Richer, Stephen, Ed.; Weir, Lorna, Ed. (1995). Beyond Political Correctness: Toward the Inclusive University. This collection of 12 essays examines the history of the discourse over political correctness (PC) in Canadian academia, focusing on the neoconservative backlash to affirmative action, inclusive policies, and feminist and anti-racist teaching in the classroom. It includes: (1) "Introduction: Political Correctness and the Inclusive University" (Stephen Richer and Lorna Weir); (2) "'Political Correctness': An Ideological Code" (Dorothy E. Smith); (3) "PC Then and Now: Resignifying Political Correctness" (Lorna Weir); (4) "Framing the 'Western Tradition' in Canadian PC Debates" (Victor Shea); (5) "Academic Freedom Is the Inclusive University" (Janice Drakich and others); (6) "'Fit and Qualified': The Equity Debate at the University of Alberta" (Jo-Ann Wallace); (7) "Diversity, Power, and Voice: The Antinomies of Progressive Education" (Daiva K. Stasiulis); (8) "Reaching the Men: Inclusion and Exclusion in…

Hixson, Adalyn, Ed. (1998). The Hispanic Outlook in Higher Education, 1997-98. Hispanic Outlook in Higher Education, v8 n1-26 1997-1998. This document consists of all of Volume 8 (26 issues) of the journal, "The Hispanic Outlook in Higher Education," a biweekly journal that addresses issues in higher education for Hispanic Americans. Each issue presents several feature articles, a policy update column called "Outlook on Washington", a description of an exemplary program, and a sample student success story. Among topics addressed by feature articles are the following: minority admissions, the Hispanic Dropout Project, the Hispanic division of the Library of Congress, the Association of Community College Trustees, a new center focused on Spain at New York University, an organization fostering entrepreneurship skills, the distance doctorate, Latinos in baseball, affirmative action at the University of Texas (Austin), open admissions on trial at City University of New York, the National Association of Independent Colleges and Universities, student retention, women in higher education, financing a… [PDF]

Moyer, Kerry L. (1992). Pennsylvania and the State System of Higher Education in the 1990s: Demographics and Trends. This report presents demographics and information on Pennsylvania's state system of higher education and on issues that may influence that system in the 1990s. Following a brief introduction, the first section treats changes in state demographics including migration, minority groups, accelerated aging of the general population, and family housing. A section outlining the changes in the state system of higher education demographics covers human resource trends, enrollment changes, and the changing role of women in society. The next section outlines economic changes including trends in tuition and charges, funding for the state system, future funding from the state legislature, the state's labor force, and employment trends. A look at social changes examines public commitment to education, public responses to social changes, and affirmative action. This is followed by a section presenting a summary of student markets touching on the high school graduate group as well as on increasing…

(1978). The Changing Role of Personnel Officers. SPEC Kit 45. A 1977 Association of Research Libraries (ARL) survey showed that more than 80 member libraries had staff persons designated as personnel officers. In a series of in-depth interviews in the spring of 1978 with some of these personnel officers, the main factors contributing to changes in personnel functions were identified as: (1) a growing number of governmental regulations and guidelines, (2) increasing staff needs and demands within a complex organization, and (3) recognition by library leaders of the importance of committed staff. A concise summary at the beginning of this collection discusses affirmative action guidelines, changes in the nature of the job market, the adoption of faculty governance models, unionization efforts of library staffs, and training and counseling for library supervisors. The kit also contains: (1) documents on changes in personnel functions from University of Connecticut, Duke University, and Princeton University; (2) examples of selection and…

(1986). Equal Opportunity Laws: Topic Paper A. This paper examines the status of U.S. disability-related equal opportunity laws and identifies gaps in coverage, shortcomings and inconsistencies in interpretation and application, and deficiencies in enforcement. Problems with the scope of coverage result from: (1) laws that are not enforceable in federal courts against states, not co-extensive with laws prohibiting discrimination, and not co-extensive with the Federal Fair Housing Act (Title VIII of Civil Rights Act of 1968); and (2) the failure of the Federal Government to use its leverage as a consumer of goods and services. Problems with the language, interpretation, and enforcement of current handicap equal opportunity laws include the absence of reasonable accommodation requirements and standards, failure to spell out elements of nondiscrimination, lack of a clear distinction between nondiscrimination and affirmative action, etc. Also identified are problems in trying to apply traditional civil rights legal standards to…

