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…

Phair, Tom Spencer (1975). Changing Characteristics of Newly Employed Faculty in California Community Colleges as Perceived by Deans of Instruction. In this survey-based study, an attempt was made to trace changes in the characteristics of newly-employed, full-time faculty in public California community colleges over a seven-year period. Demographic data, including age, sex, residence, highest degree held, and most recent professional experience of new faculty were collected from all public and private community colleges in California. Selected Deans of Instruction were subsequently asked to give their interpretations of the implications of these characteristics. Results of the survey indicated an increase in the number of new faculty holding doctoral degrees, although fewer new faculty were coming directly from graduate school, and an increase in the number of new faculty with less than master's degrees, due to changing student demands for instructors drawn from the real world of work. An increase in the number of women being selected for employment indicates the growing success of affirmative action programs. The average age… [PDF]

(1973). Women in 1972. A letter of transmittal from the Citizen's Advisory Council on the Status of Women (CACSW) to President Nixon introduces the 1972 third annual report. The central thrust of the report is the recommendation for equal status for women directed to Federal agencies throughout 1972. A detailed discussion of the legislation includes: (1) the Federal and State Equal Rights Amendments, (2) Title IX of the Education Amendment, (3) Title VII of the Equal Employment Opportunity Act, (4) Equal Pay Act, and (5) Executive Order 11246 to develop and implement affirmative action programs. The progress of women's achievement of equal employment in Federal government, Civil Service, and military service positions is reported. Recommendations on credit and manpower training and a report of the public service activities of the council conclude the report. A 57-page appendix includes: (1) lists of women in government, (2) sections on women's rights in the 1972 Republican and Democratic platforms. (3)… [PDF]

Cooke, Eileen D. (1974). Statement for the Subcommittee on Legislative Branch Appropriations of the House Committee on Appropriations, March 22, 1974. This statement by the American Library Association (ALA) for the Subcommittee on Legislative Appropriations of the House Committee on Appropriations endorses the Library of Congress request for funding in 1975 and requests that funding be increased for the Office of Superintendent of Documents for the same period. The value and importance of several activities of the Library of Congress is commented upon, specifically: the National Program for Acquisitions and Cataloging, the PL-480 Program for India, the work of the Division for the Blind and Physically Handicapped, and the Affirmative Action Program. Some of the services of the Office of Superintendent of Documents vital to libraries and the American public are described, and the problems besetting the Office (sharp price increases and backlogged orders, for instance) which have an adverse effect on both groups are discussed. The ALA also urges increased financial support for the Depository Library Program of the Office so that… [PDF]

Pascua, Reynaldo, Jr. (1976). Rural Asian Americans–An Assessment. A Report of the Yakima Valley Asian American Task Force. Underlying this report on Asian Americans in Central Washington State is the concept that Asian Americans do have common problems, experiences and needs. An extension of this concept is that Asians should point out institutional racism when appropriate, and take their place as members of American society in the dual spirit of self-determination and cultural pluralism. Included in this report are statistics on Yakima Valley Asian Americans, a brief look at the historical process, and a special section headed "Attitudes and Employment". This final section, divided into three topics, is the most important. The employment attitudes toward Yakima Valley Asians are examined in light of the jobs Asians presently occupy, the general employment picture in the Valley, and the area's"Affirmative Action" programs. The problem outlined in the final section requires the concern of Asian Americans and non-Asian Americans. Information was culled from government documents and… [PDF]

Crawford, Chemene (1997). A Demographic Study of California Community College Chief Executive Officers. A survey consisting of multiple choice and free response questions was administered to California Community Colleges (CCC) chief executive officers (CEOs) in fall 1996 to identify some of the similarities in the professional practices and patterns to success among this group. Of 125 CEOs surveyed, 81 or 65% responded. Multiple choice results included: the majority came from within the community college field; most were from blue collar homes; 64% were in their first presidency; more than half had been in their current position for 5 years or less; 69.14% were white; 69% were men; most were between 51 and 60 years of age; 88% had earned a doctoral degree with over half having the Ed.D.; more than half belonged to the Rotary as a civic membership; the majority did not feel affirmative action helped them to become community college presidents; and 74% had a role model. Free response question results included: collective bargaining issues were a major problem; shared governance (brought… [PDF]

