(1999). Enrollment Trends at Public Four-Year Colleges and Universities, Fall 1990 to Fall 1997. This report provides enrollment trend information for public four-year colleges and universities for the period fall 1990 through fall 1997. Several trends are highlighted: during this period, total enrollment fell 0.5 percent to 5.77 million students; enrollment of racial/ethnic minorities rose 24.5 percent; white enrollment fell 10.8 percent. The number of men enrolled fell 7.2 percent, while the number of women enrolled fell 0.1 percent. Geographical analysis showed increased enrollment in the Southeast, Southwest, and Rocky Mountain states, and the sharpest decreases in enrollment in New England and the Plains states. Also discussed is the impact on enrollment of policy developments, demographic factors, enrollment patterns, affirmative action efforts at the national and state level, and key judicial decisions. Presentation of the data throughout the document is separated according to institutional membership in either the American Association of State Colleges and Universities… [PDF]

Drummond, Darl E. (1978). The Minority Recruitment Program for Wisconsin VTAE System. Final Report. This final report examines the progress of the Wisconsin Vocational, Technical and Adult Education (VTAE) program to recruit and employ minorities for existing and future teaching and administrative vacancies. Recruitment activities in the vocational studies center are outlined, along with activities of the program's advisory committee and state VTAE districts. A list of resource information and contact persons is given. A recruitment plan development is examined for September-December 1978 and a program timetable for all of 1978 is presented. Another section addresses the needs, goals, objectives, and the timetable projected for 1979. The present status of program efforts is evaluated and major need areas are identified. Program components such as application procedures, intern experience and teacher exchange are examined. Performance objectives within the vocational-technical districts and process objectives are listed. Also identified are the roles of vocational-technical…

Cameron, David M. (1996). Academic Freedom and the Canadian University. Research File, v1 n3 Mar. A discussion of the history and status of academic freedom in the context of Canadian universities finds that over time, academic freedom has been expanded to include a broad range of behavior and a wide range of freedom of speech. Tenure has come to mean the right of employment until death, resignation, or retirement, unless cause for dismissal can be established in a court of academic peers. While unionization and collective bargaining are not necessarily antithetical to academic freedom, full-blown unionization, collective bargaining, and the right to strike do stand in potential conflict with the principles of academic self-government upon which academic freedom rests. The concept of academic freedom needs to be re-examined because the balance between rights and responsibilities inherent in the idea is under stress, and academic freedom must be balanced with the commitment of faculty members to high standards of scholarship and productivity in teaching and research. Academic…

Bennett, William J. (1992). The De-Valuing of America. The Fight for Our Culture and Our Children. This book is the personal account of William Bennett who formerly served in the U.S. government as the Chairman of the National Endowment for the Humanities, Secretary of Education, and Director of the Office of National Drug Control Policy. The volume suggests what is right and what is wrong with education in the United States; discusses the heroes, villains, and shirkers in the war against drugs; analyzes why race relations are bad and how they can be improved; why social and political institutions have deteriorated; how to combat \politically correct\ thinking on university campuses; and gives an assessment of the failures of modern liberalism. The book addresses difficulties Bennett confronted in office, ranging from government bureaucracy and political lobbies, to school administrators and academics, to the press and Congress. The book examines the role of religion in civic life, the importance of character and culture, and the contentious debate over affirmative action and…

(1991). Pathway to Diversity: Strategic Plan for the Cooperative Extension System's Emphasis on Diversity. Working Document. This document is the working draft of a guide to develop a strategic plan for emphasizing diversity in the Cooperative Extension System (CES). It begins with a foreword outlining the history of the movement toward increasing emphasis on diversity in the CES and an introduction stating the CES's commitment to emphasizing diversity. The next seven sections are as follows: a list of strategic goals; the rationale for emphasizing diversity; a comparison of Equal Employment Opportunity/Affirmative Action (EEO/AA) guidelines and the CES's emphasis on diversity; a description of steps being taken by the CES to become a multicultural organization; a mission statement; a list of CES values; and a discussion of the steps being taken to translate the CES's current vision of diversity into reality. The next section details the CES action plan for achieving the following goals: commitment to pluralism, environment for diversity and pluralism, work force diversity, audience and program diversity,… [PDF]