Neely, Margery A.; Schuley, Marcia (1978). Assessing Competencies for Administrative Positions. Since 1928 when women represented 55% of all elementary school principals, the number of women in educational administration has been declining. In addition to historical trends which brought more men into the education profession, two factors hinder the promotion of women to administrative positions. The first factor is perceived barriers (internal). Women tend to perceive the probability of moving into educational administration as low and thus do not aspire. These barriers could be overcome by changing women's attitudes, life priorities, and/or capability concept. Other barriers (external) seem to be present in the field of vocational education and would be amendable to some educational efforts and to more formalized affirmative action. A second hindering factor is the method of assessing administrative competencies. Since some women's career patterns are different from those of many men, their skills development may also take shape in different situations. These skills may be…

(1981). Reduction in Force–Layoff and Recall. Suggested Personnel Policy Guidelines for School Districts. This document focuses on the issues involved when changes in school district staff size are planned and revises the 1977 document, "Reduction in Force." Because local Oregon school districts have statutory and constitutional authority to reduce force and lay off staff, they need to develop plans for such actions when procedures are not included in their collective bargaining agreements or when supplements to those agreements are needed. When planning for a necessary change in staff size, districts must still ensure that equal educational opportunities are available to all students, that equal student activities are offered for males and females, and that affirmative action procedures and state standard requirements remain intact. Additionally, procedural requirements of the Oregon Fair Dismissal Law and local collective bargaining agreements must be followed. Position descriptions are needed for each type of position to ease reassignments. In writing a plan, districts… [PDF]

Sullivan, Otha Richard (1980). Who Is Testing Black Children and Youth in the Public Schools of America?. Despite research conducted on the testing of minorities, little attention has been given to the issue of the race and training of the test administrator, i.e., the psychometrist or school psychologist. Black children in the present educational system are most often faced with examiners who are culturally, socially, and economically different from themselves. These differences undoubtedly create problems of rapport and may be the cause of disproportionate numbers of black children being identified as educable mentally retarded. There is great inequity in the access to professional training and equal employment for blacks in the field of school psychology. In order to train more blacks as school psychologists and to provide more comprehensive testing of children and youth, the following recommendations might be followed: (1) the implementation of affirmative action hiring programs for school psychologists; (2) Federal efforts to correct underrepresentation of blacks; (3) the…

(1977). Methods of Two-Year College Finance in Selected States. A Supplement to Financial Support for the California Community Colleges, Commission Report 77-3. In order to analyze the California system of community college finance within a national context, a review of recent literature was followed by an intensive study and survey of eight states, chosen to illustrate alternative solutions to California financing problems. National trends among community colleges that emerged included (1) the development of distinct purposes and identities; (2) funding mechanisms which increasingly resemble those of four-year institutions; (3) legally distinct governance and funding; (4) budget review procedures with line-item appropriations; (5) an increasing state share of support with decreasing local support; and (6) the development of the "community college" concept with a wide variety of programs, courses, and activities. Levels of support for students, the arguments and consequences of state/local funding, the variety of finance mechanisms, finance formulas related to affirmative action, and the issues of educational equity and tuition… [PDF]

(1979). Long-Term Finance Plan: Recommendations for the 1980's. In order to establish a clearer sense of what California community colleges are expected to accomplish, to insure adequate resources to accomplish those tasks, and to provide a sounder basis for the assessment of the return of public investment in community colleges, the Board of Governors and the Office of the Chancellor of the California Community Colleges developed a long-range finance plan. The plan incorporates a new process of establishing state objectives for the colleges, asking local districts to plan each year for new and revised programs within the annual state budget process. It envisions a continuation of state fiscal support, through statute, to meet the costs of inflation and enrollment changes. It will expand current state concerns with serving particular student populations to a more comprehensive concern with staff development, student support services, administrative improvement, development of high priority curricula, and affirmative action. The plan is presented…

