analyzed were cancers, silicosia, pneumoconiosis, chronic bronchitis, chronic airway obstruction, and high frequency hearing loss. A comparison of the workforce groups under different risk measures (occurrence, fatality, and life-loss expectancy) was performed. The miners represented the group with the largest fatality and the most serious accident rate, although the estimated rates were below the average industry-wide underground mining experience. Lung disease from inhalation exposure of about the nuisance dust threshold limit value presents a significant risk for future concerns. If future environmental dust exposure is at the 100 ..mu..g/m/sup 3/ alpha-quartz level, safety improvements in the mining sector are of prime importance to reduce the oil shale worker's life-loss expectancy. 11 references, 1 figure, 11 tables.

  16. Lifelong Learning: Workforce Development and Economic Success.

    ERIC Educational Resources Information Center

    Lee, Alice

    Lifelong learning through a strong, policy-supported information technology (IT) infrastructure is critical to the success of Asia Pacific Economic Cooperation (APEC) member economies. There is a great need to upgrade the quality of skills within the workforce, and there have been unprecedented investments in infrastructure and advanced…

  17. Strengthening the Workforce in Better Buildings Neighborhoods

    SciTech Connect

    Sperling, Gil; Adams, Cynthia; Fiori, Laura; Penzkover, Dave; Wood, Danny; Farris, Joshua

    2012-01-01

    The Better Buildings Neighborhood Program is supporting an expanding energy efficiency workforce upgrading buildings in communities around the country. Contractors are being trained and have access to additional job opportunities, spurring local economic growth while helping Americans use less energy, save money, and be more comfortable in their homes and other buildings.

  18. Wind Energy Technology: Training a Sustainable Workforce

    ERIC Educational Resources Information Center

    Krull, Kimberly W.; Graham, Bruce; Underbakke, Richard

    2009-01-01

    Through innovative teaching and technology, industry and educational institution partnerships, Cloud County Community College is preparing a qualified workforce for the emerging wind industry estimated to create 80,000 jobs by 2020. The curriculum blends on-campus, on-line and distance learning, land-lab, and field training opportunities for…

  19. Surgical workforce in the American South.

    PubMed

    Charles, Anthony; Gaul, Katie; Poley, Stephanie

    2011-02-01

    There exists a geographic maldistribution of surgeons with significant regional characteristics, which is associated with surgical access differentials that may be contributing to existing health disparities in the United States. We sought to evaluate the trends in the surgical workforce in southern states of the United States from 1981 to 2006 using the American Medical Association Masterfile data. Our study revealed that the general surgery workforce growth peaked in 1986 and has had negative growth per capita as a result of the consistent population growth, unlike other regions in the country. Furthermore, the change in the geographic distribution of general surgeons in the South was slightly greater than for surgical specialists between 1981 and 2006. Twenty-nine per cent of all southern counties with a collective population of 7.4 million people had no general surgeon in 2006. The failure of the general surgery workforce to grow with population expansion has resulted in a significant number of counties that do not meet the recommended standards of geographic access to surgical care. An adequate solution to surgical workforce demand is imperative for viable and successful implementation of healthcare reform, particularly in geographic regions with large healthcare access disparities.

  20. Welfare/Workforce: Community College Application.

    ERIC Educational Resources Information Center

    Lehr, Susan M.

    Designed to identify the effects of federal and state legislation on community colleges and, specifically, on Florida Community College at Jacksonville (FCCJ), this two-part paper provides a summary of provisions of House Resolution (HR) 1617, a bill to reform the nation's workforce and career training efforts, as well as a review of the 1996…

  1. Workforce deployment--a critical organizational competency.

    PubMed

    Harms, Roxanne

    2009-01-01

    Staff scheduling has historically been embedded within hospital operations, often defined by each new manager of a unit or program, and notably absent from the organization's practice and standards infrastructure and accountabilities of the executive team. Silvestro and Silvestro contend that "there is a need to recognize that hospital performance relies critically on the competence and effectiveness of roster planning activities, and that these activities are therefore of strategic importance." This article highlights the importance of including staff scheduling--or workforce deployment--in health care organizations' long-term strategic solutions to cope with the deepening workforce shortage (which is likely to hit harder than ever as the economy begins to recover). Viewing workforce deployment as a key organizational competency is a critical success factor for health care in the next decade, and the Workforce Deployment Maturity Model is discussed as a framework to enable organizations to measure their current capabilities, identify priorities and set goals for increasing organizational competency using a methodical and deliberate approach. PMID:19999370

  2. The Male Workforce in Intellectual Disability Services

    ERIC Educational Resources Information Center

    McConkey, Roy; McAuley, Patricia; Simpson, Leanne; Collins, Suzanne

    2007-01-01

    Staff shortages are predicted in community social care sector services for people with intellectual disabilities (ID). One option is to attract more men to the workforce, which would also counter the present sex-ratio (gender) imbalance among workers. Potential strategies for recruitment could be identified by analyzing the characteristics and…

  3. Information Literacy and the Workforce: A Review

    ERIC Educational Resources Information Center

    Weiner, Sharon

    2011-01-01

    This paper is a review of reports on information literacy and the workforce. There is a substantial body of literature on information literacy in K-16 educational settings, but there is much less literature on implications for the workplace and job-related lifelong learning. The topical categories of the reports are: the importance of information…

  4. Utilizing Local Partnerships to Enhance Workforce Development

    ERIC Educational Resources Information Center

    Whikehart, John

    2009-01-01

    The Indiana Center for the Life Sciences, an award-winning partnership between education, government, and the private sector, houses state-of-the-art science labs, classrooms, and industry training space for community college students and local employers. This innovative partnership prepares both the current and future workforce for careers in the…

  5. The Workforce Education and Development in Taiwan

    ERIC Educational Resources Information Center

    Lee, Lung-Sheng

    2012-01-01

    Workforce education and development (WED) can be broadly defined as those formal, informal and nonformal activities that prepare people for work. In Taiwan, it includes technological and vocational education (TVE), human resource development (HRD), public vocational training and adult education. In order to promote information exchanges and…

  6. Strengthening the Workforce in Better Buildings Neighborhoods

    ScienceCinema

    Sperling, Gil; Adams, Cynthia; Fiori, Laura; Penzkover, Dave; Wood, Danny; Farris, Joshua

    2016-07-12

    The Better Buildings Neighborhood Program is supporting an expanding energy efficiency workforce upgrading buildings in communities around the country. Contractors are being trained and have access to additional job opportunities, spurring local economic growth while helping Americans use less energy, save money, and be more comfortable in their homes and other buildings.

  7. NHS failing its black and minority workforce.

    PubMed

    2016-06-01

    The findings are in and are far from surprising. The first report of the NHS Workforce Race Equality Standard (WRES) was published on June 2 and contains a highly predictable litany of woe: black and minority ethnic (BME) staff are more likely than white staff to be bullied or abused, wherever they work. PMID:27286582

  8. Economic and Workforce Development Program Annual Report

    ERIC Educational Resources Information Center

    California Community Colleges, Chancellor's Office, 2014

    2014-01-01

    California's community colleges continue to play a crucial role in the state's economy by providing students with the skills and knowledge to succeed and by advancing the economic growth and global competitiveness of California and its regional economies through the Economic and Workforce Development Program (EWD). The EWD program invests in the…

  9. Georgia's Workforce Development Pipeline: One District's Journey

    ERIC Educational Resources Information Center

    Williams, Melissa H.; Hufstetler, Tammy L.

    2011-01-01

    Launched in 2006, the Georgia Work Ready initiative seeks to improve the job training and marketability of Georgia's workforce and drive the state's economic growth. Georgia Work Ready is a partnership between the state and the Georgia Chamber of Commerce. Comprised of three components, Georgia's initiative focuses on job profiling, skills…

  10. A guide to managing workforce transitions.

    PubMed

    Staring, S; Taylor, C

    1997-12-01

    Recognizing leadership styles and team-building interventions that work help nurse managers change skills and strategies to meet the demands of a workforce reorganization. Three key strategies are identified: emotional management, professional empowerment and empowerment by values. All members involved in the reorganization were given room to grow, to make mistakes and to learn from them.

  11. Workforce planning for DOE/EM: Assessing workforce demand and supply

    SciTech Connect

    Lewis, R.E.; Ulibarri, C.A.

    1993-10-01

    The US Department of Energy (DOE) has committed to bringing its facilities into regulatory compliance and restoring the environment of sites under its control by the year 2019. Responsibility for accomplishing this goal is vested with the Office of Environmental Restoration and Waste Management (EM). Concerns regarding the availability of workers with the necessary technical skills and the prospect of retraining workers from other programs within DOE or other industries are addressed in this report in several ways. First, various workforce projections relevant to EM occupations are compared to determine common findings and resolve inconsistencies. Second, case studies, interviews, and published data are used to examine the potential availability of workers for these occupations via occupational mobility, training/retraining options, and salary adjustments. Third, demand and supply factors are integrated in a framework useful for structuring workforce analyses. The analyses demonstrate that workforce skills are not anticipated to change due to the change in mission; science, engineering, and technician occupations tend to be mobile within and across occupational categories; experience and on-the-job training are more crucial to issues of worker supply than education; and, the clarity of an organization`s mission, budget allocation process, work implementation and task assignment systems are critical determinants of both workforce need and supply. DOE is encouraged to create a more stable platform for workforce planning by resolving organizational and institutional hindrances to accomplishing work and capitalizing on workforce characteristics besides labor {open_quotes}supply{close_quotes} and demographics.

  12. Academic Bullies

    ERIC Educational Resources Information Center

    Fogg, Piper

    2008-01-01

    Many professors have been traumatized by academic bullies. Unlike bullies at school, the academic bully plays a more subtle game. Bullies may spread rumors to undermine a colleague's credibility or shut their target out of social conversations. The more aggressive of the species cuss out co-workers, even threatening to get physical. There is…

  13. Academic Decathlon.

    ERIC Educational Resources Information Center

    Association of California School Administrators.

    This position paper from the Research, Evaluation, and Accreditation Committee of the Association of California School Administrators (ACSA) presents a description of the Academic Decathlon program and offers recommendations for improving the program and ways that ACSA can assist the program. The description of the Academic Decathlon, a ten-event…

  14. Geoscience Workforce Development at UNAVCO: Building a Continuous Support Structure for Student Success

    NASA Astrophysics Data System (ADS)

    Morris, A. R.; Charlevoix, D. J.

    2014-12-01

    Developing confident, capable geoscientists from a diverse array of backgrounds requires, among many variables, the development of confident, capable mentors to help guide and support students along the path to professional positions. The geosciences are lagging behind other STEM fields in increasing the diversity of participants, and shifting the perspectives of those both inside and outside of the field requires intentional attention to ensuring undergraduate success. UNAVCO, Inc. is well-situated to both prepare undergraduate students for placement in geoscience technical positions and advanced graduate study and to provide mentoring resources for faculty engaged in supporting undergraduates from diverse backgrounds. UNAVCO is a university-governed consortium facilitating research and education in the geosciences. For the past 10 years, UNAVCO has managed Research Experiences in the Solid Earth Sciences for Students (RESESS), an NSF-funded multiyear geoscience research internship, community support, and professional development program. The primary goal of the RESESS program is to increase the number of historically underrepresented students entering the geosciences, whether continuing academic studies or moving into the workforce. Beginning in 2014, UNAVCO will add a second internship program to its portfolio. Leading Undergraduates in Challenges to Power Academic Development in the Geosciences (LAUNCHPAD) is aimed at involving two-year college students and lower-division undergraduates in projects that prepare them for independent research opportunities at UNAVCO and with other REU programs. LAUNCHPAD will assist early-academic career students in understanding and developing the skills necessary to transition to undergraduate research programs or to prepare for positions in the geoscience technical workforce. In order to ensure a continued student support structure, UNAVCO will host and run a two-day institute, the Faculty Institute for RESESS Mentoring

  15. Comprehensive theory of the Deans' switch as a variable flow splitter: fluid mechanics, mass balance, and system behavior.

    PubMed

    Boeker, Peter; Leppert, Jan; Mysliwietz, Bodo; Lammers, Peter Schulze

    2013-10-01

    The Deans' switch is an effluent switching device based on controlling flows of carrier gas instead of mechanical valves in the analytical flow path. This technique offers high inertness and a wear-free operation. Recently new monolithic microfluidic devices have become available. In these devices the whole flow system is integrated into a small metal device with low thermal mass and leak-tight connections. In contrast to a mechanical valve-based system, a flow-controlled system is more difficult to calculate. Usually the Deans' switch is used to switch one inlet to one of two outlets, by means of two auxiliary flows. However, the Deans' switch can also be used to deliver the GC effluent with a specific split ratio to both outlets. The calculation of the split ratio of the inlet flow to the two outlets is challenging because of the asymmetries of the flow resistances. This is especially the case, if one of the outlets is a vacuum device, such as a mass spectrometer, and the other an atmospheric detector, e.g. a flame ionization detector (FID) or an olfactory (sniffing) port. The capillary flows in gas chromatography are calculated with the Hagen-Poiseuille equation of the laminar, isothermal and compressible flow in circular tubes. The flow resistances in the new microfluidic devices have to be calculated with the corresponding equation for rectangular cross-section microchannels. The Hagen-Poiseuille equation underestimates the flow to a vacuum outlet. A corrected equation originating from the theory of rarefied flows is presented. The calculation of pressures and flows of a Deans' switch based chromatographic system is done by the solution of mass balances. A specific challenge is the consideration of the antidiffusion resistor between the two auxiliary gas lines of the Deans' switch. A full solution for the calculation of the Deans' switch including this restrictor is presented. Results from validation measurements are in good accordance with the developed

  16. Comprehensive theory of the Deans' switch as a variable flow splitter: fluid mechanics, mass balance, and system behavior.