Byrne, Eileen M. (1993). Women and Science: The Snark Syndrome. A great deal of received wisdom in the area of the lack of ability of women in science is still based on assumption, belief, or prejudices operating at the level of superstition. The "Snark Syndrome," a term inspired by Lewis Carroll's famous nonsense poem. "The Hunting of the Snark" was coined by Eileen Byrne to describe these beliefs that have no credible base in sound empirical research. The application of the Snark Syndrome produces the Snark effect. Educators and policymakers have internalized assertions from hearing them repeated so many times. The internalized beliefs are used to justify and implement major policies such as single-sex schools and the use of role-model theory instead of mentorship practice in affirmative action programs. The chapters in this book are: (1) Introduction: Changing the Paradigms; (2) The UQ WISTA Research: A Holistic and Policy Approach; (3) Institutional Ecology and Women in Science: Why Women Are Where They Are and Aren't;…

Odom, Boyd D. (1984). "A Community of Believers": The Atlanta Partnership of Business and Education, Inc. Second Anniversary Report. Described are programs sponsored by the Atlanta, Georgia, community which has accepted the "community of believers" concept espoused by the Superintendent of Atlanta Public Schools. According to the concept, the community at large must believe that each student is capable of learning, our educational system can teach students, our economic future is dependent on the educational achievement of the masses, and every person in the total community has a vested interest in the public school system. The Atlanta Partnership of Business and Education, started in 1981, is Atlanta's greatest testimony to its confidence in the concept. An example of its many programs is the Adopt-A-School Program, which allows business firms, colleges, and religious organizations to adopt a school or program. The adoptor and adoptee agree on what they can do together and draw up a one-year contract. All activities are student-centered, e.g., the Affirmative Action Job Placement Program, student…

(1976). Toward the Maintenance of Quality Graduate Education in Historically Black Colleges and Universities. Representatives of 28 of the 33 predominantly black institutions met at the Working Conference-Meeting of Deans of Black Graduate Schools, held in Washington, D.C., April 28-30, 1975. This report presents highlights of their examination of these nine major questions: (1) During these times of integration, compliance, and affirmative action, why the emphasis on black graduate education? (2) What will be its role in providing new career opportunities for its potential clients? (3) Is the lack of financial aid a problem related to maintenance of quality education at black graduate schools? (4) What is unique and vital about black graduate schools? (5) Is community service a high priority at black graduate schools? (6) Are resources adequate? (7) Are the schools research-oriented? (8) How can we justify increasing manpower production in black graduate schools? (9) What projected estimates for graduate education at predominantly black colleges and universities can be made based on… [PDF]

Murray, Kathleen A. (1981). Legal Aspects of Child Care as an Employee Benefit. Revised Edition. This document reviews the legal propriety of offering child care to employees and addresses the post-1981 federal income tax consequences of a child care benefit. One issue at hand involves the legal mandate to promote equal opportunity in employment. However, not all employees have the need for child care, and legal questions have been raised regarding whether child care benefits can be offered to a select group of employees. Anti-discrimination laws are analyzed in terms of California state laws, Title VII of the 1964 Civil Rights Act, and two executive orders which prohibit discrimination and require affirmative action. Distinctions in the laws protecting against discrimination are noted, as is the maximum flexibility granted employers in California to provide child care benefits. Various types of benefit programs are considered legal, and selective availability of child care is also permitted under the law. The income tax aspects of child care benefits are reviewed in terms of…

Lex, Louise; And Others (1980). Nontraditional Jobs and Training for Iowa Women. A Program Model and Final Report. The goal of the 1980 Employment Project in Iowa was to expand nontraditional career options for women and high school girls. The two targeted areas were Des Moines and the Iowa Lakes Region. Project staff sponsored three meetings to help 237 women explore nontraditional jobs and training opportunities. Two intensive orientations to nontraditional jobs classes were conducted for Comprehensive Employment and Training Act women. Job and training development for the two areas involved a job-fair and industry-agency workshop and job/training referral activities in the Des Moines area and a workshop on affirmative action in the Iowa Lakes region. Female craftspersons were brought into nine high schools to conduct simulation workshops, thus exposing high school girls to female role models in the building trades. Fifty women who completed three intensive orientations to nontraditional jobs classes were involved in a follow-up telephone survey. Data were collected on problems, successes, and…