Lamb, Terry, Ed.; Marsh, John P., Ed. (1975). An Introduction to the Part-time Teaching Situation with Particular Emphasis on Its Impact at Napa Community College. Part-time instructors constitute a growing proportion of community college instructors. They receive no fringe benefits or office space, they are not assigned to faculty committees, and they sign quarter-to-quarter contracts which contain no stipulation of job security, even for the quarter contracted. There are three reasons for hiring part-time instructors: (1) Part-time instructors increase the curricular and scheduling flexibility of an institution, (2) Part-time faculty can be employed to teach at one-third or less the cost of full-time faculty, (3) Factionalization of the faculty discourages faculty collective bargaining efforts. However, there are numerous problems inherent in part-time staffing policies: (1) Lack of formal hiring procedures leads to affirmative action inequities and arbitrary firing, (2) Part-time faculty do not often display a long-term commitment to the institution, and do not maintain professional ties, (3) Lack of evaluation and provision for student… [PDF]

Carter, George E.; And Others (1976). Essays on Minority Cultures. Selected Proceedings of the Annual Conference on Minority Studies (3rd, April 1975). Volume 2. The volume consists of 23 essays which examine interdisciplinary perspectives, grouped by academic areas or viewpoints on various minority issues. Topics include: the existence of a black literary tradition, the international need to develop an analysis of minority conflict and intergroup tension, the conditions faced by migrant workers, origins and attraction to "la causa" in the Southwest embodied in the National Farm Workers Organization, Chicago's experimental Quality of Life Center founded in 1974, Federal and city efforts to improve economic opportunity for blacks in Chicago, dilemmas faced by minority administrators in the 1970's, affirmative action as a model for social change, distortions of the Latin American's history in elementary and junior high school texts, the vision and articulation in Scott Momaday's "House Made of Dawn", the Chicano novel's emergence, Tomas Rivera's "… and the earth did not part" and Raymond Barrio's The Plum Plum… [PDF]

O'Neil, Robert M. (1975). Learner-Centered Education. There is no clear consensus of the term \learner-centered reform.\ Learner-centered reform has become by implication either the cause or the consequence of inflated grades, lowered admission requirements, affirmative action, elimination of language and other requirements, student evaluation of teaching, abandonment of research, and many other ills that afflict the contemporary academy. It is fair to assume that most students attending truly nontraditional institutions probably would not be enrolled at all if only the traditional options existed. Some valid cause for concern about learner-centered reform stems from the consumer protection movement. There is growing concern in this area for external and nontraditional degree programs. There is also growing concern about accreditation. There is a threat posed by learner-centered reform to scholars and teachers of the traditional mold. If the influence of the learner in shaping the curriculum and evaluating his performance expands, it… [PDF]

Loring, Rosalind; Wells, Theodora (1972). Breakthrough: Women Into Management. The book focuses on the many factors involved in recruiting, employing, training, and advancing more women into higher management positions. It is a timely book as employers are pressured by recent legislation requiring equal treatment of women and men and by timetables to work more women into management. The authors deal with actual and proposed changes and explain how and why various practices are out-of-date, as well as providing guidelines for fresh direction. Legal, social, and economic factors are traced; excerpts are included from Revised Order 4 for Federal contractors as a model for changes in practices as related to: affirmative action officers, college/university recruitment, placement agencies, assessment centers, awareness training, sponsorship, promotion, and job policies. One chapter describes the managerial climate while another deals with the societal expectations of women and men in their sex/marital/work roles. A chapter entitled \Managers, Marriages, and Mates\…

Dziuba, Victoria, Ed.; Meardy, William, Ed. (1976). Enhancing Trustee Effectiveness. New Directions for Community Colleges, No. 15. The challenges facing governing boards today have never been greater. Financial constraints, as well as legal questions, increases in teacher militancy, collective bargaining, affirmative action, and other thorny issues, make the job of the trustee increasingly complex. The 16 articles in this sourcebook examine the role of the community college trustee and present recommendations for improving trustee effectiveness. The authors recommend that trustees become more aware of the legal problems inherent in their jobs; that they become skilled in working with state and federal legislators in achieving institutional goals and in curtailing the ever-increasing state domination of community college decision-making; that they engage in continuing self-evaluation; that they work with the president as a management partner, rather than as an adversary; and that they eschew written policies and allow the president maximum flexibility. Also presented are: (1) predictions of the future course of… [PDF]