Blackwell, James E. (1999). The African-American Experience at the University of Massachusetts Boston: Challenges and Future Directions. Occasional Paper No. 45. This paper presents the history of diversity, equality, and black studies at the University of Massachusetts Boston from the perspective of a professor who helped found the Black Studies Department and worked to promote gender equity. When he first arrived in 1970, Boston was segregated, and there were few black faculty members. He joined forces with a female professor who was concerned about the problems of women on campus, and established the first Affirmative Action Task Force there. They also established a Black Studies program within the department of Sociology. A few additional faculty and staff of color were hired, and an active Black Faculty and Staff caucus was organized. With pressure and assistance from this group, the first person of color was hired as Associate Provost. The professor served on many campus committees to give a voice to the concerns of people of color. The William Monroe Trotter Institute was founded in the 1980s. It assumed leadership in conducting a… [PDF]

Lopach, James J.; Luckowski, Jean A. (2002). Freedom versus Equality in Campaign Finance Reform. Social Studies, v93 n3 p124-129 May-Jun. From the beginning of the U.S., the political values of freedom and equality have received top billing. However, these core values can come into conflict in the making of public policy. For example, affirmative action can provide substantive equality in the form of a job or college admission to some at the expense of others' freedom. The same tension exists in some approaches to campaign finance regulation. One reform is to "level the playing field" by reducing the ability of wealthy citizens to contribute money to candidates and the ability of corporations and unions to contribute large sums to political parties. Giving poorer citizens a louder voice by silencing the voices of those with more money places the value of equality in opposition to the value of freedom. In this article, the authors discuss ways for resolving the conflict between freedom and equality in campaign finance reform. Debate over new campaign finance regulations has prominently occupied members of… [Direct]

(1990). Indicators for Institutional Effectiveness, 1990-1991. Research Report Number 63. Data on ten aspects of the institutional effectiveness of Howard Community College (HCC) are presented in this report. Section 1 provides actual and projected enrollment figures. Section 2 assesses quality of instruction in terms of student survey responses, full-/part-time faculty ratios, and faculty salaries. Section 3 focuses on educational outcomes, including degrees and certificates awarded, goal achievement among students, employer satisfaction with graduates, and student satisfaction with preparation for transfer. Section 4 considers graduation and retention rates, course success rates, cooperative education placements, characteristics of continuing education students, and non-credit course enrollment patterns. Section 5 describes facilities' enhancements, including classroom utilization data on campus and at continuing education sites in Howard County. Section 6 provides graduates' ratings of college services. Section 7 looks at instructional programs planned for fall 1990… [PDF]

(1976). National Apprenticeship and Training Standards for Sign, Display, and Allied Workers Industry. Revised. These national standards are designed to provide a uniform pattern for establishing and operating effective apprenticeship programs for sign, display, and allied workers. Included in the volume are the following: provisions of the standards (definitions, qualifications for apprenticeship, selection of apprentices, terms of apprenticeship, related instruction, ratios of apprentices to journeymen, apprentice agreements, probationary periods, apprentice wages, veterans allowances, credit for previous experience, basic hours of work for apprentices, supervision of apprentices, consultants, accident prevention, adjusting differences, work experience, and certificates of completion); adapting national standards to local use (local joint apprenticeship committees, coverage, duties of local committees, responsibilities of apprentices, modification of standards, filing with the registration agency, and cooperating agencies); and federal laws and regulations affecting the employment and… [PDF]

(1980). Annual Report to the Board of Trustees, School Year 1979-1980. Financial and program information are presented in this five-part annual report summarizing the instructional and administrative activities of Cuesta College and the San Luis Obispo Community College District during l979-80. Part I examines the status of eight areas under the supervision of the Office of Educational Services: curriculum development, evening classes, library services, occupational education, instructional staff utilization, handicapped student services, counseling and guidance, and community services. This section presents enrollment data, library circulation statistics, an examination of faculty workload, and a discussion of the fiscal status of community services after the passage of Proposition 13 in 1978. Part II examines the expenditures and activities that relate to admissions and records, veterans affairs, the bookstore, campus security, student government, athletics, food service, and transportation. Overall financial data are presented in Part III, including…