Wills, J. Robert (1980). Women in Theatre Administration: A Dean's View. Statistics reveal that only 11% of the 1,500 theatre administrators on United States college campuses are women. On the other hand, recent surveys have indicated that few women are actively seeking administrative positions. The situation is unfortunate since campus theatres and institutions of higher education need highly qualified, capable leaders–regardless of sex. For women who are seeking an administrative role and for others who might be induced to change their career goals to encompass academic administration, six points of advice might be helpful: women (1) should not lock themselves into doing only what they are doing currently, no matter how much they enjoy doing it; (2) should build faculty credentials and be prepared to travel the traditional route of academic advancement; (3) should insist that their own institutions adhere to the principles of affirmative action; (4) should make connections if they plan to look for employment elsewhere; (5) should decide how mobile…

Nolte, M. Chester, Ed. (1974). Gender and Sexual Mores in Educational Employment. A Legal Memorandum. Discrimination against women in public employment may soon be coming to an end. Since 1972, when the Equal Opportunity Act was expanded to include public schools, the cause of women's rights has been gaining momentum. Today, although there are no quotas for women and men in education, many districts are under affirmative action mandates to move toward full equality of women with men. The recent cases cited here lead to the conclusion that any difference in treatment between male and female teachers will be regarded as discrimination and vigorously prosecuted by the courts. Such differences in the standards applied to the conduct of teachers outside the classroom have opened up other questions related to sexual behavior and sexual choice by educators. The old common-law rules permitted teachers to be held to high moral standards even in their out-of-school behavior on the theory that the teacher was a moral exemplar in the community. Recent decisions seem to indicate a departure from… [PDF]

Trotter, Andrew (2005). High Court Won't Hear Race Appeal. K-12 Schools Are Free to Try Diversity Plans. Education Week, v25 n15 p1-23 Dec. The U.S. Supreme Court declined an opportunity last week to rule on the constitutionality of a school district's policy of weighing race as a factor in assigning students to schools. It has sidestepped a potentially thorny sequel to its 2003 rulings on affirmative action in higher education and left several lower-court rulings as the best available road map for districts that want to promote racial diversity with minimal legal risks. The court on Dec. 5 refused to hear an appeal in Comfort v. Lynn School Committee (Case No. 05-348), a lawsuit involving a challenge by parents to a Massachusetts school district's voluntary integration program. It was the first of several chances the justices may have in their 2005-06 term to examine districts' voluntary consideration of race. Although it is not clear how many districts have adopted voluntary integration plans, some are in districts that have been released from court-ordered desegregation plans and have since adopted voluntary plans….

Reynolds, William Bradford (1983). The Reagan Administration's EEO Policy. The Reagan administration is committed to the principle of equal employment opportunity (EEO). No policy shift has occurred in the treatment of "class action" litigation, or in the "pattern or practice" suits in the Justice Department's Title VII enforcement activities. Significant money settlements have been obtained in "pattern and practice" cases on behalf of those victimized by discriminatory conduct. Statistical analyses continue to be used in determining liability, and from this it follows that the Reagan administration looks for discriminatory effects in the employment field no less than for discriminatory intent. The enforcement record over the past two-and-one-half years underscores the strength of the administration's commitment to equal employment opportunities. In every case the Justice Department insists that the prior discrimination be enjoined and that the employer engage in nondiscriminatory hiring and promotional practices in the… [PDF]

Cohen, Arthur M.; And Others (1975). Colleges Responses to Community Demands; The Community College in Challenging Times. This work, designed as a sequel to \A Constant Variable\ (Cohen and Associates, 1971), is intended for the same audience–administrators, trustees, counselors, and instructors in community colleges, university professors of higher education, and graduate students preparing for work in community colleges. The book describes the external and internal pressures operating on community colleges. The external pressures are societal forces such as state-level commission and coordinating councils that mandate institutional roles, financial structures, and curriculum and instructional patterns. The internal pressures are the preexisting institutional forms and the personal predelictions of the staff and students. Attention is focused on the intersection of these pressures, the points where external forces meet internal counterpressures. The book is arranged in three parts: (1) Social Forces Intrude (State Influence Grows; Collective Bargaining Impinges on Management; Free Tuition Faces Its…

