(1981). The Condition of Public Elementary and Secondary Education in Connecticut. Fiscal Year 1979-80. Volume 1–The Annual Report of Programs and Evaluations of Connecticut State Board of Education. Program activities of the Connecticut State Board and State Department of Education for fiscal year 1979-80 are summarized in this report, with additional program data for the two preceding fiscal years. Introductory sections highlight the state's comprehensive educational goals and planning, its efforts to equalize statewide school expenditures, and its restructuring of the state department of education. The next section describes the activities of the Office of the Commissioner of Education affecting affirmative action, state board relations, legislative and public relations, and policy and planning. Then, for the 41 units or programs in 13 bureaus grouped under five divisions, the report discusses the need for each program; its goals, objectives, and activities; performance indicators related to its objectives; a summary evaluation of its impact; and a financial report of its personnel and grant expenditures. The five divisions comprise administrative services, instructional… [PDF]
(1977). Institutional Characteristics Affecting Minority Admissions and Enrollment Levels at State Universities in Ohio, 1973-1976. The factors affecting the admission and enrollment of minority students at the 12 state universities in Ohio were studied through campus visits, questionnaire administration, and correlation and multiple regression analysis of the findings. Summaries are presented on minority recruitment and retention efforts at each university for the following offices: admissions, financial aid, affirmative action, minority affairs, student affairs, academic affairs, social and cultural activities, black/ethnic studies, and black/ethnic cultural centers. Predictor variables that were isolated for analysis were: cost, federal financial aid, distance from a cultural center, strength of black studies programs and black cultural centers, and strength of minority and special service programs. Figures were obtained for full-time, main-campus, entering undergraduate freshmen for each fall session from 1973 to 1976. The statistical analysis suggests that the major factors affecting minority student… [PDF]
(1978). The Universities and Federal Regulation. The impact of increasing federal regulation on American universities is discussed based on an informal survey of senior academic and administrative officials in 13 public and private universities. As government regulation is becoming more intensive and compliance more resource- and time-consuming, government is perceived as having little appreciation for the power and value of academic freedom. With stipulated administrative procedures and required bureaucracy have come pressures toward centralized institutional decision making and away from the traditional decentralized collegial style. The need to recognize the differences between universities and other types of institutions is emphasized. The most serious challenges to institutional freedom are imposed by the implementation of federal affirmative action and costing policies administered by the Department of Health, Education, and Welfare. The heart of the debate over regulation and autonomy is the concern to protect traditional…
(1978). Broward County Employers' Training Needs Assessment. An assessment of the training needs of Broward County, Florida, employers was conducted: (1) to determine the existing training needs of large businesses, industrial firms, and local units of government; (2) to determine which educational agencies in the county could fulfill these needs; and (3) to inform the companies of the results in order to begin planning for needed programs. From the 830 employers who had 50 or more employees, a stratified random sample of 400 employers responded to questionnaire interviews. Variables studied included: geographical area, company type (occupational category), employee qualities, types of positions or job categories (current numbers employed in each and one-, two-, and five-year projections), recruitment, current training, identified training needs, incentives, interest in training programs, employment of handicapped, and affirmative action plans. Findings indicated numerous training needs, primarily in the medical and industrial fields. Many of… [PDF]
(1979). Administrative Plans. STIP II (Skill Training Improvement Programs Round II). Personnel policies, job responsibilities, and accounting procedures are summarized for the Los Angeles Community College District's Skill Training Improvement Programs (STIP II). This report first cites references to the established personnel and affirmative action procedures governing the program and then presents an organizational chart for the District showing the position of the STIP II programs. Job descriptions are then provided for three members of the Administrative Office staff: the Director of Instructional Services, the Coordinator of Comprehensive Employment and Training Act (CETA) Programs, and the STIP II accountant. Next, organizational charts and job descriptions are presented for each of the STIP II components: (1) the computer programming component offered by Los Angeles Southwest College; (2) the programs in welding, electronics, machine shop occupations, and automatic vending machine maintenance offered at Los Angeles Trade-Technical College; and (3 and 4) the…