    PubMed

    Boeker, Peter; Leppert, Jan; Mysliwietz, Bodo; Lammers, Peter Schulze

    2013-10-01

    The Deans' switch is an effluent switching device based on controlling flows of carrier gas instead of mechanical valves in the analytical flow path. This technique offers high inertness and a wear-free operation. Recently new monolithic microfluidic devices have become available. In these devices the whole flow system is integrated into a small metal device with low thermal mass and leak-tight connections. In contrast to a mechanical valve-based system, a flow-controlled system is more difficult to calculate. Usually the Deans' switch is used to switch one inlet to one of two outlets, by means of two auxiliary flows. However, the Deans' switch can also be used to deliver the GC effluent with a specific split ratio to both outlets. The calculation of the split ratio of the inlet flow to the two outlets is challenging because of the asymmetries of the flow resistances. This is especially the case, if one of the outlets is a vacuum device, such as a mass spectrometer, and the other an atmospheric detector, e.g. a flame ionization detector (FID) or an olfactory (sniffing) port. The capillary flows in gas chromatography are calculated with the Hagen-Poiseuille equation of the laminar, isothermal and compressible flow in circular tubes. The flow resistances in the new microfluidic devices have to be calculated with the corresponding equation for rectangular cross-section microchannels. The Hagen-Poiseuille equation underestimates the flow to a vacuum outlet. A corrected equation originating from the theory of rarefied flows is presented. The calculation of pressures and flows of a Deans' switch based chromatographic system is done by the solution of mass balances. A specific challenge is the consideration of the antidiffusion resistor between the two auxiliary gas lines of the Deans' switch. A full solution for the calculation of the Deans' switch including this restrictor is presented. Results from validation measurements are in good accordance with the developed

  17. Development and evolution of convective bursts in WRF simulations of hurricanes Dean (2007) and Bill (2009)

    NASA Astrophysics Data System (ADS)

    Hazelton, Andrew Todd

    Understanding and predicting the inner-core structure and intensity change of tropical cyclones (TCs) remains one of the biggest challenges in tropical meteorology. This study addresses this challenge by investigating the formation, structure, and intensity changes resulting from localized strong updrafts in TCs known as convective bursts (CBs). The evolution of CBs are analyzed in high-resolution simulations of two hurricanes (Dean 2007 and Bill 2009) using the Weather Research and Forecasting (WRF) model. The simulations are able to capture the observed track and peak intensity of the TCs. With Dean, there is a slight lag between the simulated intensification and actual intensification, and the extreme rate of RI is not fully captured. However, the cycle of intensification, weakening, and re-intensification observed in both TCs is captured in the simulations, and appears to be due to a combination of internal dynamics and the surrounding environmental conditions. CBs are identified based on the 99th percentile of eyewall vertical velocity (over the layer from z = 6-12 km) in each simulation (8.4 m s-1 for Dean, 5.4 m s-1 for Bill). The highest density of CBs is found in the downshear-left quadrant, consistent with prior studies. The structure of the CBs is analyzed by comparing r-z composites of azimuths with CBs and azimuths without CBs, using composite figures and statistical comparisons. The CB composites show stronger radial inflow in the lowest 0-2 km, and stronger radial outflow from the eye to the eyewall in the 2-4 km layer. The CB composites also have stronger low-level vorticity than the non-CBs, potentially due to eyewall mesovortices. The analysis of individual CBs also confirms the importance of the eye-eyewall exchange in CB development, potentially by providing buoyancy, as parcel trajectories show that many parcels are flung outward from the eye and rapidly ascend in the CBs, with as much as 500 J/kg of CAPE along the parcel path. In addition, the

  18. The Changing Role of Deans in Higher Education--From Leader to Manager

    ERIC Educational Resources Information Center

    Arntzen, Eystein

    2016-01-01

    During the latter decades new perspectives on academic leadership have emerged along with new ways of organizing the decision making structure. The image of academic leader as manager has slowly but steadily been diffused internationally. In addition to the structural changes in the system of higher education the idea of new public management has…

  19. Changing Faculty Roles and Responsibilities: Expanding the Skill Set of Faculty Perspective "From a Graduate Dean"

    ERIC Educational Resources Information Center

    DePauw, Karen P.

    2003-01-01

    The roles and responsibilities of faculty in higher education continue to evolve. Although research and teaching have been perceived to be top priority, the skill set for faculty has expanded. Kennedy (1997) observed that academic freedom is widely shared value but that academic duty is mysterious. He identified the following as key components of…

  20. The New Academic Environment and Faculty Misconduct.

    PubMed

    Binder, Renée; Friedli, Amy; Fuentes-Afflick, Elena

    2016-02-01

    Faculty members are expected to abide by codes of conduct that are delineated in institutional policies and to behave ethically when engaging in scientific pursuits. As federal funds for research decrease, faculty members face increasing pressure to sustain their research activities, and many have developed new collaborations and pursued new entrepreneurial opportunities. As research collaborations increase, however, there may be competition to get credit as the first person to develop ideas, make new discoveries, and/or publish new findings. This increasingly competitive academic environment may contribute to intentional or unintentional faculty misconduct. The authors, who work in the Dean's Office at a large U.S. medical school (University of California, San Francisco), investigate one to two cases of alleged misconduct each month. These investigations, which are stressful and unpleasant, may culminate in serious disciplinary action for the faculty member. Further, these allegations sometimes result in lengthy and acrimonious civil litigation. This Perspective provides three examples of academic misconduct: violations of institutional conflict-of-interest policies, disputes about intellectual property, and authorship conflicts.The authors also describe prevention and mitigation strategies that their medical school employs, which may be helpful to other institutions. Prevention strategies include training campus leaders, using attestations to reduce violations of institutional policies, encouraging open discussion and written agreements about individuals' roles and responsibilities, and defining expectations regarding authorship and intellectual property at the outset. Mitigation strategies include using mediation by third parties who do not have a vested academic, personal, or financial interest in the outcome. PMID:26488567

  1. The US pediatric nephrology workforce: a report commissioned by the American Academy of Pediatrics.

    PubMed

    Primack, William A; Meyers, Kevin E; Kirkwood, Suzanne J; Ruch-Ross, Holly S; Radabaugh, Carrie L; Greenbaum, Larry A

    2015-07-01

    The US pediatric nephrology workforce is poorly characterized. This report describes clinical and nonclinical activities, motivations and disincentives to a career in pediatric nephrology, future workforce needs, trainee recruitment, and possible explanations for personnel shortages. An e-mail survey was sent in 2013 to all identified US-trained or -practicing pediatric nephrologists. Of 504 respondents, 51% are men, 66% are US graduates, and 73% work in an academic setting. About 20% of trained pediatric nephrologists no longer practice pediatric nephrology. Among the 384 respondents practicing pediatric nephrology full or part-time in the United States, the mean work week was 56.1±14.3 hours, with time divided between patient care (59%), administration (13%), teaching (10%), clinical research (9%), basic research (6%), and other medical activities (3%). Most (>85%) care for dialysis and transplantation patients. The median number of weeks annually on call is 16, and 29% work with one or no partner. One-third of US pediatric nephrologists (n=126) plan to reduce or stop clinical nephrology practice in the next 5 years, and 53% plan to fully or partially retire. Almost half the division chiefs (47%) report inadequate physician staffing. Ongoing efforts to monitor and address pediatric nephrology workforce issues are needed. PMID:25911315

  2. Rescuing the physician-scientist workforce: the time for action is now.

    PubMed

    Milewicz, Dianna M; Lorenz, Robin G; Dermody, Terence S; Brass, Lawrence F

    2015-10-01

    The 2014 NIH Physician-Scientist Workforce (PSW) Working Group report identified distressing trends among the small proportion of physicians who consider research to be their primary occupation. If unchecked, these trends will lead to a steep decline in the size of the workforce. They include high rates of attrition among young investigators, failure to maintain a robust and diverse pipeline, and a marked increase in the average age of physician-scientists, as older investigators have chosen to continue working and too few younger investigators have entered the workforce to replace them when they eventually retire. While the policy debates continue, here we propose four actions that can be implemented now. These include applying lessons from the MD-PhD training experience to postgraduate training, shortening the time to independence by at least 5 years, achieving greater diversity and numbers in training programs, and establishing Physician-Scientist Career Development offices at medical centers and universities. Rather than waiting for the federal government to solve our problems, we urge the academic community to address these goals by partnering with the NIH and national clinical specialty and medical organizations. PMID:26426074

  3. Rescuing the physician-scientist workforce: the time for action is now

    PubMed Central

    Milewicz, Dianna M.; Lorenz, Robin G.; Dermody, Terence S.; Brass, Lawrence F.

    2015-01-01

    The 2014 NIH Physician-Scientist Workforce (PSW) Working Group report identified distressing trends among the small proportion of physicians who consider research to be their primary occupation. If unchecked, these trends will lead to a steep decline in the size of the workforce. They include high rates of attrition among young investigators, failure to maintain a robust and diverse pipeline, and a marked increase in the average age of physician-scientists, as older investigators have chosen to continue working and too few younger investigators have entered the workforce to replace them when they eventually retire. While the policy debates continue, here we propose four actions that can be implemented now. These include applying lessons from the MD-PhD training experience to postgraduate training, shortening the time to independence by at least 5 years, achieving greater diversity and numbers in training programs, and establishing Physician-Scientist Career Development offices at medical centers and universities. Rather than waiting for the federal government to solve our problems, we urge the academic community to address these goals by partnering with the NIH and national clinical specialty and medical organizations. PMID:26426074

  4. The US pediatric nephrology workforce: a report commissioned by the American Academy of Pediatrics.

    PubMed

    Primack, William A; Meyers, Kevin E; Kirkwood, Suzanne J; Ruch-Ross, Holly S; Radabaugh, Carrie L; Greenbaum, Larry A

    2015-07-01

    The US pediatric nephrology workforce is poorly characterized. This report describes clinical and nonclinical activities, motivations and disincentives to a career in pediatric nephrology, future workforce needs, trainee recruitment, and possible explanations for personnel shortages. An e-mail survey was sent in 2013 to all identified US-trained or -practicing pediatric nephrologists. Of 504 respondents, 51% are men, 66% are US graduates, and 73% work in an academic setting. About 20% of trained pediatric nephrologists no longer practice pediatric nephrology. Among the 384 respondents practicing pediatric nephrology full or part-time in the United States, the mean work week was 56.1±14.3 hours, with time divided between patient care (59%), administration (13%), teaching (10%), clinical research (9%), basic research (6%), and other medical activities (3%). Most (>85%) care for dialysis and transplantation patients. The median number of weeks annually on call is 16, and 29% work with one or no partner. One-third of US pediatric nephrologists (n=126) plan to reduce or stop clinical nephrology practice in the next 5 years, and 53% plan to fully or partially retire. Almost half the division chiefs (47%) report inadequate physician staffing. Ongoing efforts to monitor and address pediatric nephrology workforce issues are needed.

  5. Rescuing the physician-scientist workforce: the time for action is now.

    PubMed

    Milewicz, Dianna M; Lorenz, Robin G; Dermody, Terence S; Brass, Lawrence F

    2015-10-01

    The 2014 NIH Physician-Scientist Workforce (PSW) Working Group report identified distressing trends among the small proportion of physicians who consider research to be their primary occupation. If unchecked, these trends will lead to a steep decline in the size of the workforce. They include high rates of attrition among young investigators, failure to maintain a robust and diverse pipeline, and a marked increase in the average age of physician-scientists, as older investigators have chosen to continue working and too few younger investigators have entered the workforce to replace them when they eventually retire. While the policy debates continue, here we propose four actions that can be implemented now. These include applying lessons from the MD-PhD training experience to postgraduate training, shortening the time to independence by at least 5 years, achieving greater diversity and numbers in training programs, and establishing Physician-Scientist Career Development offices at medical centers and universities. Rather than waiting for the federal government to solve our problems, we urge the academic community to address these goals by partnering with the NIH and national clinical specialty and medical organizations.

  6. Academic leadership style predictors for nursing faculty job satisfaction in Taiwan.

    PubMed

    Shieh, H L; Mills, M E; Waltz, C F

    2001-05-01

    The purpose of this study was to examine the influence of nursing deans' and nursing directors' transformational and transactional leadership styles on nursing faculty job satisfaction in baccalaureate and associate degree nursing programs in Taiwan. The study provides a mechanism by which nursing deans or nursing directors can obtain feedback from nursing faculty about leadership styles. Such feedback can then serve as the basis for further development of academic nursing leadership potential in Taiwan. The theory of transformational versus transactional leadership style guided this study. A cross-sectional mailed survey design was conducted. A convenience sample of 233 nursing faculty participated in this study. Idealized influence, intellectual stimulation, and contingent reward leadership styles significantly and positively predicted job satisfaction. However, active management-by-exception significantly and negatively predicted job satisfaction. Nursing leaders should implement effective leadership styles. Study implications for nursing education administration, limitations, and recommendations for future studies were discussed.

  7. Characterization of thermal desorption with the Deans-switch technique in gas chromatographic analysis of volatile organic compounds.

    PubMed

    Ou-Yang, Chang-Feng; Huang, Ying-Xue; Huang, Ting-Jyun; Chen, Yong-Shen; Wang, Chieh-Heng; Wang, Jia-Lin

    2016-09-01

    This study presents a novel application based on the Deans-switch cutting technique to characterize the thermal-desorption (TD) properties for gas chromatographic (GC) analysis of ambient volatile organic compounds (VOCs). Flash-heating of the sorbent bed at high temperatures to desorb trapped VOCs to GC may easily produce severe asymmetric or tailing GC peaks affecting resolution and sensitivity if care is not taken to optimize the TD conditions. The TD peak without GC separation was first examined for the quality of the TD peak by analyzing a standard gas mixture from C2 to C12 at ppb level. The Deans switch was later applied in two different stages. First, it was used to cut the trailing tail of the TD peak, which, although significantly improved the GC peak symmetry, led to more loss of the higher boiling compounds than the low boiling ones, thus suggesting compound discrimination. Subsequently, the Deans switch was used to dissect the TD peak into six 30s slices in series, and an uneven distribution in composition between the slices were found. A progressive decrease in low boiling compounds and increase in higher boiling ones across the slices indicated severe inhomogeneity in the TD profile. This finding provided a clear evidence to answer the discrimination problem found with the tail cutting approach to improve peak symmetry. Through the use of the innovated slicing method based on the Deans-switch cutting technique, optimization of TD injection for highly resolved, symmetric and non-discriminated GC peaks can now be more quantitatively assessed and guided. PMID:27492597

  8. Characterization of thermal desorption with the Deans-switch technique in gas chromatographic analysis of volatile organic compounds.

    PubMed

    Ou-Yang, Chang-Feng; Huang, Ying-Xue; Huang, Ting-Jyun; Chen, Yong-Shen; Wang, Chieh-Heng; Wang, Jia-Lin

    2016-09-01

    This study presents a novel application based on the Deans-switch cutting technique to characterize the thermal-desorption (TD) properties for gas chromatographic (GC) analysis of ambient volatile organic compounds (VOCs). Flash-heating of the sorbent bed at high temperatures to desorb trapped VOCs to GC may easily produce severe asymmetric or tailing GC peaks affecting resolution and sensitivity if care is not taken to optimize the TD conditions. The TD peak without GC separation was first examined for the quality of the TD peak by analyzing a standard gas mixture from C2 to C12 at ppb level. The Deans switch was later applied in two different stages. First, it was used to cut the trailing tail of the TD peak, which, although significantly improved the GC peak symmetry, led to more loss of the higher boiling compounds than the low boiling ones, thus suggesting compound discrimination. Subsequently, the Deans switch was used to dissect the TD peak into six 30s slices in series, and an uneven distribution in composition between the slices were found. A progressive decrease in low boiling compounds and increase in higher boiling ones across the slices indicated severe inhomogeneity in the TD profile. This finding provided a clear evidence to answer the discrimination problem found with the tail cutting approach to improve peak symmetry. Through the use of the innovated slicing method based on the Deans-switch cutting technique, optimization of TD injection for highly resolved, symmetric and non-discriminated GC peaks can now be more quantitatively assessed and guided.