(1980). Problems in Urban Centers. Oversight Hearings before the Committee on the District of Columbia. House of Representatives, Ninety-Sixth Congress, Second Session on Problems in Urban Centers, Washington, D.C., and the Federal Government Role (June 25, 26, 27, July 23, 24, 30, and September 30, 1980). [Volume I]. Serial No. 96-16. This is a transcript which documents 1980 hearings of the House of Representatives Committee on the District of Columbia. The transcript compares past and present conditions in Washington, D.C. and other American cities; surveys how Federal assistance has helped or hindered the ability of cities to confront urban problems; and explores how Federal government resources can best aid cities. Washington, D.C. receives the most attention (it is called a "prototype of America's major urban central cities"). Other urban centers considered in relative depth are Atlanta, Miami, Watts, and Detroit. The 35 witnesses whose testimony is presented came from universities, research centers, community programs, and government. Special material is presented from newspapers, the U.S. General Accounting Office, the District of Columbia police department and school system, the Congressional Research Service, the National Community Action Agency, the National Urban League, the National Urban… [PDF]

(1996). Building for Reauthorization: Background and Analysis. The report provides background information on the next reauthorization of the federal Higher Education Act, and is intended for college and university financial aid officers. An introductory section chronicles the history of federal legislation for student financial aid. The next section outlines the congressional reauthorization process, including relevant committees, impact of congressional personnel changes, procedures (hearings, committee markup, floor consideration, conflict resolution), the critical factor of costs, and the role of congressional staff in negotiating legislation. Another section is devoted to factors that can influence the outcome of the legislative process including elections and retirements, emergence of leadership, committee membership, and the president and administration. The current reauthorization climate is then examined, exploring such issues as trends in cost of education, program costs, changes in groups targeted by legislation, grant/loan imbalance,… [PDF]

(1979). Massachusetts Career Guidance Handbook. Guidelines to aid in formulating a workable career guidance program at the local level are provided in a handbook for Massachusetts counselors and educators. An overview of the handbook and a position paper of the State Board of Education are presented in chapter 1. The next five chapters discuss (1) program planning and development; (2) school and community resources; (3) laws, regulations, and policies; (4) career guidance techniques; and (5) work exploration and placement. Chapter 2 contains an outline for planning and developing a career guidance program: the planning process (an overview), needs assessment, setting objectives, evaluation, and follow-up. Chapter 3 provides methods and programs for organizing and using school and community resources, including developing a resource directory, career guidance resources, career resource centers, and communicating with the public. Chapter 4 deals with federal and state laws and regulations related to youth employment and to equal…

Losak, John; And Others (1979). Background Information concerning Miami-Dade Community College. Seven essays are presented that deal with the students, instruction, and administration of Miami-Dade Community College (MDCC). First, John Losak considers the M-DCC student population since 1969, providing data on ethnicity, age of students, male/female enrollments, foreign student enrollments, program diversity, skill level of enrolling students, and full-/part-time enrollments. Robert H. McCabe describes the restructuring of programs and policies and the student flow model developed at M-DCC to meet the challenge of increasing student diversity, declining enrollments and financial and public support, and changing federal goals. J. Terence Kelly and Richard Schinoff examine M-DCC policies concerning the academic diagnosis and placement of entering students, discuss various approaches to student advisement, and describe the academic alert program which is used to periodically inform students about their performance in relation to M-DCC's standards of academic progress. Piedad F….

Linnell, Robert H. (1979). Age, Sex and Ethnic Trade-Offs in Faculty Employment: You Can't Have Your Cake and Eat It Too. Age, sex, and ethnic trade-offs in faculty employment in higher education give rise to dilemmas–situations requiring a choice between equally undesirable alternatives. When an over-age-65 faculty member retains a full time position, someone else–probably a woman, ethnic minority, and/or young person–is deprived of a position. The problem of age discrimination against older people becomes the probably worse problem of age discrimination against younger people. Losses to the nation's future are seen in negative impact on young people's professional careers and negative feedback to secondary and undergraduate students who will not consider academic careers. National demographic and enrollment projections and associated faculty requirement forecasts share a pessimistic prediction of faculty demand in the 1980-90s. Recommendations include expanding adult enrollment, increasing retirement and/or quit rates, and providing interim alternative \academic-like\ employment. Given the…