(1973). An Introduction to Career Education. Offering an overview of the development of the career education concept, its philosophy, and its implementation in existing programs, the document traces the history of career education movements, defines the term \career education,\ and provides a basis for an understanding of the comprehensive nature and scope of career education. It discusses a variety of career education models, career development opportunities in terms of crisis and developmental solutions, and the integration of career development programs into existing systems. A comprehensive career education model within the framework of total services delivery and guidelines for its implementation are presented. A unit on coordinating guidance and counseling activities provides examples of various approaches and systems. Over 100 pages of appendixes offer: (1) excerpts from affirmative action legislation; (2) the Sheboygan, Oregon, and Iowa models; (3) Dictionary of Occupational Titles (DOT) occupational categories and…
(1974). New Horizons in Cooperative Education: Project Report. This document presents a comprehensive overview of cooperative education programs in the San Mateo Community College District. There are three plans which provide regular work experience related to college studies and career goals. The Alternative Semester pattern allows two students to hold one full-time position by exchanging work and study schedules every semester. The Parallel Plan is coordinated to allow a student to work part-time and study part-time. In the Extended Day or Evening College New Careers pattern, special arrangements are made for college studies related to full-time employment. The employers cooperate in work assignments and supervision. Learning retention, academic success, career and affirmative action opportunities, and alternative education possibilities for the nontraditional college student have all improved. Two high priority problems have become apparent–the lack of program orientation to include liberal arts transfer students in cooperative education,… [PDF]
(1999). Workplace Diversity Issues. This document contains three symposium papers on workplace diversity issues. "Expanding Theories of Career Development: Adding the Voices of African American Women in the White Academy" (Mary V. Alfred) questions the validity of existing career development models for women and minority groups and examines the professional development of five tenured African American women at predominantly white research universities in a study based on a life history approach. "The Relationship between Selected Variables on Diversity and the Implementation of Diversity as Successful Corporate Culture Change Programs" (Clarence E. Whittenburg, Dennis G. Tesolowski, Melissa H. Marcus, Clinton H. Isbell) reports the results of a study that support the theory that work force diversity initiatives closely aligned with affirmative action initiatives are more likely to result in backlash than those aligned with managing diversity as a business necessity. "Diversity…
(2001). Diversity in the Work Force. The Highlight Zone: Research @ Work No. 4. A literature review was conducted to identify critical work force diversity issues in today's changing workplace and identify ways organizations and career and technical education (CTE) practitioners can increase work force diversity. A broad, all-inclusive definition of diversity was developed that focuses on how diversity affects individuals and organizations and emphasizes communicating a concept of diversity as more than race, gender, affirmative action, and equal employment opportunity. Diversity management strategies belonging to the following six categories were discussed: needs assessment; organizational commitment; business strategy; systems and procedures that support diversity; integration and implementation; and assessment and refinement. The following were among the recommendations offered to CTE practitioners concerned with increasing and managing diversity in the work force: (1) realize that having the ability to work as a team member is a marketable skill and that… [PDF]
(1999). Higher Education Trends (1997-1999): Legal Issues. ERIC-HE Trends. Historically, legal issues have not been well represented in the higher education research literature. Two sources, however, regularly discuss legal issues: the Journal of College and University Law and the Chronicle of Higher Education. Three main themes emerge in the literature on legal issues: (1) rethinking and refining of traditional policies; (2) the rise in campus issues; and (3) technology. The little research in the higher education journals or at conferences that relates to issues of academic freedom, faculty collective bargaining, and tenure tends to define these issues philosophically rather than from a legal perspective. Literature on copyrights, patents, and research involving human subjects is minimal. New literature, mostly opinion pieces, continues to be written about ambiguous issues that emerge in cases involving affirmative action, sexual harassment, discipline, due process, discrimination, and athletics, but research is needed on the erosion of immunities and… [PDF]