  9. Academic Village.

    ERIC Educational Resources Information Center

    Boles, Rebecca

    2001-01-01

    Presents design features of the Renner Middle School (Plano, Texas) where the sprawling suburbs have been kept at bay while creating the atmosphere of an academic village. Photos and a floor plan are provided. (GR)

  10. Safeguards Workforce Repatriation, Retention and Utilization

    SciTech Connect

    Gallucci, Nicholas; Poe, Sarah

    2015-10-01

    Brookhaven National Laboratory was tasked by NA-241 to assess the transition of former IAEA employees back to the United States, investigating the rate of retention and overall smoothness of the repatriation process among returning safeguards professionals. Upon conducting several phone interviews, study authors found that the repatriation process went smoothly for the vast majority and that workforce retention was high. However, several respondents expressed irritation over the minimal extent to which their safeguards expertise had been leveraged in their current positions. This sentiment was pervasive enough to prompt a follow-on study focusing on questions relating to the utilization rather than the retention of safeguards professionals. A second, web-based survey was conducted, soliciting responses from a larger sample pool. Results suggest that the safeguards workforce may be oversaturated, and that young professionals returning to the United States from Agency positions may soon encounter difficulties finding jobs in the field.

  11. Workforce diversity and cultural competence in healthcare.

    PubMed

    Shaw-Taylor, Y; Benesch, B

    1998-01-01

    This paper presents a discussion of workforce diversity in healthcare and its attendant requisite of cultural competency. The first section of the paper argues that self-assessments and diversity training are integral to workforce diversity management. This paper maintains that diversity training should be a part of overall strategic goals, and that the development of management goals should be based on self-assessments. The second section of the review offers a framework of cultural competency in healthcare delivery based on the relationship between patient and provider, and the community and health system. For this relationship to be successful, this review argues that health systems should foster providers that can also be cultural brokers. The cultural broker role is seen as core to achieving cultural competency. PMID:10196937

  12. Workforce mobility: Contributing towards smart city

    NASA Astrophysics Data System (ADS)

    Nor, N. M.; Wahap, N. A.

    2014-02-01

    Smart cities gained importance as a means of making ICT enabled services and applications available to the citizens, companies and authorities that form part of a city's system. It aims at increasing citizen's quality of life, and improving the efficiency and quality of the services provided by governing entities and businesses. This perspective requires an integrated vision of a city and of its infrastructures in all components. One of the characteristics of a smart city is mobility. The concept of mobility, especially for the workforce, is studied through a research carried out on a daily work undertaken as a prototype in the administrative town of Putrajaya, Malaysia. Utilizing the location track from GNSS integrated with mobile devices platform, information on movement and mobility was analysed for quality and efficiency of services rendered. This paper will highlight the research and outcomes that were successfully carried out and will suggest that workforce mobility management can benefit the authorities towards implementing a smart city concept.

  13. Measurement of Dean flow in a curved micro-tube using micro digital holographic particle tracking velocimetry

    NASA Astrophysics Data System (ADS)

    Kim, Seok; Lee, Sang Joon

    2009-02-01

    Digital micro holographic particle tracking velocimetry (HPTV) was used to measure the three-dimensional (3D) velocity field of a laminar flow in a curved micro-tube with a circular cross-section. The micro HPTV system consists of a high-speed camera and a single laser with an acoustic optical modulator (AOM) chopper. We obtained the temporal evolution of the instantaneous velocity field of water flow within curved micro-tubes with inner diameters of 100 and 300 μm. The 3D mean velocity-field distribution was obtained quantitatively by statistically averaging the instantaneous velocity fields. At low Dean numbers ( De), a secondary flow was not generated in the curved tube; however, with increasing Dean number a secondary flow consisting of two large-scale counter-rotating vortices arose due to enhanced centrifugal force. To reveal the flow characteristics at high Dean numbers, the trajectories of fluid particles were evaluated experimentally from the 3D velocity-field data measured using the HPTV technique. The present experimental results, especially the 3D particle trajectories, are likely to be helpful in understanding mixing phenomena in curved sections of various 3D curved micro-tubes or micro-channels, as well as in the design of such structures.

  14. Three-dimensional particle focusing under viscoelastic flow based on dean-flow-coupled elasto-inertial effects

    NASA Astrophysics Data System (ADS)

    Yuan, D.; Zhang, J.; Yan, S.; Pan, C.; Alici, G.; Nguyen, N. T.; Li, W. H.

    2016-01-01

    Based on dean-flow-coupled elasto-inertial effects, 3D particle focusing in a straight channel with asymmetrical expansion-contraction cavity arrays (ECCA channel) is achieved. First, the mechanism of particle focusing in both Newtonian and non-Newtonian fluids was introduced. Then particle focusing was demonstrated experimentally in this channel with Newtonian and non-Newtonian fluids using three different sized particles (3.2μm, 4.8 μm, 13 μm), respectively. The influences of flow rates on focusing performance in ECCA channel were studied. Results show that in ECCA channel particles are focused on the cavity side in Newtonian fluid due to the synthesis effects of inertial and dean-drag force, whereas on the opposite cavity side in non-Newtonian fluid due to the addition of viscoelastic force. Compared with the focusing performance in Newtonian fluid, the particles are more easily and better focused in non- Newtonian fluid. A further advantage is three-dimensional (3D) particle focusing in non-Newtonian fluid is realized according to the lateral side view of the channel while only two-dimensional (2D) particle focusing can be achieved in Newtonian fluid. Conclusively, this Dean-flow-coupled elasto-inertial microfluidic device could offer a continuous, sheathless, and high throughput (>10000 s-1) 3D focusing performance, which may be valuable in various applications from high speed flow cytometry to cell counting, sorting, and analysis.

  15. Health workforce governance: Processes, tools and actors towards a competent workforce for integrated health services delivery.

    PubMed

    Barbazza, Erica; Langins, Margrieta; Kluge, Hans; Tello, Juan

    2015-12-01

    A competent health workforce is a vital resource for health services delivery, dictating the extent to which services are capable of responding to health needs. In the context of the changing health landscape, an integrated approach to service provision has taken precedence. For this, strengthening health workforce competencies is an imperative, and doing so in practice hinges on the oversight and steering function of governance. To aid health system stewards in their governing role, this review seeks to provide an overview of processes, tools and actors for strengthening health workforce competencies. It draws from a purposive and multidisciplinary review of literature, expert opinion and country initiatives across the WHO European Region's 53 Member States. Through our analysis, we observe distinct yet complementary roles can be differentiated between health services delivery and the health system. This understanding is a necessary prerequisite to gain deeper insight into the specificities for strengthening health workforce competencies in order for governance to rightly create the institutional environment called for to foster alignment. Differentiating between the contribution of health services and the health system in the strengthening of health workforce competencies is an important distinction for achieving and sustaining health improvement goals.

  16. Dogs and Monsters: Moral Status Claims in the Fiction of Dean Koontz.

    PubMed

    Smith, Stephen W

    2016-03-01

    This article explores conceptions of moral status in the work of American thriller author Dean Koontz. It begins by examining some of the general theories of moral status used by philosophers to determine whether particular entities have moral status. This includes both uni-criterial theories and multi-criterial theories of moral status. After this examination, the article argues for exploring bioethics conceptions in popular fiction. Popular fiction is considered a rich source for analysis because it provides not only a good approximation of the beliefs of ordinary members of the moral community, but also explores important issues in a context where ordinary individuals are likely to encounter them. Following on from this, the article then explores theories of moral status in the context of Koontz's novels. In particular, the article focuses on the novel Watchers and Koontz's Frankenstein series. Through these works, Koontz indicates that entities have moral status for a variety of reasons and thus presumably, he is a proponent of multi-criterial theories of moral status. The article concludes with an examination of what this might mean for our understanding of moral status claims generally. PMID:25680994

  17. Dogs and Monsters: Moral Status Claims in the Fiction of Dean Koontz.

    PubMed

    Smith, Stephen W

    2016-03-01

    This article explores conceptions of moral status in the work of American thriller author Dean Koontz. It begins by examining some of the general theories of moral status used by philosophers to determine whether particular entities have moral status. This includes both uni-criterial theories and multi-criterial theories of moral status. After this examination, the article argues for exploring bioethics conceptions in popular fiction. Popular fiction is considered a rich source for analysis because it provides not only a good approximation of the beliefs of ordinary members of the moral community, but also explores important issues in a context where ordinary individuals are likely to encounter them. Following on from this, the article then explores theories of moral status in the context of Koontz's novels. In particular, the article focuses on the novel Watchers and Koontz's Frankenstein series. Through these works, Koontz indicates that entities have moral status for a variety of reasons and thus presumably, he is a proponent of multi-criterial theories of moral status. The article concludes with an examination of what this might mean for our understanding of moral status claims generally.

  18. Innovation in behavioral health workforce education.

    PubMed

    O'Connell, Maria J; Morris, John A; Hoge, Michael A

    2004-11-01

    This article describes an effort to promote improvement in the quality and relevance of behavioral health workforce education by identifying and disseminating information on innovative training efforts. A national call for nominations was issued, seeking innovations in the education of behavioral health providers, consumers, and family members. A review committee evaluated each nomination on four dimensions: novelty, significance, transferability, and effectiveness. Nineteen innovations were selected for recognition, all of which are briefly described.

  19. Identification of Key Barriers in Workforce Development

    SciTech Connect

    2008-03-31

    This report documents the identification of key barriers in the development of an adequate national security workforce as part of the National Security Preparedness Project, being performed under a Department of Energy/National Nuclear Security Administration grant. Many barriers exist that prevent the development of an adequate number of propertly trained national security personnel. Some barriers can be eliminated in a short-term manner, whereas others will involve a long-term strategy that takes into account public policy.

  20. Diversity in the biomedical research workforce: developing talent.

    PubMed

    McGee, Richard; Saran, Suman; Krulwich, Terry A

    2012-01-01

    Much has been written about the need for and barriers to achievement of greater diversity in the biomedical workforce from the perspectives of gender, race, and ethnicity; this is not a new topic. These discussions often center around a "pipeline" metaphor that imagines students flowing through a series of experiences to eventually arrive at a science career. Here we argue that diversity will only be achieved if the primary focus is on (1) what is happening within the pipeline, not just counting individuals entering and leaving it; (2) de-emphasizing the achievement of academic milestones by typical ages; and (3) adopting approaches that most effectively develop talent. Students may develop skills at different rates based on factors such as earlier access to educational resources, exposure to science (especially research experiences), and competing demands for time and attention during high school and college. Therefore, there is wide variety among students at any point along the pipeline. Taking this view requires letting go of imagining the pipeline as a sequence of age-dependent steps in favor of milestones of skill and talent development decoupled from age or educational stage. Emphasizing talent development opens up many new approaches for science training outside of traditional degree programs. This article provides examples of such approaches, including interventions at the postbaccalaureate and PhD levels, as well as a novel coaching model that incorporates well-established social science theories and complements traditional mentoring. These approaches could significantly impact diversity by developing scientific talent, especially among currently underrepresented minorities.

  1. The acute care nurse practitioner in Ontario: a workforce study.

    PubMed

    Hurlock-Chorostecki, Christina; van Soeren, Mary; Goodwin, Sharon

    2008-01-01

    In spite of the long history of nurse practitioner practice in primary healthcare, less is known about nurse practitioners in hospital-based environments because until very recently, they have not been included in the extended class registration (nurse practitioner equivalent) with the College of Nurses of Ontario. Recent changes in the regulation of nurse practitioners in Ontario to include adult, paediatric and anaesthesia, indicates that a workforce review of practice profiles is needed to fully understand the depth and breadth of the role within hospital settings. Here, we present information obtained through a descriptive, self-reported survey of all nurse practitioners working in acute care settings who are not currently regulated in the extended class in Ontario. Results suggest wide acceptance of the role is concentrated around academic teaching hospitals. Continued barriers exist related to legislation and regulation as well as understanding and support for the multiple aspects of this role beyond clinical practice. This information may be used by nurse practitioners, nursing leaders and other administrators to position the role in hospital settings for greater impact on patient care. As well, understanding the need for regulatory and legislative changes to support the hospital-based Nurse Practitioner role will enable greater impact on health human resources and healthcare transformation. PMID:19029848

  2. Astronomy in the United States: Workforce Development and Public Engagement

    NASA Astrophysics Data System (ADS)

    Impey, Chris

    2012-08-01

    Astronomy workforce development and public engagement in the United States are described. The number of professional astronomers has grown by about a third in the past 25 years, to about 4000. Only one in four are faculty in an academic setting; the rest work in a wide range of public and private research institutes. PhD production has remained steady at about 200 per year. Women account for roughly half of BSc degrees and a third of PhD degrees, but their participation declines to about 10% at the level of full professor. Minorities are underrepresented by a substantial factor at all levels of the profession. In terms of public engagement, astronomy has unique advantages associated with its visual appeal and the large and active amateur astronomy community. The are 1400 public planetaria in the US, with another 110 in schools and universities. Astronomers have made good use of new media such as blogs and podcasts and social networks, but the biggest impact has been in the area of citizen science, where people with no technical background contribute directly to a research project by, for example, classifying galaxies. The International Year of Astronomy and the remarkable success of the Galileoscope have inspired large numbers of people to appreciate astronomy, contributing indirectly to the professional vitality of the field.

  3. "In situ" extraction of essential oils by use of Dean-Stark glassware and a Vigreux column inside a microwave oven: a procedure for teaching green analytical chemistry.

    PubMed

    Chemat, Farid; Perino-Issartier, Sandrine; Petitcolas, Emmanuel; Fernandez, Xavier

    2012-08-01

    One of the principal objectives of sustainable and green processing development remains the dissemination and teaching of green chemistry in colleges, high schools, and academic laboratories. This paper describes simple glassware that illustrates the phenomenon of extraction in a conventional microwave oven as energy source and a process for green analytical chemistry. Simple glassware comprising a Dean-Stark apparatus (for extraction of aromatic plant material and recovery of essential oils and distilled water) and a Vigreux column (as an air-cooled condenser inside the microwave oven) was designed as an in-situ extraction vessel inside a microwave oven. The efficiency of this experiment was validated for extraction of essential oils from 30 g fresh orange peel, a by-product in the production of orange juice. Every laboratory throughout the world can use this equipment. The microwave power is 100 W and the irradiation time 15 min. The method is performed at atmospheric pressure without added solvent or water and furnishes essential oils similar to those obtained by conventional hydro or steam distillation. By use of GC-MS, 22 compounds in orange peel were separated and identified; the main compounds were limonene (72.1%), β-pinene (8.4%), and γ-terpinene (6.9%). This procedure is appropriate for the teaching laboratory, does not require any special microwave equipment, and enables the students to learn the skills of extraction, and chromatographic and spectroscopic analysis. They are also exposed to a dramatic visual example of rapid, sustainable, and green extraction of an essential oil, and are introduced to successful sustainable and green analytical chemistry. PMID:22526656

  4. "In situ" extraction of essential oils by use of Dean-Stark glassware and a Vigreux column inside a microwave oven: a procedure for teaching green analytical chemistry.