Loeffler, T. A. (1996). Leading the Way: Strategies That Enhance Women's Involvement in Experiential Education Careers. Women with past or present careers in outdoor leadership were asked to suggest strategies by which outdoor and experiential education programs could increase the number of women employed in the field, and support women in becoming even more successful in their careers. The 25 women interviewed ranged in age from 22 to 44, had 1-25 years experience in outdoor careers, and included program administrators and instructors. Ten suggested strategies are discussed, with interview excerpts and examples. The strategies are: (1) hire and promote more women into administrative and executive positions; (2) offer advanced skills training in single-gender environments; (3) commit to equal opportunity, affirmative action, and other non-discriminatory hiring policies; (4) actively recruit and encourage women to apply for outdoor leadership positions; (5) educate staff and participants about gender issues; (6) increase the number of female participants by offering single-gender programs for women… [PDF]

(1998). Transfer Enhancement Plan. A Report Prepared by the Transfer Task Force. This Transfer Enhancement Plan was prepared by the Transfer Task Force from the City College of San Francisco (CCSF). The purpose of the plan is to improve the transfer success of all CCSF students. This report reviews current transfer structure, efforts, activities, and programs, and identifies successful transfer efforts that should be supported or expanded, as well as issues that must be addressed. Such issues include the low rates of transfer among underrepresented groups such as African American and Hispanic students, and financial barriers to transfer due to low socio-economic status. External factors, such as enforcing Math and English transfer requirements and the rollback of affirmative action, may also hinder transfer efforts. The Transfer Enhancement Plan is divided into four major areas that explore and enhance CCSF's transfer function: (1) college leadership, (2) academic programs, (3) retention/student support services, and (4) access and outreach. In each of the… [PDF]

Brown, Bettina Lankard (2001). Diversity Training. Myths and Realities No. 13. Certain myths cause some people to fear or resist diversity training; other myths overstate its outcomes and effectiveness. Many workers–white males in particular–fear that in the rush for a more diverse workplace, they will lose out. Their fears can be addressed by delivering training in a way that convinces employees that the organization's diversity programs do not seek to displace white males but to prepare workers and managers to work in a heterogeneous environment. Diversity is not synonymous with affirmative action. Successful processes to establish focus and content of training include needs assessment, organization's demonstrated commitment to diversity issues, and organizational communication about the goals and objectives of its specific diversity program. Diversity training programs should help each participant treat other people as those others wish to be treated. Rather than trying to change values, diversity programs should help people look at specific behaviors… [PDF]

(2000). A Re-Examination of Faculty Hiring Processes and Procedures. This paper discusses faculty hiring procedures by highlighting features of previous models adopted by the Academic Senate for California Community Colleges, and by presenting specific recommendations. By 2010, more than 30,000 full-time and part-time faculty will be replaced, and 15,000 additional new hires will be needed to meet the demands of an anticipated half million new students. This document discusses various aspects of this faculty hiring process, such as: (1) the hiring committee; (2) the role of administration; (3) the job description; (4) advertising and recruiting; (5) achieving diversity; (6) paper screening; (7) the interview process; (8) selecting finalists; (9) reference checks; and (10) mentoring the newly hired faculty. The paper concludes with recommendations for local senates, which include: (1) every local academic senate should have an Affirmative Action Committee; (2) faculty must resist the efforts of human resources staff to make substantive decisions about… [PDF]

Leaming, Deryl R. (1998). Academic Leadership: A Practical Guide to Chairing the Department. This book is intended as a practical guide for university administrators, especially those department chairpersons who are new on the job. Chapter topics include: (1) \Advice to the New Department Chairperson\; (2) \Seven Habits of Successful Chairpersons\; (3) \Duties and Responsibilities of Department Chairpersons\; (4) \Providing Leadership\; (5) \Evaluating Faculty Performance\; (6) \Budgetary Matters\; (7) \Recruiting Students\; (8) \Recruiting and Hiring Faculty Members\; (9) \Dealing with Sexual Harassment\; (10) \Avoiding Legal Problems\; (11) \Dealing with Difficult Faculty\; (12) \Building and Maintaining Morale\; (13) \Understanding the Americans with Disabilities Act\; (14) \Total Quality Management in Higher Education\; (15) \Fundraising for the Department\; (16)\Developing Outcome Assessment Programs\; (17) \Communicating\; (18) \Managing Change\; (19) \Time-Saving Tips for Effective Chairpersons\; (20) \Handling Promotion and Tenure Issues\; (21) \Strategies for…