Lanius, Cynthia; Tapia, Richard (2000). Underrepresented Minority Achievement and Course Taking: The Kindergarten-Graduate Continuum. This paper calls for a major reexamination of the educational system as it relates to under-represented minorities in science, mathematics, engineering, and technology. The paper sets forth experiences gained from years of working in both K-12 and higher education with under-represented minorities. The following topics are examined: the importance of persisting with the issue; what is meant by under-represented minorities; diversity within diversity (i.e., Hispanic is a broad category that represents varied ethnic heritages, life experiences, and levels of underrepresentation); judging Texas schools (the Texas Assessment of Academic Skills); maximizing the effects of the SAT; mathematics achievement; course taking trends; whether advanced placement is the high achievement leader; overcoming the preparation hurdle; hitting the minority to majority transition wall; a profile of the challenge (Rice University, Texas); how under-represented minority students fare at Rice University;… [PDF]

Grengg, Dolores A., Ed.; Thompson, Mary B., Ed. (1982). "Breakthrough" 1981 Eight Months Later. A Summary of the Presentations, Recommendations, and Outcomes of the 1981 Breakthrough Conference, to Assist Minority Women and Men and Nonminority Women Achieve Leadership Positions in Wisconsin's Vocational, Technical, and Adult Education System. These proceedings consist of a summary of the presentations, recommendations, and outcomes of a conference held to assist minority women and men and nonminority women achieve leadership positions in Wisconsin's vocational, technical, and adult education (VTAE) system. Following a brief introduction and copy of the conference agenda, summaries are provided of the following presentations: "Knowledge is Power: Critical Information Every Aspiring Leader Should Know," by Dr. Frank Samuels; "Critical Administrative Skills–What Are They? How Do You Gain and Demonstrate Them?," by Elizabeth Rosandick; "Social/Role Dynamics of Leadership," by Eloise Anderson-Addison; "Identifying and Overcoming Barriers Created by Racism and Sexism," by Helen Barnhill; "Leadership Opportunities in VTAE," by Christine Nickel; and "Racial and Sexual Harassment," by Richard Harris, et al. Barriers to upward mobility in the VTAE system (in areas such…

Feingold, S. Norman (1976). Preparation for Work of the Future. Counselor's Information Service, v31 n3 Special Supplement Sep. There are many possible directions that can be taken to open equal opportunity to all who want work, especially for the handicapped. Since more service-producing industries are expected to grow in the future than goods-producing industries, and accurate job forecasting is good but must be accompanied by adequate education and training, the growth of human services and meaningful careers must be encouraged. With plans being made to involve the handicapped in the world of work, additional planning must be made now for the desired changes in the occupational distribution of the handicapped. Eliminating cultural stereotypes, disseminating career information, and earlier training and education are ways to eliminate existing inequalities. Education for careers requires programmatic cohesion and preparation at all educational levels with cooperation among rehabilitation counselors, special educators, career educators, and vocational educators. Revisions in the transportation system,… [PDF]

Bowen, Gordon E. (1976). Employment Outlook for 1976 College Graduates in New England. Regional Report Number 76-4. Primary information furnished by college placement directors in New England revealed that recruiting for the 1976 New England college graduates started slowly in the fall of 1975 but picked up in the early months of 1976. Most placement officials reported slight increases in the number of recruiters visiting college campuses. Chemical engineers continued to be actively sought but civil engineers' prospects were hurt by weakness in the construction industry. Accounting majors were receiving attractive offers but supply may be outrunning the demand for them. The health field had many openings although registered nurses, for example, might not have been selected for their first choice of a position. In the middle as far as job opportunities were concerned were the graduates in the business area. Graduates with majors in scientific fields and those with computer science courses should have been able to find suitable positions. Those with majors in education, humanities, and social… [PDF]

Davis, Barbara; And Others (1982). Nonreferral Unions and Equal Employment Opportunity. A Report of the United States Commission on Civil Rights. In an effort to examine the role of international and local nonreferral unions in advancing the job status of minorities and women, the Equal Employment Opportunity Commission (EEOC) conducted a national survey of unions and employers and completed a legal analysis of the duty of unions to represent their members fairly. Among the key findings of the study were the following: (1) the unions surveyed were either unaware of or did not oppose the use of selection procedures that may have an adverse effect on the job advancement of minorities and women; (2) women and minorities are severely underrepresented in leadership positions in the surveyed unions; and (3) those unions surveyed have a mixed record in the establishment of programs designed to ensure equal opportunity in the workplace. Based on the study, the EEOC urges unions to increase representation of minorities and women in all levels of leadership; develop a Title VII compliance program; initiate collective bargaining to… [PDF]