    PubMed

    Chemat, Farid; Perino-Issartier, Sandrine; Petitcolas, Emmanuel; Fernandez, Xavier

    2012-08-01

    One of the principal objectives of sustainable and green processing development remains the dissemination and teaching of green chemistry in colleges, high schools, and academic laboratories. This paper describes simple glassware that illustrates the phenomenon of extraction in a conventional microwave oven as energy source and a process for green analytical chemistry. Simple glassware comprising a Dean-Stark apparatus (for extraction of aromatic plant material and recovery of essential oils and distilled water) and a Vigreux column (as an air-cooled condenser inside the microwave oven) was designed as an in-situ extraction vessel inside a microwave oven. The efficiency of this experiment was validated for extraction of essential oils from 30 g fresh orange peel, a by-product in the production of orange juice. Every laboratory throughout the world can use this equipment. The microwave power is 100 W and the irradiation time 15 min. The method is performed at atmospheric pressure without added solvent or water and furnishes essential oils similar to those obtained by conventional hydro or steam distillation. By use of GC-MS, 22 compounds in orange peel were separated and identified; the main compounds were limonene (72.1%), β-pinene (8.4%), and γ-terpinene (6.9%). This procedure is appropriate for the teaching laboratory, does not require any special microwave equipment, and enables the students to learn the skills of extraction, and chromatographic and spectroscopic analysis. They are also exposed to a dramatic visual example of rapid, sustainable, and green extraction of an essential oil, and are introduced to successful sustainable and green analytical chemistry.

  5. Workforce development and the organization of work: the science we need.

    PubMed

    Schoenwald, Sonja K; Hoagwood, Kimberly Eaton; Atkins, Marc S; Evans, Mary E; Ringeisen, Heather

    2010-03-01

    The industrialization of health care, underway for several decades, offers instructive guidance and models for speeding access of children and families to clinically and cost effective preventive, treatment, and palliative interventions. This industrialization--i.e., the systematized production of goods or services in large-scale enterprises--has the potential to increase the value and effects of care for consumers, providers, and payers (Hayes and Gregg in Integrated behavioral healthcare: Positioning mental health practice with medical/surgical practice. Academic Press, San Diego, 2001), and to generate efficiencies in care delivery, in part because workforce responsibilities become more functional and differentiated such that individuals with diverse educational and professional backgrounds can effectively execute substantive clinical roles (Rees in Clin Exp Dermatol, 33, 39-393, 2008). To date, however, the models suggested by this industrialization have not been applied to children's mental health services. A combination of policy, regulatory, fiscal, systemic, and organizational changes will be needed to fully penetrate the mental health and substance abuse service sectors. In addition, problems with the availability, preparation, functioning, and status of the mental health workforce decried for over a decade will need to be addressed if consumers and payers are to gain access to effective interventions irrespective of geographic location, ethnic background, or financial status. This paper suggests that critical knowledge gaps exist regarding (a) the knowledge, skills, and competencies of a workforce prepared to deliver effective interventions; (b) the efficient and effective organization of work; and (c) the development and replication of effective workforce training and support strategies to sustain effective services. Three sets of questions are identified for which evidence-based answers are needed. Suggestions are provided to inform the development of a

  6. Workforce development and the organization of work: the science we need.

    PubMed

    Schoenwald, Sonja K; Hoagwood, Kimberly Eaton; Atkins, Marc S; Evans, Mary E; Ringeisen, Heather

    2010-03-01

    The industrialization of health care, underway for several decades, offers instructive guidance and models for speeding access of children and families to clinically and cost effective preventive, treatment, and palliative interventions. This industrialization--i.e., the systematized production of goods or services in large-scale enterprises--has the potential to increase the value and effects of care for consumers, providers, and payers (Hayes and Gregg in Integrated behavioral healthcare: Positioning mental health practice with medical/surgical practice. Academic Press, San Diego, 2001), and to generate efficiencies in care delivery, in part because workforce responsibilities become more functional and differentiated such that individuals with diverse educational and professional backgrounds can effectively execute substantive clinical roles (Rees in Clin Exp Dermatol, 33, 39-393, 2008). To date, however, the models suggested by this industrialization have not been applied to children's mental health services. A combination of policy, regulatory, fiscal, systemic, and organizational changes will be needed to fully penetrate the mental health and substance abuse service sectors. In addition, problems with the availability, preparation, functioning, and status of the mental health workforce decried for over a decade will need to be addressed if consumers and payers are to gain access to effective interventions irrespective of geographic location, ethnic background, or financial status. This paper suggests that critical knowledge gaps exist regarding (a) the knowledge, skills, and competencies of a workforce prepared to deliver effective interventions; (b) the efficient and effective organization of work; and (c) the development and replication of effective workforce training and support strategies to sustain effective services. Three sets of questions are identified for which evidence-based answers are needed. Suggestions are provided to inform the development of a

  7. Workforce Development and the Organization of Work: The Science We Need

    PubMed Central

    Hoagwood, Kimberly Eaton; Atkins, Marc S.; Evans, Mary E.; Ringeisen, Heather

    2014-01-01

    The industrialization of health care, underway for several decades, offers instructive guidance and models for speeding access of children and families to clinically and cost effective preventive, treatment, and palliative interventions. This industrialization—i.e., the systematized production of goods or services in large-scale enterprises—has the potential to increase the value and effects of care for consumers, providers, and payers (Hayes and Gregg in Integrated behavioral healthcare: Positioning mental health practice with medical/surgical practice. Academic Press, San Diego, 2001), and to generate efficiencies in care delivery, in part because workforce responsibilities become more functional and differentiated such that individuals with diverse educational and professional backgrounds can effectively execute substantive clinical roles (Rees in Clin Exp Dermatol, 33, 39–393, 2008). To date, however, the models suggested by this industrialization have not been applied to children’s mental health services. A combination of policy, regulatory, fiscal, systemic, and organizational changes will be needed to fully penetrate the mental health and substance abuse service sectors. In addition, problems with the availability, preparation, functioning, and status of the mental health workforce decried for over a decade will need to be addressed if consumers and payers are to gain access to effective interventions irrespective of geographic location, ethnic background, or financial status. This paper suggests that critical knowledge gaps exist regarding (a) the knowledge, skills, and competencies of a workforce prepared to deliver effective interventions; (b) the efficient and effective organization of work; and (c) the development and replication of effective workforce training and support strategies to sustain effective services. Three sets of questions are identified for which evidence-based answers are needed. Suggestions are provided to inform the

  8. First Annual LGBT Health Workforce Conference: Empowering Our Health Workforce to Better Serve LGBT Communities.

    PubMed

    Sánchez, Nelson F; Sánchez, John Paul; Lunn, Mitchell R; Yehia, Baligh R; Callahan, Edward J

    2014-03-01

    The Institute of Medicine has identified significant health disparities and barriers to health care experienced by lesbian, gay, bisexual, and transgender (LGBT) populations. By lowering financial barriers to care, recent legislation and judicial decisions have created a remarkable opportunity for reducing disparities by making health care available to those who previously lacked access. However, the current health-care workforce lacks sufficient training on LGBT-specific health-care issues and delivery of culturally competent care to sexual orientation and gender identity minorities. The LGBT Healthcare Workforce Conference was developed to provide a yearly forum to address these deficiencies through the sharing of best practices in LGBT health-care delivery, creating LGBT-inclusive institutional environments, supporting LGBT personal and professional development, and peer-to-peer mentoring, with an emphasis on students and early career professionals in the health-care fields. This report summarizes the findings of the first annual LGBT Health Workforce Conference.

  9. Global Health Workforce Alliance: increasing the momentum for health workforce development.

    PubMed

    Afzal, Muhammad; Cometto, Giorgio; Rosskam, Ellen; Sheikh, Mubashar

    2011-06-01

    The Global Health Workforce Alliance was launched in 2006 to provide a joint platform for governments, development partners, international agencies, civil society organizations, academia, private sector, professional associations, and other stakeholders to work together to address a global crisis in human resources for health. Five years later the vision and mandate of the Alliance still remain valid. Despite advances in bringing the health workforce to the fore in international health policy arenas, more available knowledge and tools, and encouraging signs of commitments from many countries, health workforce bottlenecks continue to prevent many health systems from delivering essential and quality health services. Latin America is not spared from the challenges. The 2010 Second Global Forum on Human Resources for Health provided an opportunity to review progress, identify persisting gaps, reach consensus on solutions, and renew the momentum for and commitment to acutely needed investment and actions. PMID:21845311

  10. People matter: tomorrow's workforce for tomorrow's world

    PubMed Central

    2014-01-01

    The focus of any health service, now and into the future, should be people delivering safe, quality care to people; care that covers not just diagnosis and treatment, but the whole experience that patients and their carers have of the service. Workforce development, the process by which the current and future workforce is planned and trained, must be related to current and future patterns of service delivery and take account of financial reality. It cannot exist in isolation. Despite employing 1.3 million people, upon whom up to 70% of its budget is spent, the NHS has been curiously relaxed about the workforce development of both its staff in training and of those trained staff who, with the impact of demographic change and the increasing speed of technological progress, will need to adapt to new ways of working and learn new skills. Given that the NHS has been repeatedly criticised by the Health Select Committee for its failure to link workforce planning and development with service and financial planning, and that inadequate staffing has been a feature of a number of recent organizational failures, how is this to be achieved? Some NHS organisations have been shown to be poor employers with a culture of bullying and fear and the use of suspensions and financial settlements bound to gagging clauses to remove whistleblowers. Gender and ethnic discrimination is an issue not yet fully resolved. Furthermore with the demographic changes around the increasing needs of an elderly population, the introduction of new technology and the increasing interdependency of health and social care, there is a need for a clear vision as to how the future NHS will be structured and developed. Fewer large specialist centres are likely, combined with local, community oriented integrated services with appropriate specialist support. Decisions need to be taken about this in time to give workforce development processes time to plan the best skill mix combinations and to develop clinicians

  11. Translating cancer prevention and control research into the community setting: workforce implications.

    PubMed

    Harrop, J Phil; Nelson, David E; Kuratani, Darrah Goo; Mullen, Patricia Dolan; Paskett, Electra D

    2012-05-01

    A gap exists between cancer prevention research and its translation into community practice. Two strategies to reduce this gap are community-based participatory research (CBPR) and dissemination research. CBPR offers an avenue to engage academic and community partners, thereby providing mechanisms for joint learning and application of knowledge. Dissemination research examines the movement of evidence-based public health and clinical innovations to practice settings. While applying these approaches may reduce the gap between research and practice, the cancer prevention workforce may be inadequate in size, insufficiently trained, lack resources and incentives, or face structural barriers to effectively participate in CBPR and disseminate evidence-based research findings into practice. Information on translating cancer prevention information to communities and workforce implications was obtained from a panel of experts and through a review of the literature on CBPR and dissemination research. The expert panel and literature review identified major barriers to successfully conducting CBPR and dissemination research in community settings. Barriers included inadequate policies; insufficient networking and communication infrastructures; unsupportive research cultures, climates, and mindsets; inadequate researcher and practitioner education; and limited CBPR and dissemination research with adequate study designs. No specific estimates of the cancer prevention workforce were found; however, indirect evidence for a shortfall were identified. We recommend expanding CBPR training for academic and community partners; increasing funding for dissemination research and practice; supporting proven partnerships; and providing strategic coordination for government agencies, research institutions, nongovernmental organizations, and the private sector to foster better dissemination of information and integration of community-based cancer prevention and control programs and practices

  12. Creating disability inclusive work environments for our aging nursing workforce.

    PubMed

    Matt, Susan B; Fleming, Susan E; Maheady, Donna C

    2015-06-01

    The workforce is aging, and the implications of an older nursing workforce are profound. As nurses age, injuries and disabilities are more prevalent. If disabilities were more commonly recognized and accommodated in the design of our nursing work environments, we could meet future needs. This article explores the literature on accommodations for an aging workforce, reports disabilities commonly seen in this population, and introduces universal design. PMID:26010282

  13. The federal environmental health workforce in the United States.

    PubMed Central

    Sexton, K; Perlin, S A

    1990-01-01

    This paper summarizes existing data on the size and composition of the federal environmental health workforce, delineates the major categories of activities carried out by its members, identifies current and emerging issues that are likely to affect workforce activities, and makes qualitative inferences about future trends and directions. Findings suggest that there is a current and future need for more and better qualified professionals in the federal environmental health workforce. PMID:2368849

  14. Creating disability inclusive work environments for our aging nursing workforce.

    PubMed

    Matt, Susan B; Fleming, Susan E; Maheady, Donna C

    2015-06-01

    The workforce is aging, and the implications of an older nursing workforce are profound. As nurses age, injuries and disabilities are more prevalent. If disabilities were more commonly recognized and accommodated in the design of our nursing work environments, we could meet future needs. This article explores the literature on accommodations for an aging workforce, reports disabilities commonly seen in this population, and introduces universal design.

  15. Towards best practice in national health workforce planning.

    PubMed

    McCarty, Maureen V; Fenech, Bethany J

    2013-09-01

    Health Workforce Australia (HWA) was established by the Council of Australian Governments through its 2008 National Partnership Agreement on Hospital and Health Workforce Reform, as the national agency to progress health workforce reform and address the challenges of providing a skilled, innovative and flexible health workforce in Australia. The Australian Health Ministers' Conference commissioned HWA to undertake a workforce planning exercise for doctors, nurses and midwives over a planning horizon to 2025. Health Workforce 2025 (HW 2025) was conducted in two phases: developing projections for the size and type of the health workforce (doctors, nurses and midwives) needed to meet future service requirements from 2012 to 2025; and modelling the training pipeline necessary to meet the size and type of this health workforce. HWA has used a number of key principles in developing HW 2025 to ensure the projections are robust and able to be applied nationally. HW 2025 is not a one-off project. Projections will be updated as new data become available, and methodology and assumptions underpinning the projections will be periodically reviewed. To also ensure the continued improvement of national health workforce planning, HWA is pursuing other areas for improvement, including better national data collections and improved estimation methodology for demand. Results of HW 2025 were presented to the Australian Health Ministers (through the Standing Council on Health) in April 2012.