(1999). Shattering the Myths: Women in Academe. Although significant advances have been made since 1970 to increase women's participation in higher education, women's equality is a myth, especially among academic leaders such as senior faculty, department chairs, deans, and administrators. Data show that academic women suffer disparities with respect to men by almost every indicator of professional status, including rank, salary, tenure, job satisfaction, and working conditions. Factors contributing to this continuing inequality include challenges to affirmative action, the corporatization of the university, and the increase in the number of non-tenure track positions. In addition, cultural, attitudinal, and structural constraints continue to inhibit women's progress. Change is needed in policy, attitude, and organizational culture and that women must take a political role in the struggle for their own success. Individual chapters have the following titles: "The Personal and the Professional: Becoming a Feminist";…
(1990). Accomplishments in Faculty and Staff Development, 1988-1990. In spring 1989, the California Legislature provided $5 million for faculty and staff development at California Community Colleges during the 1988-89 fiscal year. Another $5 million was allocated in July 1989 for 1989-90. These funds, allocated under Assembly Bill (AB) 1725, were provided for each campus to establish an advisory committee composed of faculty, classified employees, and administrators; to conduct a staff development needs assessment; to develop a plan to meet those needs; and to implement the planned activities. In April 1990, the Chancellor's Office requested that each college provide information on any faculty and staff development activities, explaining whether such activities were financed through AB 1725 or with District funds, and providing statistics on the number of people participating in each development activity. The colleges were asked to provide information on: (1) any outstanding activity financed with AB 1725 funds; (2) any activity relating to…
(1995). Historical Development of the Concept of the Multicultural Personality: A Mixed Ethnic Heritage Perspective. The Mestizo (mixed ethnic heritage) Civil Rights Movement in the United States can be divided into five phases: Pre-Civil Rights, Civil Rights, Bilingual-Multicultural Education, Political Conservatism, and the current period, an Assault on Civil Rights. The paper describes how a personal research career has been influenced by the different stages of the Movement, and work on the concept of the multicultural personality has closely reflected its various phases. The Movement not only provided multicultural models such as Cesar Chavez, Malcolm X, Dolores Huerta, Martin Luther King, Jr., and Rosa Parks, it also provided a liberating force from racist, sexist, and cultural and genetic superiority paradigms of the social sciences. A personal account of the development of the concept of the multicultural personality is given, and a description of the instruments which were designed to assess multicultural personality processes is also provided. The anti-affirmative action trend of today's… [PDF]
(1991). Collective Bargaining in Higher Education and the Professions. Bibliography No. 19. This bibliography, part of an annual accounting of the state-of-the-art in collective bargaining in higher education and the professions, lists research and writings published in 1990. The bibliography is divided into five parts. Part I is devoted to those publications concerned with college and university faculty; subjects include (among others) affirmative action, AIDS (Acquired Immunodeficiency devoted to those publications involving faculty and include the governance, merit pay, quality of worklife, retirement, salaries, tenure and promotion, and sexual harassment. Part II deals with financial assistance that is part of the package, the procedures governance, merit pay, and sexual harassment. Part II deals with professions and professionals and includes publications covering the health care, sports, and nursing professions. A total of 846 items are listed in Parts I and II. Part III provides lists of number are provided. An alphabetical index to financial aid programs is… [PDF]
(1983). Using Regression Analysis to Determine Inequities in Faculty Salaries. AIR 1983 Annual Forum Paper. Linear regression models that predict faculty salaries from professional and affirmative action variables were developed to validate promotion and merit criteria, set a starting salary scale, and identify possible systematic and individual salary inequities. All 377 full-time teaching faculty and librarians (309 men and 68 women) employed by a public four-year college in fall 1981 were investigated. Four stepwise multiple regression analyses were performed. Rank, age, year of appointment, department chair status, librarian status, and sex all affected salary significantly; while tenure, race, and citizenship did not. Contrary to hypothesis, removing rank and tenure from the model did not unmask a sex effect. The uses of regression models in studying faculty salaries are discussed, as are the following five weaknesses: (1) the validity of the model is affected by the choice of variables, (2) variables of interest may be difficult to operationalize, (3) regression analysis assumes all… [PDF]