Pavan, Barbara Nelson; And Others (1995). Eight Years Later: Has the Superintendency Changed for Women?. Despite the passage of affirmative-action legislation over the last 25 years, the percentage of women school superintendents has increased at a very slow pace. This paper compares the results of three separate research studies that examined women superintendents in Pennsylvania. One study was conducted in 1985 and the other two were conducted in 1993. The women superintendents in the studies matched the career aspirations of their male counterparts but put forth greater efforts to obtain their positions. Although the female administrators of 1993 were older, more likely to have a doctorate, more likely to be married, and somewhat more experienced than the 1985 respondents, they shared a strong motivation to make schools a good place for children to learn. In addition, the women had to demonstrate "toughness" and the ability to survive in the male-dominated world of educational administration. A conclusion is that an increased proportion of women administrators is more… [PDF]

(1988). Women Hold Up Half the Sky. Report on the World Conference of Organizations of the Teaching Profession Caribbean Conference of Women in Education (Kingston, Jamaica, April 5-10, 1988). These conference papers are concerned with the perception of women in their roles as professionals and the current climate in education for the women of the Caribbean region. Among the presentations are: "Women in Education" (F. Saunders); "Teachers Organisations as Trade Unions" (Audley Gayle); and "Women in Jamica's Education System" (Rose Marie Vernon). School curricula continue to show little change from traditional offerings and the majority of female students continue to follow the paths already open to women. Policy-makers must take definite affirmative action to move the changes along and address the issues, including on-going representation to the "corridors of power." Teacher organizations are urged to involve women at more visible levels, especially in areas traditionally led by men. Statistical information and data about women in these countries are included as well as the conference program, a list of participants, and a paper…

Fracek, Eugene E. (1980). Office of Indian Education Survey Results: Indian Self-Identified Certified Staff (ISICS), Fall 1980. Developed to meet baseline and support data needs for affirmative action programs, certification standards, and distribution of Indian educators in schools in South Dakota, the Indian Self-Identified Certified Staff (ISICS) Survey presents data received and compiled during August to November 1980. An analysis of student enrollment information is provided on the 305 schools in South Dakota which include public schools, Bureau of Indian Affairs (BIA) schools, non-public schools, and special education schools. Significant findings include: 174.5 ISICS account for approximately 1.7% of the 10,449.94 Full Time Employees (FTE) of the 209 schools that responded to the survey; approximately 63% of the ISICS are employed in 14 of the 16 BIA schools; ISICS account for approximately 0.6% of the 9,141 FTE's of the 188 public schools; and the 14,809 Indian students account for 10.45% of the 141,675 students enrolled in the 305 schools. A breakdown of Indian student enrollment indicates: of…

Fracek, Eugene E. (1982). Office of Indian Education Survey Results: Indian Self-Identified Certified Staff (ISICS), Fall 1982. Developed to meet baseline and support data needs for affirmative action programs, certification standards, and distribution of Indian educators in schools in South Dakota, the Indian Self-Identified Certified Staff (ISICS) Survey presents data received and compiled during August to November 1982. An analysis of student enrollment information is provided on 300 schools surveyed which include public schools, Bureau of Indian Affairs (BIA) schools, non-public schools, and special education schools. Findings of the returned ISICS surveys indicate: 210 ISICS account for approximately 2.0% of 10,316.2 Full Time Employees (FTE's) of the 287 schools that responded to the survey; 136 ISICS in the 15 BIA schools returning the survey account for approximately 64.8% of all ISICS in all schools returning the survey; ISICS account for approximately 0.7% of the 9,000.4 FTE's of the 187 public school districts; and a general increase in ISICS in most category areas (teacher, administrator, and…

Pavan, Barbara Nelson (1989). Searching for Female Leaders for America's Schools: Are the Women To Blame?. In spite of affirmative action efforts, the percentage of female school administrators has barely risen since 1970. When nearly half of the educational administration students are women who are completing both certification and doctoral programs in record numbers, this seems especially puzzling. As it has become more difficult to blame the shortage of women administrators on their unwillingness to earn the necessary credentials, there has been a shift toward blaming women for not applying for the jobs. While all the studies conducted in the 1970s found that men were much more persistent in their job search efforts, the results of studies done in the 1980s indicate a change in that pattern: women were more likely to be making greater job search efforts than men. Additionally, studies revealed that men are twice as likely as women to be preselected for the position of secondary school principal and women reach this administrative position only after much effort. The only… [PDF]