  16. Bridging the Geoscientist Workforce Gap: Advanced High School Geoscience Programs

    NASA Astrophysics Data System (ADS)

    Schmidt, Richard William

    The purpose of this participatory action research was to create a comprehensive evaluation of advanced geoscience education in Pennsylvania public high schools and to ascertain the possible impact of this trend on student perceptions and attitudes towards the geosciences as a legitimate academic subject and possible career option. The study builds on an earlier examination of student perceptions conducted at Northern Arizona University in 2008 and 2009 but shifts the focus to high school students, a demographic not explored before in this context. The study consisted of three phases each examining a different facet of the advanced geoscience education issue. Phase 1 examined 572 public high schools in 500 school districts across Pennsylvania and evaluated the health of the state's advanced geoscience education through the use of an online survey instrument where districts identified the nature of their geoscience programs (if any). Phase 2 targeted two groups of students at one suburban Philadelphia high school with an established advanced geoscience courses and compared the attitudes and perceptions of those who had been exposed to the curricula to a similar group of students who had not. Descriptive and statistically significant trends were then identified in order to assess the impact of an advanced geoscience education. Phase 3 of the study qualitatively explored the particular attitudes and perceptions of a random sampling of the advanced geoscience study group through the use of one-on-one interviews that looked for more in-depth patterns of priorities and values when students considered such topics as course enrollment, career selection and educational priorities. The results of the study revealed that advanced geoscience coursework was available to only 8% of the state's 548,000 students, a percentage significantly below that of the other typical K-12 science fields. It also exposed several statistically significant differences between the perceptions and

  17. Health Professional Workforce Education in the Asia Pacific

    PubMed Central

    Lees, Jessica; Webb, Gillian; Coulston, Frances; Smart, Aidan; Remedios, Louisa

    2016-01-01

    Objective To design and implement an international and interprofessional Global Learning Partnership Model, which involves shared learning between academics and students from Universitas 21 network with other universities with United Nations Millennium Development Goal needs. Design Two literature reviews were conducted to inform ethical aspects and curriculum design of the GLP model. Feedback from conference presentations and consultation with experts in education and public health has been incorporated to inform the current iteration of the GLP model. Intervention The pilot group of 25 students from U21 universities and Kathmandu University, representing six health disciplines will meet in Nepal in April 2016 for a shared learning experience, including a one week university based workshop and three week community based experience. Outcome measures A multi-phase, mixed method design was selected for the evaluation of the GLP model, utilising a combination of focus groups and questionnaires to evaluate the efficacy of the placement through student experience and learning outcomes in cultural competency, UN SDG knowledge, community engagement and health promotion skills. Results The literature review demonstrated that cultural awareness and cultural knowledge were improved through participation in cultural immersion programs that incorporated preparatory workshops and clinical experiences. Data will be gathered in April 2006 and the results of the evaluation will be published in the future. Conclusions The GLP model proposes a project around the fundamental concept of engagement and sharing between students and academics across universities and cultural contexts to build capacity through education, while capitalising on strengths of existing global health placements. Further the inclusion of host-country students and academics in this learning exchange will promote the establishment of an international and interprofessional network for ongoing health promotion

  18. 77 FR 77112 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Workforce...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-12-31

    ...; Workforce Investment Act Management Information and Reporting System ACTION: Notice. SUMMARY: The Department... collection request (ICR) revision titled, ``Workforce Investment Act Management Information and Reporting...-year extension to the OMB PRA approval for the Workforce Investment Act Management Information...

  19. The Primary Care Physician Workforce in Massachusetts: Implications for the Workforce in Rural, Small Town America

    ERIC Educational Resources Information Center

    Stenger, Joseph; Cashman, Suzanne B.; Savageau, Judith A.

    2008-01-01

    Context: Small towns across the United States struggle to maintain an adequate primary care workforce. Purpose: To examine factors contributing to physician satisfaction and retention in largely rural areas in Massachusetts, a state with rural pockets and small towns. Methods: A survey mailed in 2004-2005 to primary care physicians, practicing in…

  20. Business-Led Coalitions: Aligning Supply and Demand in Workforce Development. Workforce Brief #9.

    ERIC Educational Resources Information Center

    Mitchell, Stephen M.; Jimenez, Manuel

    The test for today's economy is to create a workforce development system that capitalizes on current opportunities across states, regions, and local communities. The economic environment is positive, with tight, dynamic, and global labor markets. The business need for job-ready, entry-level workers; high-skilled workers; and workers who can…

  1. The National Higher Education and Workforce Initiative: Strategy in Action: Building the Cybersecurity Workforce in Maryland

    ERIC Educational Resources Information Center

    Business-Higher Education Forum, 2014

    2014-01-01

    The Business-Higher Education Forum (BHEF) has achieved particular success in operationalizing the National Higher Education and Workforce Initiative (HEWI) in Maryland around cybersecurity. Leveraging its membership of corporate CEOs, university presidents, and government agency leaders, BHEF partnered with the University System of Maryland to…

  2. Preparing our Workforce (POW) Initiative: Utilizing Moodle to Prepare Students for the Geoscience Workforce

    NASA Astrophysics Data System (ADS)

    Houlton, H. R.; Keane, C. M.; Wilson, C. E.

    2013-12-01

    Bridging the workforce supply gap is an increasing concern among the geoscience community as our current geoscience professionals approach retirement age. To ensure the sustainability of our future workforce, the American Geosciences Institute (AGI) developed a program called the Preparing our Workforce (POW) Initiative to discuss the diverse career opportunities with geoscience students. These discussion-based, student-led talks bring together geoscience students and working professionals that emphasize the importance of integrating transferrable skills and outside interests to bolster one's career. Through the Geoscience Online Learning Initiative, (GOLI) sponsored by AGI and the American Institute of Professional Geologists (AIPG), nation-wide implementation is currently underway by employing Moodle to train geoscience professionals to host POW discussions with students in their area. The POW course currently utilizes many of Moodle's features including video streaming, discussion forums, assessments, databases and restricted access to materials. This talk will address the innovative structure, goals and implementation of the POW Initiative. Additionally, it will discuss future courses in Moodle that will address workforce needs and how to become more formally involved in the POW Initiative.

  3. Integrating an Academic Electronic Health Record: Challenges and Success Strategies.

    PubMed

    Herbert, Valerie M; Connors, Helen

    2016-08-01

    Technology is increasing the complexity in the role of today's nurse. Healthcare organizations are integrating more health information technologies and relying on the electronic health record for data collection, communication, and decision making. Nursing faculty need to prepare graduates for this environment and incorporate an academic electronic health record into a nursing curriculum to meet student-program outcomes. Although the need exists for student preparation, some nursing programs are struggling with implementation, whereas others have been successful. To better understand these complexities, this project was intended to identify current challenges and success strategies of effective academic electronic health record integration into nursing curricula. Using Rogers' 1962 Diffusion of Innovation theory as a framework for technology adoption, a descriptive survey design was used to gain insights from deans and program directors of nursing schools involved with the national Health Informatics & Technology Scholars faculty development program or Cerner's Academic Education Solution Consortium, working to integrate an academic electronic health record in their respective nursing schools. The participants' experiences highlighted approaches used by these schools to integrate these technologies. Data from this project provide nursing education with effective strategies and potential challenges that should be addressed for successful academic electronic health record integration.

  4. Integrating an Academic Electronic Health Record: Challenges and Success Strategies.

    PubMed

    Herbert, Valerie M; Connors, Helen

    2016-08-01

    Technology is increasing the complexity in the role of today's nurse. Healthcare organizations are integrating more health information technologies and relying on the electronic health record for data collection, communication, and decision making. Nursing faculty need to prepare graduates for this environment and incorporate an academic electronic health record into a nursing curriculum to meet student-program outcomes. Although the need exists for student preparation, some nursing programs are struggling with implementation, whereas others have been successful. To better understand these complexities, this project was intended to identify current challenges and success strategies of effective academic electronic health record integration into nursing curricula. Using Rogers' 1962 Diffusion of Innovation theory as a framework for technology adoption, a descriptive survey design was used to gain insights from deans and program directors of nursing schools involved with the national Health Informatics & Technology Scholars faculty development program or Cerner's Academic Education Solution Consortium, working to integrate an academic electronic health record in their respective nursing schools. The participants' experiences highlighted approaches used by these schools to integrate these technologies. Data from this project provide nursing education with effective strategies and potential challenges that should be addressed for successful academic electronic health record integration. PMID:27326804

  5. Workforce Challenges and Retention Success Stories

    NASA Technical Reports Server (NTRS)

    Donohue, John T.

    2008-01-01

    This viewgraph document discusses the current and future challenges in building and retaining the required workforce of scientist and engineers for NASA. Specifically, the talk reviews the current situation at the Goddard Space Flight Center in Greenbelt, Maryland. Several programs at NASA for high school and college students to assist in inspiring the next generation of scientist and engineers are reviewed. The issue of retention of the best of the young scientists and engineers is also reviewed, with a brief review of several young engineers and their success with and for NASA.

  6. Survey on workforce retention and attrition

    NASA Astrophysics Data System (ADS)

    Showstack, Randy

    2013-03-01

    The Society of Petroleum Engineers (SPE) is conducting a survey to gather information on why technical professionals change jobs or quit working. The survey, prompted by concern about the retention of skilled workers, aims to provide information to employers that can assist them in addressing practices that can lead to significant workforce attrition. To participate in the survey, which is open to everyone (including those who are not SPE members), go to http://research.spe.org/se.ashx?s=705E3F1335720258 through 15 May 2013. For more information, contact speresearch@spe.org.

  7. Workforce shortages are a global issue.

    PubMed

    Christmas, Kate; Hart, Karen A

    2007-01-01

    A consortium of international organizations convened a first-ever Global Health Care Workforce Conference to discuss the worldwide shortages of health care workers and the migration patterns of health care workers from developing nations to the first world. Over 300 participants from 47 countries, including one-third from developing countries, discussed a variety of critical issues ranging from global immigration, recruitment, economics, to partnerships. Results, recommendations, and actionable items generated from the conference, as well as ways to put these ideas into practice, will be critical for sustaining and improving world health and the plight and numbers of health care providers.

  8. Academic Aspirations

    ERIC Educational Resources Information Center

    Durant, Linda

    2013-01-01

    As colleges and universities become even more complex organizations, advancement professionals need to have the skills, experience, and academic credentials to succeed in this ever-changing environment. Advancement leaders need competencies that extend beyond fundraising, alumni relations, and communications and marketing. The author encourages…

  9. Academic Cloning.

    ERIC Educational Resources Information Center

    Sikula, John P.; Sikula, Andrew F.

    1980-01-01

    The authors define "cloning" as an integral feature of all educational systems, citing teaching practices which reward students for closely reproducing the teacher's thoughts and/or behaviors and administrative systems which tend to promote like-minded subordinates. They insist, however, that "academic cloning" is not a totally negative practice.…

  10. Academic Culture.

    ERIC Educational Resources Information Center

    Clark, Burton R.

    With fragmentation the dominant trend in academic settings around the world, the larger wholes of profession, enterprise, and system are less held together by integrative ideology. Strong ideological bonding is characteristic of the parts, primarily the disciplines. The larger aggregations are made whole mainly by formal superstructure, many…

  11. Academic Politics.

    ERIC Educational Resources Information Center

    Brown, William R.

    The internal politics of colleges and the influence of a current emphasis on efficiency on the traditional independence of the academician are analyzed. It is suggested that the academician does not work in the same differentiated, and therefore interdependent, way as someone in industry or a bureaucracy. Academic activity is segmented, which…

  12. Academic Freedom.

    ERIC Educational Resources Information Center

    Tobin, Brian G.

    The strength of academic freedom has always depended upon historical circumstances. In the United States, higher education began with institutions founded and controlled by religious sects. The notion of who gets educated and to what ends expanded as American democracy expanded. By the 1980's, legitimate calls for equality became a general…

  13. Evidence-based appointment and promotion of academic faculty at the University of Chicago.

    PubMed

    Feder, Martin E; Madara, James L

    2008-01-01

    The authors report how one academic medical center (AMC) and associated nonclinical departments implemented evidence-based academic criteria and an evidence-based academic vetting process, which may be models for other institutions. In 2004-2005, The University of Chicago Division of the Biological Sciences and Pritzker School of Medicine reconceptualized its appointment, promotion, and tenure criteria to recognize all forms of scholarship as equally legitimate bases for academic tenure. The revised criteria also accommodate differences in academic effort consistent with varying clinical demands. Implementation of these criteria, however, necessitated revised practices in providing objective evidence and analysis of their satisfaction. Three complementary mechanisms now yield excellent evidence and analysis. The first, electronic forms (e-forms) comprise highly specific response items with embedded instructions, advice, and rationale. The e-forms encourage candidates and departments to provide the evidence that subsequent review needs to evaluate appointment or promotion proposals. Unexpectedly, the e-forms have been coopted as effective mechanisms for faculty development. Second, a faculty dean of academic affairs, a regular faculty member, was appointed to provide robust academic authority and perspective to the process. Third, the promotion and tenure advisory committee was restricted to evaluating academic criteria, and from considerations of institutional value. This change interposed a "firewall" between academic and institutional review. These changes have attenuated dissatisfaction with the appointments and promotions process both within and outside the AMC. PMID:18162758

  14. Residency Surgical Training at an Independent Academic Medical Center.

    PubMed

    Jones, Jeremiah; Sidwell, Richard A

    2016-02-01

    Independent academic medical centers have been training surgeons for more than a century; this environment is distinct from university or military programs. There are several advantages to training at a community program, including a supportive learning environment with camaraderie between residents and faculty, early and broad operative experience, and improved graduate confidence. Community programs also face challenges, such as resident recruitment and faculty engagement. With the workforce needs for general surgeons, independent training programs will continue to play an integral role.

  15. Educating the undergraduate nanomanufacturing workforce in the United States

    NASA Astrophysics Data System (ADS)

    Elbadawi, Isam A.

    will help create a workforce capable of handling the rapidly growing needs of the US market that are related to the booming of the nano-related industry. They also believed that determining the learning content competencies is crucial to prepare a full curriculum for such a program. There seems to be a high level of agreement among the panelists over issues related to the learning content. More than 95% of the panelists agreed on employing the current learning content competencies from five pioneering US institutions. 72 competencies emerged from the study and were included in a prioritized learning content list according to their scholastic level, academic requirement status, and teaching methodology. The competencies were organized in a curriculum format to construct a learning content for a BS in NM that provides students with the knowledge, skills and techniques essential to understand manufacturing at the nano-scale.

  16. Sustaining supply of senior academic leadership skills in a shortage environment: a short review of a decade of dental experience.

    PubMed

    Kruger, Estie; Heitz-Mayfield, Lisa; Tennant, Marc

    2014-06-01

    For the past decade, and expected for the next decade, Australia faces a significant health workforce shortage and an acute maldistribution of health workforce. Against this background the governments at both national and state level have been increasing the training places for all health practitioners and trying to redress the imbalance through a strong regional focus on these developments. Dentistry has been an active participant in these workforce initiatives. This study examines the increasing demand for academics and discusses the existing pathways for increase, and also examines in detail the advantages of a sustainable, shared-model approach, using dentistry as a model for other disciplines. Three non-exclusive pathways for reform are considered: importation of academics, delayed retirement and the shared resource approach. Of the various solutions outlined in this review a detailed explanation of a cost-effective shared model of senior academic leadership is highlighted as a viable, sustainable model for ameliorating the shortage.