(1982). Summary and Analysis of the Job Training Partnership Act of 1982 with Selected Provisions of Interest to Individuals and Groups Concerned about Employment and Training Opportunities for Women. This document consists of a summary and analysis of the Job Training Partnership Act (JTPA) of 1982 as well as an explanation of selected provisions of interest to individuals and groups concerned about employment and training opportunities for women. (Designed to replace the Comprehensive Employment and Training Act, the JTPA permanently authorizes job training programs for economically disadvantaged individuals and others who face serious barriers to employment.) Outlined first are the provisions contained in the five titles of the act as they pertain to state and local job training partnerships, training services for the disadvantaged, employment and training assistance for dislocated workers, federally administered programs, and miscellaneous provisions. The second half of the document examines various provisions of the act that are of particular relevance to employment and training opportunities for women, including the purpose of the act, authorization of appropriations,… [PDF]

Scott, Barbara Ann (1983). Crisis Management in American Higher Education. Critical aspects of crisis management in U.S. higher education and the historical development of the education system over the last 100 years are reviewed. It is proposed that crisis strategies in higher education have largely revolved around the use of a stratification strategy and the establishment of ideological hegemony. Historical periods covered are: the emergence of the university, 1865-1900, the emergence of the academic system, 1900-1945, and the consolidation of the academic system, 1945-1965. Also considered are power in U.S. higher education, and specifically: ideologies and realities of academic governance and major centers of academic planning. Purposes, procedures, and policy plans in academic decision making for the 1980s are also addressed, along with features of the academic stratification system that exists among institutions, as well as among personnel and curricula. Specific topics include: the expansion of community colleges and marginalization in that sector,…

McIntosh, Billie Jane (1987). A Survey of Native American Personnel and Services in Arizona Higher Education State Funded Institutions. A mailed questionnaire was used to find out where Native Americans are presently employed in higher education in Arizona, how near parity the personnel numbers are, what levels of employment are included, how tribes are consulted for curriculum development and program services, and what Native American curriculums and programs are now available. The survey was conducted from July to November, 1986, and data from 18 public institutions of higher education were examined. Native Americans employed in any capacity equaled only 2% of the total employees in Arizona institutions of higher education as compared to 6% of the total Arizona population. Less than 1% of Native Americans were employed as instructors, counselors, and administrators. The survey revealed some noteworthy inclusion of reservation people in educational planning and program implementation. Specific academic and support programs for Native American students were meager. The University of Arizona had the most diverse and…

Daniel Woofter; Douglas H. Lee; Emelyn A. Martinez Morales; Janelle Wong; Liliana M. Garces; Mike Hoa Nguyen; Nicole Cruz Ngaosi; Oiyan A. Poon; Stephanie A. S. Dudowitz (2023). Racial Stereotypes about Asian Americans and the Challenge to Race-Conscious Admissions in SFFA v. Harvard. Online Submission, Journal Of College and University Law v48 n2 p369-394. Following the U.S. Supreme Court's 2023 decision in "SFFA v. Harvard" to upend nearly fifty years of legal precedent for race-conscious admissions, this article summarizes arguments grounded in decades of social science research that sought to dispel the erroneous claims put forth by the plaintiffs. In critiquing the inaccuracies and contradictions embedded within the Court's opinion, we argue that SFFA and the Court relied on inaccurate logics regarding race that were devoid of empirical research on the heterogeneity amongst Asian Americans as a racial category. We put forth evidence that contextualizes the racialized experiences of Asian Americans–influenced by historical immigration patterns of exclusion and hyperselectivity–and how they facilitate harmful stereotypes such as the model minority myth. Thus, it is incumbent upon social scientists to actively counteract misinformation and misrepresentation through the continued production and dissemination of empirical… [PDF]

Gorena, Minerva (1996). Hispanic Women in Higher Education Administration: Factors That Positively Influence or Hinder Advancement to Leadership Positions. A national survey investigated the perceptions of Hispanic women administrators in higher education concerning factors that positively influenced or hindered their advancement to leadership positions, and developed a profile of the Hispanic woman senior level college administrator. Respondents were 68 women in four major subgroups (Central/South American, Cuban, Mexican American, Puerto Rican) occupying senior administrative positions (president, chancellor, provost, vice president, or dean). The five major factors in the professional category seen as positively influencing career advancement included education and training, goal-setting, networking, knowledge of mainstream system, and knowledge of the advancement process. Traditional Hispanic cultural values and ethnicity were seen to hinder advancement. Within the category of family factors, personal economic status, parental economic status, and children were perceived to positively influence advancement, and household duties and… [PDF]