(1986). Work in America: Implications for Families. Hearing before the Select Committee on Children, Youth, and Families. House of Representatives, Ninety-Ninth Congress, Second Session. This hearing explored the value of work, and how changes in the economy and the composition of the work force have affected families. Witnesses (1) reported data on such topics as the kinds of jobs currently available, women's participation in the work force, unemployment, and labor force growth over the next decade; (2) argued that the economy is largely structured to complement the 19th century model of marriage, and that anti-discrimination and affirmative action legislation, along with upgrading of female-dominated jobs, is needed to facilitate the development of egalitarian marriages; (3) argued that the welfare poor do not work because of the permissive character of government policy; (4) discussed the economic contribution of women to family well-being, gender differencs in labor market positions and earnings, and the implications of research findings for policy; (5) reported on studies of black Americans and the relationship between rapid displacement of unskilled industrial… [PDF]

Rivera, Manuel G. (1985). El Cedazo: Sifting and Shifting or The Hispanic Participation in the Management of the California Community Colleges: 1973-83. The results of a search for Spanish surnames in the personnel directories of California Community Colleges for the years 1973-1978 and 1979-1983 indicate that, for the most part, Hispanics have not advanced into managerial positions in California Community Colleges in spite of affirmative action programs, legislation, and litigation. Over the 10-year period, 59% or 41 of the 70 districts have never hired a Hispanic in a district administrative position. For 8 years there was only one Hispanic superintendent-president (chancellor), until 1982-83 when the number increased to three. Only 29 Level 2 and 30 Level 3 administrative positions were filled by Hispanics. Urban areas with the exception of the San Diego area and Sacramento contained most of the Hispanic administrators, with southern California leading the way with 37 entries during the decade, followed by the San Francisco Bay Area with 28. Twenty-eight community colleges have not employed a Hispanic for a management position in…

(1983). Greater Baltimore Commitment: A Study of Urban Minority Economic Development. This report examines some of the barriers to black economic development in Baltimore (Maryland) and discusses the extent to which blacks have participated in or benefited from revitalization projects in the city's downtown area. Background information on black businesses in the United States in general and Baltimore in particular is provided. Affirmative action steps that have been taken by the city are described, including the use of Urban Development Grants (UDAG) and Community Development Block Grants, and loan programs initiated by the Greater Baltimore Committee for starting and expanding businesses owned by socially or economically deprived individuals. The report notes that more still needs to be done to involve blacks in Baltimore's economic development. It is pointed out that high unemployment rates have severe effects upon minority economic development, due to a shift from a blue collar to a white collar economy. Based on the findings of this study, a number of… [PDF]

Mungazi, Dickson A. (1987). Education and the Quest for Human Completion: The African and Afro-American Perspectives Compared. This paper examines the concept of human completion, as applied to both the African and the Afro-American experience, and how the search for completion by the individual influences the collective society. The theoretical concepts of Paulo Freire and Albert Memmi are applied to both groups. Both groups have been denied equal opportunity for education and self-realization. Voting has been used as a means to achieve social and educational goals but has been ineffective when it was not combined with the education necessary to provide critical analytical skills. The search for self-liberation has led to social conflict, as the power structure has prevented the minority from achieving its goals. The conclusions drawn include: (1) that collective action is not possible without individual action, which in turn depends upon the education of individuals; (2) that affirmative action programs are vital in assisting blacks in achieving education; (3) that collective action appears to be fading… [PDF]

Wang, Peter (1980). The Changing Ethnic Population and Its Impact on School Districts in California. A report by the California State Department of Education described the impact of a major change in student ethnic enrollment throughout the state. Not only has there been an increase in the numbers of minority students, but there have also been shifts in the concentration of minority students and increases in the number of Limited English Proficient (LEP) students. These changes have posed problems for school districts such as the need to avoid racial or ethnic segregation, and the need for multicultural education and affirmative action employment programs. Increased racial tension, limited resources to effect changes, inability to deal with the needs of minority students, and difficulty in meeting the needs of LEP students are also identified as problems. Among the alternatives available to assist school districts in coping with the new trend are: (1) establishment of a formula so that school districts can financially meet the needs of a changing student population; (2) efforts on…