  17. Pharmacy Faculty Workplace Issues: Findings From the 2009-2010 COD-COF Joint Task Force on Faculty Workforce

    PubMed Central

    Peirce, Gretchen L.; Crabtree, Brian L.; Acosta, Daniel; Early, Johnnie L.; Kishi, Donald T.; Nobles-Knight, Dolores; Webster, Andrew A.

    2011-01-01

    Many factors contribute to the vitality of an individual faculty member, a department, and an entire academic organization. Some of the relationships among these factors are well understood, but many questions remain unanswered. The Joint Task Force on Faculty Workforce examined the literature on faculty workforce issues, including the work of previous task forces charged by the American Association of Colleges of Pharmacy (AACP). We identified and focused on 4 unique but interrelated concepts: organizational culture/climate, role of the department chair, faculty recruitment and retention, and mentoring. Among all 4 resides the need to consider issues of intergenerational, intercultural, and gender dynamics. This paper reports the findings of the task force and proffers specific recommendations to AACP and to colleges and schools of pharmacy. PMID:21769139

  18. The A and m coefficients in the Bruun/Dean equilibrium profile equation seen from the Arctic

    USGS Publications Warehouse

    Are, F.; Reimnitz, E.

    2008-01-01

    The Bruun/Dean relation between water depth and distance from the shore with a constant profile shape factor is widely used to describe shoreface profiles in temperate environments. However, it has been shown that the sediment scale parameter (A) and the profile shape factor (m) are interrelated variables. An analysis of 63 Arctic erosional shoreface profiles shows that both coefficients are highly variable. Relative frequency of the average m value is only 16% by the class width 0.1. No other m value frequency exceeds 21%. Therefore, there is insufficient reason to use average m to characterize Arctic shoreface profile shape. The shape of each profile has a definite combination of A and m values. Coefficients A and m show a distinct inverse relationship, as in temperate climate. A dependence of m values on coastal sediment grain size is seen, and m decreases with increasing grain size. With constant m = 0.67, parameter A obtains a dimension unit m1/3. But A equals the water depth in meters 1 m from the water edge. This fact and the variability of parameter m testify that the Bruun/Dean equation is essentially an empirical formula. There is no need to give any measurement unit to parameter A. But the International System of Units (SI) has to be used in applying the Bruun/Dean equation for shoreface profiles. A comparison of the shape of Arctic shoreface profiles with those of temperate environments shows surprising similarity. Therefore, the conclusions reached in this Arctic paper seem to apply also to temperate environments.

  19. The Pedagogy of Leadership and Educating a Global Workforce

    ERIC Educational Resources Information Center

    Davis, Dannielle Joy

    2014-01-01

    No Child Left Behind illustrates policy that stifles pedagogy and the effective training of a global workforce. In an effort to enhance the educational outcomes of students, critical pedagogy and Gardner's Five Minds for the Future are presented as tools for the cultivation of a more innovative workforce. The pedagogical strategies and…

  20. 2005 Workforce Study: Ohio Early Childhood Centers. General Analysis

    ERIC Educational Resources Information Center

    Stoneburner, Chris

    2006-01-01

    The purpose of this study was to understand the characteristics of the current workforce in early childhood. This report highlights key characteristics of the 2005 early childhood center workforce in Ohio. Survey packets were sent to 3.600 randomly selected centers in April 2005, representing centers licensed by the Ohio Department of Job and…

  1. The American Community College: Nexus for Workforce Development.

    ERIC Educational Resources Information Center

    McCabe, Robert H., Ed.

    Emphasizing the central role of community colleges in workforce development, this two-part monograph reviews the status of workforce development initiatives at the national, state, and local levels and provides descriptions of 10 exemplary programs at community colleges across North America. The first part focuses on the status of and operating…

  2. Office of the 21st Century Workforce. XXI, Fall 2002.

    ERIC Educational Resources Information Center

    XXI, 2002

    2002-01-01

    This document presents information on the U.S. Department of Labor's activities in the following topics areas: developing a skilled workforce; keeping workers safe; building workforce security; and connecting workers with jobs. The following items are included: (1) a discussion by the president and chief executive officer of Cisco Systems, Inc.,…

  3. Challenges of Broadening Participation in the Geospatial Technology Workforce

    NASA Astrophysics Data System (ADS)

    DiBiase, D.

    2015-12-01

    In this presentation I'll describe the geospatial technology industry and its workforce needs, in relation to the geosciences. The talk will consider the special challenge of recruiting and retaining women and under-represented minorities in high tech firms like Esri. Finally, I'll discuss what my company is doing to help realize the benefits of a diverse workforce.

  4. Economic and Workforce Development. [Final Task Force Report].

    ERIC Educational Resources Information Center

    Howard Community Coll., Columbia, MD.

    This document describes the vision and priorities of Howard Community College's (HCC's) Economic and Workforce Development Task Force. The task force's commission was to identify the long- and short-term skills businesses will demand of the workforce in the Greater Baltimore area and what Howard Community College must do to continue developing…

  5. California Workforce Development: A Policy Framework for Economic Growth.

    ERIC Educational Resources Information Center

    Eastin, Delaine; Hatamiya, Lon; Johnson, Grantland; Nussbaum, Thomas J.

    Provides public and system policy recommendations to state and local elected officials, governing bodies, and administrators responsible for the changes needed to create an integrated, comprehensive workforce development system that will sustain California's economic growth. Public policy recommendations include: workforce development services…

  6. Creating Opportunities for Training California's Public Health Workforce

    ERIC Educational Resources Information Center

    Demers, Anne L.; Mamary, Edward; Ebin, Vicki J.

    2011-01-01

    Introduction: Today there are significant challenges to public health, and effective responses to them will require complex approaches and strategies implemented by a qualified workforce. An adequately prepared workforce requires long-term development; however, local health departments have limited financial and staff resources. Schools and…

  7. The State of the Psychology Health Service Provider Workforce

    ERIC Educational Resources Information Center

    Michalski, Daniel S.; Kohout, Jessica L.

    2011-01-01

    Numerous efforts to describe the health service provider or clinical workforce in psychology have been conducted during the past 30 years. The American Psychological Association (APA) has studied trends in the doctoral education pathway and the resultant effects on the broader psychology workforce. During this period, the creation and growth of…

  8. Improving Workforce Literacy for 21st Century Jobs.

    ERIC Educational Resources Information Center

    Ott, Joyce A.

    This document introduces community leaders and practitioners to innovative approaches to improving workforce literacy by building accessible lifelong learning systems to prepare adults with the array of skills needed to prosper in the new economy. The introduction defines literacy and workforce literacy and outlines the challenges that education,…

  9. Information and Communication Technology Workforce Employability in Malaysia

    ERIC Educational Resources Information Center

    Suhaimi, Mohammed Adam; Hasan, Muhammad; Hussin, Husnayati; Shah, Asadullah

    2012-01-01

    Purpose: The purposes of the study are to understand ICT workforce employability in Malaysia, to identify the causes that influence the growth of skill gaps in the ICT workforce, and to determine ways to reduce these gaps. Design/methodology/approach: The methodology of the study comprised project reports and a literature review. Findings: The…

  10. Definitions and Design Options: Workforce Initiatives Discussion Paper #1

    ERIC Educational Resources Information Center

    Academy for Educational Development, 2011

    2011-01-01

    Workforce initiatives are about giving people the skills to do their jobs well, about strengthening the institutional infrastructure that provides job services, about positioning labor markets to lead growth and increased investment, and about creating sustainable employment and improved working conditions. Workforce initiatives aim to fill a…

  11. A Workforce Design Model: Providing Energy to Organizations in Transition

    ERIC Educational Resources Information Center

    Halm, Barry J.

    2011-01-01

    The purpose of this qualitative study was to examine the change in performance realized by a professional services organization, which resulted in the Life Giving Workforce Design (LGWD) model through a grounded theory research design. This study produced a workforce design model characterized as an organizational blueprint that provides virtuous…

  12. Training a system-literate care coordination workforce.

    PubMed

    Naccarella, Lucio; Osborne, Richard H; Brooks, Peter M

    2016-04-01

    People with chronic complex conditions continue to experience increasing health system fragmentation and poor coordination. To reverse these trends, one solution has been an investment in effective models of care coordination that use a care coordinator workforce. Care coordinators are not a homogenous workforce - but an applied professional role, providing direct and indirect care, and is often undertaken by nurses, allied health professionals, social workers or general practitioners. In Australia, there is no training curriculum nor courses, nor nationally recognised professional quality standards for the care coordinator workforce. With the growing complexity and fragmentation of the health care system, health system literacy - shared understanding of the roles and contributions of the different workforce professions, organisations and systems, among patients and indeed the health workforce is required. Efforts to improve health system literacy among the health workforce are increasing at a policy, practice and research level. However, insufficient evidence exists about what are the health system literacy needs of care coordinators, and what is required for them to be most effective. Key areas to build a health system literate care coordination workforce are presented. Care coordination is more than an optional extra, but one of the only ways we are going to be able to provide equitable health services for people with chronic complex conditions. People with low health literacy require more support with the coordination of their care, therefore we need to build a high performing care coordinator workforce that upholds professional quality standards, and is health literacy responsive.

  13. 77 FR 25523 - Semi-Annual Workforce Management Conference

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-04-30

    ... Office of the Secretary Semi-Annual Workforce Management Conference AGENCY: U.S. Department of... of Transportation, Office of the Secretary, announces the second Semi-Annual Workforce Management... for addressing labor/management issues, and safety. Registration Space is limited. Registration...

  14. Policy Implications of Aging in the NIH-Funded Workforce.

    PubMed

    Heggeness, Misty L; Carter-Johnson, Frances; Schaffer, Walter T; Rockey, Sally J

    2016-07-01

    Because of national interest in the "graying" of the biomedical workforce, we examine aging and funding within the pool of NIH-funded investigators and applicants, particularly in the growing field of stem cell research. We provide evidence of a maturing and more competitive stem cell workforce and discuss policy implications. PMID:27392223

  15. Using Workforce Information for Degree Program Planning in Texas

    ERIC Educational Resources Information Center

    Goldman, Charles A.; Butterfield, Lindsay; Lavery, Diana; Miller, Trey; Daugherty, Lindsay; Beleche, Trinidad; Han, Bing

    2015-01-01

    In May 2013, the Texas Legislature passed House Bill 1296, requiring a report on Texas's future workforce needs that would help inform decisions to develop or expand postsecondary education programs. Educators and policymakers in Texas and elsewhere have a wide variety of quantitative and qualitative workforce information available for planning…

  16. The Expanding Federal Role in Teacher Workforce Policy

    ERIC Educational Resources Information Center

    Superfine, Benjamin M.; Gottlieb, Jessica J.; Smylie, Mark A.

    2012-01-01

    This article examines the recent expansion of the federal role into teacher workforce policy, primarily as embodied by the Race to the Top Fund of the American Recovery and Reinvestment Act. Such recent federal teacher workforce policy reflects an important expansion of the federal role into a policy domain that deserves more attention. The…

  17. Skilling a Seasonal Workforce: A Way Forward for Rural Regions

    ERIC Educational Resources Information Center

    Kilpatrick, Sue; Bound, Helen

    2005-01-01

    Seasonal work is crucial for the many rural regions reliant on seasonal industries such as agriculture, forestry, aquaculture and tourism. This report examines the diverse nature of the seasonal workforce in two locations and the approaches used in their training. The report finds that the seasonal workforce is diverse and has varied training…

  18. Workforce cultural factors in TQM/CQI implementation in hospitals.

    PubMed

    Huq, Z; Martin, T N

    2000-01-01

    One of the major obstacles to successful implementation of TQM/CQI in hospitals has been management's failure to consider the workforce cultural situation. This quasi-qualitative study investigates eight workforce cultural factors in seven midwestern hospitals. Results reveal only one of the seven hospitals successfully implementing TQM/CQI.

  19. Stress within the academic workplace.

    PubMed

    Kenner, Carole A; Pressler, Jana L

    2014-01-01

    Many new nursing leaders assuming deanships, assistant deanships, or interim deanships have limited education, experience, or background to prepare them to deal with workplace stress. To assist new deans and those aspiring to be deans, the authors of this department offer survival tips based on their personal experiences and insights. They address common issues such as time management, handling workplace bullying, and negotiating deadlines and assignments. The authors welcome counterpoint discussions with readers. PMID:24743171

  20. Stress within the academic workplace.

    PubMed

    Kenner, Carole A; Pressler, Jana L

    2014-01-01

    Many new nursing leaders assuming deanships, assistant deanships, or interim deanships have limited education, experience, or background to prepare them to deal with workplace stress. To assist new deans and those aspiring to be deans, the authors of this department offer survival tips based on their personal experiences and insights. They address common issues such as time management, handling workplace bullying, and negotiating deadlines and assignments. The authors welcome counterpoint discussions with readers.

  1. Does State Legislation Improve Nursing Workforce Diversity?

    PubMed

    Travers, Jasmine; Smaldone, Arlene; Cohn, Elizabeth Gross

    2015-08-01

    A health-care workforce representative of our nation's diversity is a health and research priority. Although racial and ethnic minorities represent 37% of Americans, they comprise only 16% of the nursing workforce. The purpose of this study was to examine the effect of state legislation on minority recruitment to nursing. Using data from the National Conference of State Legislatures, American Association of Colleges of Nursing, and U.S. census, we compared minority enrollment in baccalaureate nursing programs of states (Texas, Virginia, Michigan, California, Florida, Connecticut, and Arkansas) before and 3 years after enacting legislation with geographically adjacent states without legislation. Data were analyzed using descriptive and chi-square statistics. Following legislation, Arkansas (13.8%-24.5%), California (3.3%-5.4%), and Michigan (8.0%-10.0%) significantly increased enrollment of Blacks, and Florida (11.8%-15.4%) and Texas (11.2%-13.9%) significantly increased enrollment of Hispanic baccalaureate nursing students. States that tied legislation to funding, encouragement, and reimbursement had larger enrollment gains and greater minority representation. PMID:26351214

  2. Strategies for Managing a Multigenerational Workforce

    NASA Astrophysics Data System (ADS)

    Iden, Ronald

    The multigenerational workforce presents a critical challenge for business managers, and each generation has different expectations. A human resource management study of organizations with more than 500 employees reported 58% of the managers experiencing conflict between younger and older workers. The purpose of this single case study was to explore the multigenerational strategies used by 3 managers from a Franklin County, Ohio manufacturing facility with a population size of 6 participants. The conceptual framework for this study was built upon generational theory and cohort group theory. The data were collected through face-to-face semistructured interviews, company documents, and a reflexive journal. Member checking was completed to strengthen the credibility and trustworthiness of the interpretation of participants' responses. A modified van Kaam method enabled separation of themes following the coding of data. Four themes emerged from the data: (a) required multigenerational managerial skills, (b) generational cohort differences, (c) most effective multigenerational management strategies, and (d) least effective multigenerational management strategies. Findings from this study may contribute to social change through better understanding, acceptance, and appreciation of the primary generations in the workforce, and, in turn, improve community relationships.