Taylor, George R.; And Others (1996). A Synopsis of Minorities in the Workplace: 1900-2000. Data reported by the U.S. Department of Labor, Bureau of Labor Statistics, and Bureau of the Census, and a literature review were used to develop comparative descriptive profiles of the employment status of white U.S. minorities in the workplace. In addition, these data were used to show the progression of African Americans into the workplace from the 1940s onward, especially the progression from service occupations to white-collar occupations concomitant with the passage of civil rights and affirmative legislation from the 1940s to the 1960s. Data assessed covered a broad period from 1900 through projections into the year 2000. Findings from these data sources indicated that multicultural diversity in the workplace is an idea whose time has come. Simply passing legislation does not ensure that meaningful integration and inclusion will occur. Management must set the tone and climate at the workplace and be committed to the integration and inclusion initiative. Many major U.S…. [PDF]

Stevens, Paul (1990). Career Management: Whose Responsibility? Second Edition. All employees are influenced by career management actions at each step of their career. The responsibility for career planning rests with the individual, whereas the responsibility for career development support should be the employer's: career management is a shared decision. Career planning training helps employees to analyze their interests and goals, consider options, and make job-related decisions. Career planning is the individual's counterpart to an employer's human resource planning; work satisfaction, career information and training services, and career guidance are important parts of both. Many issues employees raise concerning their careers are experienced by everyone at some stage of work life: goal setting; career frustration; career change considerations; taking stock; taking control; managing oneself; improving career prospects; getting noticed; seeking promotion; networking; mentor value; career ladders; competition at work; office politics; corporate culture;…

Weaver, Janice; Whitfield, Truman (1991). The Demand of Teacher Education Faculty: Some Factors Influencing Employment. This study investigated the situation regarding current and projected demand for teacher education faculty in colleges and universities in the United States. The study was an attempt to provide data on the immediate past, present, and future availability of teacher education faculty within various fields. The study was also an attempt to determine the degree of influence various factors had on the employment of faculty in teacher education and to determine whether different types of institutions placed different emphasis on various factors. In addition, the study analyzed the nature of the teaching assignment of faculty in teacher education. The member institutions of the American Association of Colleges for Teacher Education (AACTE) were surveyed. Of these, 200 or 28 percent responded. The document presents a detailed report of the findings according to the five parts of the survey instrument used to collect the data: (1) projected faculty needs; (2) projected faculty needs…

Jones, Effie H. (1983). Black School Administrators: A Review of Their Early History, Trends in Recruitment, Problems and Needs. Historical background data and recent research on the distribution and representation of black school administrators (especially superintendents and principals) reveal significant trends. Recent trends show blacks are usually appointed to administrative positions in large urban schools with large minority populations and severe problems. Moreover, white administrators do not actively recruit minorities despite minority underrepresentation in administration. Black school administrators encounter various problems: (1) dwindling job opportunities and federal funds; (2) a scarcity of role models and mentors; (3) negative responses from subordinates; (4) conflicting expectations about black administrators' loyalties; (5) misunderstanding of the dynamics of educational administration; (6) widespread resistance to the employment of minorities; and (7) unreasonable expectations that black administrators can quickly solve difficult economic, social, and racial problems. Black school…

Hutchins, Sally, Ed. (1983). ACCT Trustee Quarterly; Volume 7, Numbers 1-4, 1982-1983. ACCT Trustee Quarterly, v7 n1-4 1982-1983. These four issues of \ACCT Trustee Quarterly\ contain articles on topics of current concern to community college trustees. Issue 1, a special issue, focuses on community college relations with the state and federal governments, providing articles on the need for a national employment policy, liaison with Congress, restoring local control, the partnership approach to human resource development, balancing government control, the power and politics of educational policy, the impact of two-year colleges on government, and a glossary of terms relating to governmental contract. Issue 2 presents articles on imperatives in postsecondary occupational education, intercollegiate athletics, business and college collaboration, the role of community colleges in economic recovery, the evaluation of the college president, and future delivery systems in workforce development. Articles on vocational education, the educational implications of high technology, the growing role of community colleges,…