  3. Health Workforce Planning: An overview and suggested approach in Oman.

    PubMed

    Al-Sawai, Abdulaziz; Al-Shishtawy, Moeness M

    2015-02-01

    In most countries, the lack of explicit health workforce planning has resulted in imbalances that threaten the capacity of healthcare systems to attain their objectives. This has directed attention towards the prospect of developing healthcare systems that are more responsive to the needs and expectations of the population by providing health planners with a systematic method to effectively manage human resources in this sector. This review analyses various approaches to health workforce planning and presents the Six-Step Methodology to Integrated Workforce Planning which highlights essential elements in workforce planning to ensure the quality of services. The purpose, scope and ownership of the approach is defined. Furthermore, developing an action plan for managing a health workforce is emphasised and a reviewing and monitoring process to guide corrective actions is suggested.

  4. Clinical informatics: a workforce priority for 21st century healthcare.

    PubMed

    Smith, Susan E; Drake, Lesley E; Harris, Julie-Gai B; Watson, Kay; Pohlner, Peter G

    2011-05-01

    This paper identifies the contribution of health and clinical informatics in the support of healthcare in the 21st century. Although little is known about the health and clinical informatics workforce, there is widespread recognition that the health informatics workforce will require significant expansion to support national eHealth work agendas. Workforce issues including discipline definition and self-identification, formal professionalisation, weaknesses in training and education, multidisciplinarity and interprofessional tensions, career structure, managerial support, and financial allocation play a critical role in facilitating or hindering the development of a workforce that is capable of realising the benefits to be gained from eHealth in general and clinical informatics in particular. As well as the national coordination of higher level policies, local support of training and allocation of sufficient position hours in appropriately defined roles by executive and clinical managers is essential to develop the health and clinical informatics workforce and achieve the anticipated results from evolving eHealth initiatives.

  5. Integrated Workforce Planning Model: A Proof of Concept

    NASA Technical Reports Server (NTRS)

    Guruvadoo, Eranna K.

    2001-01-01

    Recently, the Workforce and Diversity Management Office at KSC have launched a major initiative to develop and implement a competency/skill approach to Human Resource management. As the competency/skill dictionary is being elaborated, the need for a competency-based workforce-planning model is recognized. A proof of concept for such a model is presented using a multidimensional data model that can provide the data infrastructure necessary to drive intelligent decision support systems for workforce planing. The components of competency-driven workforce planning model are explained. The data model is presented and several schemes that would support the workforce-planning model are presented. Some directions and recommendations for future work are given.

  6. Who's Dean Today? Acting and Interim Management as Paradoxes of the Contemporary University

    ERIC Educational Resources Information Center

    McWilliam, Erica; Bridgstock, Ruth; Lawson, Alan; Evans, Terry; Taylor, Peter

    2008-01-01

    Interim, discontinuous or "acting" management is an increasingly ubiquitous feature of universities. This paper asks: What are the implications of this for good academic governance? Should we understand this managerial dance as a symptom of the collapse of good managerial order or, by contrast, as a symptom of the robustness and flexibility of the…

  7. What Is Violence Against Women? Defining and Measuring the Problem: A Response to Dean Kilpatrick

    ERIC Educational Resources Information Center

    Tjaden, Patricia

    2004-01-01

    This article discusses (a) the relationship between the reemergence of the women's movement in the 1970s and the current field of violence against women; (b) the role voluntary associations and social activism play in shaping social institutions, including the institution of academic scholarship; (c) the need to broaden our definition of violence…

  8. A Comparison of Career Success between Graduates of Vocational and Academic Tertiary Education

    ERIC Educational Resources Information Center

    Backes-Gellner, Uschi; Geel, Regula

    2014-01-01

    This paper analyses whether tertiary education of different types, i.e., academic or vocational tertiary education, leads to more or less favorable labor market outcomes. We study the problem for Switzerland, where more than two thirds of the workforce gain vocational secondary degrees and a substantial number go on to a vocational tertiary degree…

  9. Integrated Services: Key to Academic Success. coNCepts. Issue 1, Winter 2008

    ERIC Educational Resources Information Center

    White, April D., Ed.

    2008-01-01

    In order to be competitive in today's world, it is necessary for North Carolina to have a well-educated workforce. Quality schools, including effective leadership, excellent teachers, and improved academic standards and rigor, are a significant factor in these endeavors. However, good schooling starts well before a student ever steps foot into a…

  10. Social and Emotional Learning as a Catalyst for Academic Excellence. White Paper

    ERIC Educational Resources Information Center

    Marchesi, Antonio G.; Cook, Kimberly

    2012-01-01

    ICF International's white paper explores how implementation of social and emotional learning (SEL) has the potential to prepare students for workforce success and positively influence student engagement and academic performance while reducing dropout rates. Self-improvement and leadership development sections of bookstores are replete with texts…

  11. Cultural Diversity in the Curriculum: Perceptions and Attitudes of Irish Hospitality and Tourism Academics

    ERIC Educational Resources Information Center

    Devine, Frances; Hearns, Niamh; Baum, Tom; Murray, Anna

    2008-01-01

    Academics are facing significant challenges in preparing indigenous students for employment in the multicultural working environment of hospitality and tourism organisations. In dealing with the impact of the new skills and flexibilities demanded by increasing globalisation, the indigenous workforce needs to possess a multicultural perspective and…

  12. "Wasting Talent"? Gender and the Problematics of Academic Disenchantment and Disengagement with Leadership

    ERIC Educational Resources Information Center

    Blackmore, Jill

    2014-01-01

    Confronted with the processes of massification, commercialisation, internationalisation and reduced funding, universities also face an ageing academic workforce, with implications of a shrinking pool from which to recruit managerial and research leaders. A feminist analysis suggests that the policy problematic has been wrongly conceptualised as…

  13. Supply Issues for Science Academics in Australia: Now and in the Future

    ERIC Educational Resources Information Center

    Edwards, Daniel; Smith, T. Fred

    2010-01-01

    Australia, like the rest of the developed world, is in the midst of dealing with notable issues related to the age structure of its academic workforce. These issues are widespread and have been articulated in the Australian context most comprehensively by Hugo (2008). This paper investigates issues with demographic change and other key factors…

  14. Professional Development and the University Casual Academic: Integration and Support Strategies for Distance Education

    ERIC Educational Resources Information Center

    Higgins, Katrina; Harreveld, R. E.

    2013-01-01

    Professional development is imperative for the currency and relevancy of a proficient teaching workforce in distance education, and in turn, the quality of programs being delivered. As participation in distance education within Australian universities is growing, with increasing numbers of academics being required to teach, casual employment of…

  15. Tradition meets innovation: transforming academic medical culture at the University of Pennsylvania's Perelman School of Medicine.

    PubMed

    Pati, Susmita; Reum, Josef; Conant, Emily; Tuton, Lucy Wolf; Scott, Patricia; Abbuhl, Stephanie; Grisso, Jeane Ann

    2013-04-01

    Traditional performance expectations and career advancement paths for academic physicians persist despite dramatic transformations in the academic workflow, workload, and workforce over the past 20 years. Although the academic physician's triple role as clinician, researcher, and educator has been lauded as the ideal by academic health centers, current standards of excellence for promotion and tenure are based on outdated models. These models fail to reward collaboration and center around rigid career advancement plans that do little to accommodate the changing needs of individuals and organizations. The authors describe an innovative, comprehensive, multipronged initiative at the Perelman School of Medicine at the University of Pennsylvania to initiate change in the culture of academic medicine and improve academic productivity, job satisfaction, and overall quality of life for junior faculty. As a key part of this intervention, task forces from each of the 13 participating departments/divisions met five times between September 2010 and January 2011 to produce recommendations for institutional change. The authors discuss how this initiative, using principles adopted from business transformation, generated themes and techniques that can potentially guide workforce environment innovation in academic health centers across the United States. Recommendations include embracing a promotion/tenure/evaluation system that supports and rewards tailored individual academic career plans; ensuring leadership, decision-making roles, and recognition for junior faculty; deepening administrative and team supports for junior faculty; and solidifying and rewarding mentorship for junior faculty. By doing so, academic health centers can ensure the retention and commitment of faculty throughout all stages of their careers.

  16. A scoping review of the nurse practitioner workforce in oncology.

    PubMed

    Coombs, Lorinda A; Hunt, Lauren; Cataldo, Janine

    2016-08-01

    The quality of cancer care may be compromised in the near future because of work force issues. Several factors will impact the oncology health provider work force: an aging population, an increase in the number of cancer survivors, and expansion of health care coverage for the previously uninsured. Between October 2014 and March 2015, an electronic literature search of English language articles was conducted using PubMed(®) , the Cumulative Index to Nursing and Allied Health Sciences (CINAHL(®) ), Web of Science, Journal Storage (JSTOR(®) ), Google Scholar, and SCOPUS(®) . Using the scoping review criteria, the research question was identified "How much care in oncology is provided by nurse practitioners (NPs)?" Key search terms were kept broad and included: "NP" AND "oncology" AND "workforce". The literature was searched between 2005 and 2015, using the inclusion and exclusion criteria, 29 studies were identified, further review resulted in 10 relevant studies that met all criteria. Results demonstrated that NPs are utilized in both inpatient and outpatient settings, across all malignancy types and in a variety of roles. Academic institutions were strongly represented in all relevant studies, a finding that may reflect the Accreditation Council for Graduate Medical Education (ACGME) duty work hour limitations. There was no pattern associated with state scope of practice and NP representation in this scoping review. Many of the studies reviewed relied on subjective information, or represented a very small number of NPs. There is an obvious need for an objective analysis of the amount of care provided by oncology NPs. PMID:27264203

  17. A scoping review of the nurse practitioner workforce in oncology.

    PubMed

    Coombs, Lorinda A; Hunt, Lauren; Cataldo, Janine

    2016-08-01

    The quality of cancer care may be compromised in the near future because of work force issues. Several factors will impact the oncology health provider work force: an aging population, an increase in the number of cancer survivors, and expansion of health care coverage for the previously uninsured. Between October 2014 and March 2015, an electronic literature search of English language articles was conducted using PubMed(®) , the Cumulative Index to Nursing and Allied Health Sciences (CINAHL(®) ), Web of Science, Journal Storage (JSTOR(®) ), Google Scholar, and SCOPUS(®) . Using the scoping review criteria, the research question was identified "How much care in oncology is provided by nurse practitioners (NPs)?" Key search terms were kept broad and included: "NP" AND "oncology" AND "workforce". The literature was searched between 2005 and 2015, using the inclusion and exclusion criteria, 29 studies were identified, further review resulted in 10 relevant studies that met all criteria. Results demonstrated that NPs are utilized in both inpatient and outpatient settings, across all malignancy types and in a variety of roles. Academic institutions were strongly represented in all relevant studies, a finding that may reflect the Accreditation Council for Graduate Medical Education (ACGME) duty work hour limitations. There was no pattern associated with state scope of practice and NP representation in this scoping review. Many of the studies reviewed relied on subjective information, or represented a very small number of NPs. There is an obvious need for an objective analysis of the amount of care provided by oncology NPs.

  18. DIVERSITY IN THE BIOMEDICAL RESEARCH WORKFORCE: DEVELOPING TALENT

    PubMed Central

    McGee, Richard; Saran, Suman; Krulwich, Terry A.

    2012-01-01

    Much has been written about the need for and barriers to achievement of greater diversity in the biomedical workforce from the perspectives of gender, race and ethnicity; this is not a new topic. These discussions often center around a ‘pipeline metaphor’ which imagines students flowing through a series of experiences to eventually arrive at a science career. Here we argue that diversity will only be achieved if the primary focus is on: what is happening within the pipeline, not just counting individuals entering and leaving it; de-emphasizing achieving academic milestones by ‘typical’ ages; and adopting approaches that most effectively develop talent. Students may develop skills at different rates based on factors such as earlier access to educational resources, exposure to science (especially research experiences), and competing demands for time and attention during high school and college. Therefore, there is wide variety among students at any point along the pipeline. Taking this view requires letting go of imagining the pipeline as a sequence of age-dependent steps in favor of milestones of skill and talent development decoupled from age or educational stage. Emphasizing talent development opens up many new approaches for science training outside of traditional degree programs. This article provides examples of such approaches, including interventions at the post-baccalaureate and PhD levels, as well as a novel coaching model that incorporates well-established social science theories and complements traditional mentoring. These approaches could significantly impact diversity by developing scientific talent, especially among currently underrepresented minorities. PMID:22678863

  19. Improving skills and care standards in the support workforce for older people: a realist synthesis of workforce development interventions

    PubMed Central

    Williams, L; Rycroft-Malone, J; Burton, C R; Edwards, S; Fisher, D; Hall, B; McCormack, B; Nutley, S M; Seddon, D; Williams, R

    2016-01-01

    Objectives This evidence review was conducted to understand how and why workforce development interventions can improve the skills and care standards of support workers in older people's services. Design Following recognised realist synthesis principles, the review was completed by (1) development of an initial programme theory; (2) retrieval, review and synthesis of evidence relating to interventions designed to develop the support workforce; (3) ‘testing out’ the synthesis findings to refine the programme theories, and establish their practical relevance/potential for implementation through stakeholder interviews; and (4) forming actionable recommendations. Participants Stakeholders who represented services, commissioners and older people were involved in workshops in an advisory capacity, and 10 participants were interviewed during the theory refinement process. Results Eight context–mechanism–outcome (CMO) configurations were identified which cumulatively comprise a new programme theory about ‘what works’ to support workforce development in older people's services. The CMOs indicate that the design and delivery of workforce development includes how to make it real to the work of those delivering support to older people; the individual support worker's personal starting points and expectations of the role; how to tap into support workers' motivations; the use of incentivisation; joining things up around workforce development; getting the right mix of people engaged in the design and delivery of workforce development programmes/interventions; taking a planned approach to workforce development, and the ways in which components of interventions reinforce one another, increasing the potential for impacts to embed and spread across organisations. Conclusions It is important to take a tailored approach to the design and delivery of workforce development that is mindful of the needs of older people, support workers, health and social care services and the

  20. Implementing large-scale workforce change: learning from 55 pilot sites of allied health workforce redesign in Queensland, Australia

    PubMed Central

    2013-01-01

    Background Increasingly, health workforces are undergoing high-level ‘re-engineering’ to help them better meet the needs of the population, workforce and service delivery. Queensland Health implemented a large scale 5-year workforce redesign program across more than 13 health-care disciplines. This study synthesized the findings from this program to identify and codify mechanisms associated with successful workforce redesign to help inform other large workforce projects. Methods This study used Inductive Logic Reasoning (ILR), a process that uses logic models as the primary functional tool to develop theories of change, which are subsequently validated through proposition testing. Initial theories of change were developed from a systematic review of the literature and synthesized using a logic model. These theories of change were then developed into propositions and subsequently tested empirically against documentary, interview, and survey data from 55 projects in the workforce redesign program. Results Three overarching principles were identified that optimized successful workforce redesign: (1) drivers for change need to be close to practice; (2) contexts need to be supportive both at the local levels and legislatively; and (3) mechanisms should include appropriate engagement, resources to facilitate change management, governance, and support structures. Attendance to these factors was uniformly associated with success of individual projects. Conclusions ILR is a transparent and reproducible method for developing and testing theories of workforce change. Despite the heterogeneity of projects, professions, and approaches used, a consistent set of overarching principles underpinned success of workforce change interventions. These concepts have been operationalized into a workforce change checklist. PMID:24330616

  1. Workforce Investment Act Stakeholder Beliefs: Creating Workforce Opportunities for Stagnant Workers in the District of Columbia

    ERIC Educational Resources Information Center

    Jones, Linda O.

    2010-01-01

    Over 10% of residents in the District of Columbia (D.C.) are unemployed, and over 197,000 of D.C. residents are constrained by low levels of literacy and workforce skills. With such low-skills, stagnant workers--those with the lowest level of literacy, computer and employment skills--are living in a cycle of poverty and economic instability.…

  2. Growing the Nuclear Workforce Through Outreach

    NASA Astrophysics Data System (ADS)

    Kilburn, Micha

    2015-10-01

    Many students don't encounter physics in the classroom until college or the end of high school. Most college students never encounter nuclear physics in the classroom. In order to grow the nuclear science workforce, students need to be aware of the field much earlier in the education. However, teaching teens about nuclear science can be a daunting task at the outset. I will present and describe successful outreach curricula and programs that can be duplicated by any college, university or laboratory. These include workshops for boy scouts and girl scouts as well as teaching nuclear science with magnetic marbles. I will also present some results from assessments of JINA-CEE's more intensive programs aimed at recruiting youth to the field. JINA-CEE

  3. Characterization of the 1986 coal mining workforce

    SciTech Connect

    Butani, S.J.; Bartholemew, A.M.

    1988-01-01

    In 1986, the Bureau of Mines conducted a probability sample survey, Mining Industry Population Survey, to measure such employee characteristics as occupation; principal equipment operated; work location at the mine; present job, present company, and total mining experience; job-related training during the last 2 yr; age; sex; race; and education. The population estimates are necessary to properly analyze the Mine Safety and Health Administration (MSHA) injury (includes illness and fatality data) statistics; that is, to compare and contrast injury rates for various subpopulations in order to identify those groups that are exhibiting higher than average injury rates. This report uses the survey's results to characterize the U.S. coal mining workforce from March through September 1986.

  4. Addressing the primary care workforce crisis.

    PubMed

    Song, Zirui; Chopra, Vineet; McMahon, Laurence F

    2015-01-01

    Our nation's primary care system is in crisis. As medical homes and accountable care organizations increasingly rely on a strong primary care workforce, the shortage of primary care physicians now calls for more policy attention and urgency. In the spirit of the 2014 Institute of Medicine recommendations on graduate medical education (GME) funding, we propose that CMS explicitly reward teaching hospitals if a certain share of their graduates (we propose 30%) remain in primary care 3 years after residency, either through additional payments or release of a withhold. Such a policy could allow hospitals to retain GME funding at a time when continued federal subsidization of GME is being called into question. Moreover, hospitals stand to benefit from producing primary care physicians, both under traditional fee-for-service contracts that reward volume through referrals and, especially, under risk contracts that reward for greater numbers of covered lives. PMID:26618225

  5. Addressing the primary care workforce crisis.

    PubMed

    Song, Zirui; Chopra, Vineet; McMahon, Laurence F

    2015-08-01

    Our nation’s primary care system is in crisis. As medical homes and accountable care organizations increasingly rely on a strong primary care workforce, the shortage of primary care physicians now calls for more policy attention and urgency. In the spirit of the 2014 Institute of Medicine recommendations on graduate medical education (GME) funding, we propose that CMS explicitly reward teaching hospitals if a certain share of their graduates (we propose 30%) remain in primary care 3 years after residency, either through additional payments or release of a withhold. Such a policy could allow hospitals to retain GME funding at a time when continued federal subsidization of GME is being called into question. Moreover, hospitals stand to benefit from producing primary care physicians, both under traditional fee-for-service contracts that reward volume through referrals and, especially, under risk contracts that reward for greater numbers of covered lives. PMID:26625501

  6. Clean Technology Evaluation & Workforce Development Program

    SciTech Connect

    Patricia Glaza

    2012-12-01

    The overall objective of the Clean Technology Evaluation portion of the award was to design a process to speed up the identification of new clean energy technologies and match organizations to testing and early adoption partners. The project was successful in identifying new technologies targeted to utilities and utility technology integrators, in developing a process to review and rank the new technologies, and in facilitating new partnerships for technology testing and adoption. The purpose of the Workforce Development portion of the award was to create an education outreach program for middle & high-school students focused on clean technology science and engineering. While originally targeting San Diego, California and Cambridge, Massachusetts, the scope of the program was expanded to include a major clean technology speaking series and expo as part of the USA Science & Engineering Festival on the National Mall in Washington, D.C.

  7. Faculty of Radiation Oncology 2014 workforce census

    PubMed Central

    Munro, Philip L.; James, Melissa

    2015-01-01

    Abstract Introduction This paper reports the key findings of the Faculty of Radiation Oncology 2014 workforce census and compares the results with earlier surveys. Methods The census was conducted in mid‐2014 with distribution to all radiation oncologists, educational affiliates and trainees listed on the college database. There were six email reminders and responses were anonymous. The overall response rate was 76.1%. Results The age range of fellows was 32–96 (mean = 49 years, median = 47 years). The majority of the radiation oncologists were male (n = 263, 63%). The minority of radiation oncologists were of Asian descent (n = 43, 13.4%). Radiation oncologists graduated from medical school on average 23 years ago (median = 22 years). A minority of fellows (n = 66, 20%) held another postgraduate qualification. Most radiation oncologists worked, on average, at two practices (median = 2, range 1–7). Practising radiation oncologists worked predominantly in the public sector (n = 131, 49%), but many worked in both the public and private sectors (n = 94, 37%), and a minority worked in the private sector only (n = 38, 14%). The largest proportion of the workforce was from New South Wales accounting for 29% of radiation oncologists. Radiation oncologists worked an average of 43 h/week (median = 43 h, range 6–80). Radiation oncologists who worked in the private sector worked less hours than their public sector or public/private sector colleagues. (38.3 vs. 42.9 vs. 44.3 h, P = 0.042). Victorians worked the fewest average hours per week at 38 h and West Australians the most at 46 h/week. Radiation oncologists averaged 48 min for each new case, 17 min per follow up and 11 min for a treatment review. Radiation oncologists averaged 246 new patients per year (median = 250, range = 20–600) with men (average = 268), Western Australians (average = 354) and those in private practice seeing

  8. Striving to Diversify the Geosciences Workforce

    NASA Astrophysics Data System (ADS)

    Velasco, Aaron A.; Jaurrieta de Velasco, Edith

    2010-08-01

    The geosciences continue to lag far behind other sciences in recruiting and retaining diverse populations [Czujko and Henley, 2003; Huntoon and Lane, 2007]. As a result, the U.S. capacity for preparedness in natural geohazards mitigation, natural resource management and development, national security, and geosciences education is being undermined and is losing its competitive edge in the global market. Two key populations must be considered as the United States looks to build the future geosciences workforce and optimize worker productivity: the nation's youth and its growing underrepresented minority (URM) community. By focusing on both of these demographics, the United States can address the identified shortage of high-quality candidates for knowledge-intensive jobs in the geosciences, helping to develop the innovative enterprises that lead to discovery and new technology [see National Research Council (NRCd), 2007].

  9. 'Who does what' in the orthodontic workforce.

    PubMed

    Hodge, T; Parkin, N

    2015-02-16

    The contraction of the economy in the United Kingdom and constraints on the National Health Service (NHS) together with new opportunities for the delivery of orthodontic treatment has resulted in an increasing number of dental personnel across the different registrant groups. This article focuses on the changes that have taken place in the orthodontic workforce over the past decade. Although others help deliver orthodontic services such as material suppliers, treatment coordinators and those involved in marketing, this article will restrict itself to informing the reader specifically about which dental registrants are doing what at the clinical interface. How health professionals have developed their skills to undertake the role they play within the team and possible threats arising because of these changes are also discussed. PMID:25686442

  10. Internships and UNAVCO: Training the Future Geoscience Workforce Through the NSF GAGE Facility

    NASA Astrophysics Data System (ADS)

    Morris, A. R.; MacPherson-Krutsky, C. C.; Charlevoix, D. J.; Bartel, B. A.

    2015-12-01

    Facilities are uniquely positioned to both serve a broad, national audience and provide unique workforce experience to students and recent graduates. Intentional efforts dedicated to broadening participation in the future geoscience workforce at the NSF GAGE (Geodesy Advancing Geosciences and EarthScope) Facility operated by UNAVCO, are designed to meet the needs of the next generation of students and professionals. As a university-governed consortium facilitating research and education in the geosciences, UNAVCO is well-situated to both prepare students for geoscience technical careers and advanced research positions. Since 1998, UNAVCO has offered over 165 student assistant or intern positions including engineering, data services, education and outreach, and business support. UNAVCO offers three formal programs: the UNAVCO Student Internship Program (USIP), Research Experiences in Solid Earth Science for Students (RESESS), and the Geo-Launchpad (GLP) internship program. Interns range from community college students up through graduate students and recent Masters graduates. USIP interns gain real-world work experience in a professional setting, collaborate with teams toward a common mission, and contribute their knowledge, skills, and abilities to the UNAVCO community. RESESS interns conduct authentic research with a scientist in the Front Range area as well as participate in a structured professional development series. GLP students are in their first 2 years of higher education and work alongside UNAVCO technical staff gaining valuable work experience and insight into the logistics of supporting scientific research. UNAVCO's efforts in preparing the next generation of scientists largely focuses on increasing diversity in the geosciences, whether continuing academic studies or moving into the workforce. To date, well over half of our interns and student assistants come from backgrounds historically underrepresented in the geosciences. Over 80% of former interns

  11. 5 CFR 875.206 - As a new active workforce member, when may I apply?

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 2 2011-01-01 2011-01-01 false As a new active workforce member, when....206 As a new active workforce member, when may I apply? (a) As a new, newly eligible, or returning active workforce member, you may apply as follows: (1) If you are a new active workforce member...

  12. 5 CFR 875.206 - As a new active workforce member, when may I apply?

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 5 Administrative Personnel 2 2013-01-01 2013-01-01 false As a new active workforce member, when....206 As a new active workforce member, when may I apply? (a) As a new, newly eligible, or returning active workforce member, you may apply as follows: (1) If you are a new active workforce member...

  13. 5 CFR 875.206 - As a new active workforce member, when may I apply?

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 5 Administrative Personnel 2 2012-01-01 2012-01-01 false As a new active workforce member, when....206 As a new active workforce member, when may I apply? (a) As a new, newly eligible, or returning active workforce member, you may apply as follows: (1) If you are a new active workforce member...

  14. 5 CFR 875.206 - As a new active workforce member, when may I apply?

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 5 Administrative Personnel 2 2014-01-01 2014-01-01 false As a new active workforce member, when....206 As a new active workforce member, when may I apply? (a) As a new, newly eligible, or returning active workforce member, you may apply as follows: (1) If you are a new active workforce member...

  15. The "Working Lives" Project: A Window into Australian Education and Workforce Participation

    ERIC Educational Resources Information Center

    Fehring, Heather; Herring, Katherine

    2013-01-01

    Lifting the rate of workforce participation in Australia has been called "the challenge of the decade". In light of the ageing workforce, changing nature of work demands and workforce attitudes, the need for insight into current patterns of workforce participation has never been more urgent. The following paper offers an overview of an…

  16. Mind the gap: governance mechanisms and health workforce outcomes.

    PubMed

    Hastings, Stephanie E; Mallinson, Sara; Armitage, Gail D; Jackson, Karen; Suter, Esther

    2014-01-01

    Attempts at health system reform have not been as successful as governments and health authorities had hoped. Working from the premise that health system governance and changes to the workforce are at the heart of health system performance, we conducted a systematic review examining how they are linked. Key messages from the report are that: (1) leadership, communication and engagement are crucial to workforce change; (2) workforce outcomes need to be considered in conjunction with patient outcomes; and (3) decision-makers and researchers need to work together to develop an evidence base to inform future reform planning. PMID:25410700

  17. The case for diversity in the health care workforce.

    PubMed

    Cohen, Jordan J; Gabriel, Barbara A; Terrell, Charles

    2002-01-01

    Increasing the racial and ethnic diversity of the health care workforce is essential for the adequate provision of culturally competent care to our nation's burgeoning minority communities. A diverse health care workforce will help to expand health care access for the underserved, foster research in neglected areas of societal need, and enrich the pool of managers and policymakers to meet the needs of a diverse populace. The long-term solution to achieving adequate diversity in the health professions depends upon fundamental reforms of our country's precollege education system. Until these reforms occur, affirmative action tools in health professions schools are critical to achieving a diverse health care workforce. PMID:12224912

  18. The personal assistance workforce: trends in supply and demand.

    PubMed

    Kaye, H Stephen; Chapman, Susan; Newcomer, Robert J; Harrington, Charlene

    2006-01-01

    The workforce providing noninstitutional personal assistance and home health services tripled between 1989 and 2004, according to U.S. survey data, growing at a much faster rate than the population needing such services. During the same period, Medicaid spending for such services increased dramatically, while both workforce size and spending for similar services in institutional settings remained relatively stable. Low wage levels for personal assistance workers, which have fallen behind those of comparable occupations; scarce health benefits; and high job turnover rates highlight the need for greater attention to ensuring a stable and well-trained workforce to meet growing demand.

  19. Status of Educational Efforts in National Security Workforce

    SciTech Connect

    2008-03-31

    This report documents the status of educational efforts for the preparation of a national security workforce as part of the National Security Preparedness Project, being performed by the Arrowhead Center of New Mexico State University under a DOE/NNSA grant. The need to adequately train and educate a national security workforce is at a critical juncture. Even though there are an increasing number of college graduates in the appropriate fields, many of these graduates choose to work in the private sector because of more desirable salary and benefit packages. This report includes an assessment of the current educational situation for the national security workforce.

  20. The personal assistance workforce: trends in supply and demand.

    PubMed

    Kaye, H Stephen; Chapman, Susan; Newcomer, Robert J; Harrington, Charlene

    2006-01-01

    The workforce providing noninstitutional personal assistance and home health services tripled between 1989 and 2004, according to U.S. survey data, growing at a much faster rate than the population needing such services. During the same period, Medicaid spending for such services increased dramatically, while both workforce size and spending for similar services in institutional settings remained relatively stable. Low wage levels for personal assistance workers, which have fallen behind those of comparable occupations; scarce health benefits; and high job turnover rates highlight the need for greater attention to ensuring a stable and well-trained workforce to meet growing demand. PMID:16835193