(1996). Fighting Words. The Politics of Hateful Speech. This book explores issues typified by a series of hateful speech events at Kean College (New Jersey) and on other U.S. campuses in the early 1990s, by examining the dichotomies that exist between the First and the Fourteenth Amendments and between civil liberties and civil rights, and by contrasting the values of free speech and academic freedom in the university to the failure to provide equal protection to students. An introductory chapter reviews the precipitating events at Kean College, when speakers from outside the college (Leonard Jeffries, Khalid Abdul Muhammad, and Louis Farrakhan) polarized the campus. African Americans felt their cultural event had been treated with disrespect; Jewish students, faculty, and staff were upset that a speaker known for anti-Semitic attitudes was allowed to speak without confronting those whom he defamed; Hispanics saw a plot to get rid of the Hispanic president. Succeeding chapters cover changing U.S. demographics and attitudes; the…
(1981). Women in Higher Education Administration: Status and Strategies. Administrator's Update, v2 n3 Win. The status of women in higher education administration and strategies for increasing their numbers are considered, based on research studies on women and job structures in higher education, and from information on organizations and programs. General observations based on the studies include the following: women are underrepresented in major college policy-making positions and are clustered in low-level and middle-level stereotyped administrative positions; the problem is especially severe for minority women; women administrators are paid less than male administrators; the structure of the job market in higher education limits opportunities for women in higher education administration; and steady-state conditions in colleges and universities will jeopardize recent gains for women. Strategies to improve the situation may involve national and regional organizational activities and institutional practices and programs. Specific women's organizations and councils/caucuses of more broadly… [PDF]
(1977). Federal Regulations at Franklin and Marshall College. Administrators were interviewed at Franklin and Marshall College, a small private liberal arts college in Pennsylvania, to learn the impact of federal regulation on the institution. These issues were discussed: (1) what federal regulations affect the interviewee's responsibilities and which are of greatest concern; (2) how the interviewee assesses the costs and benefits of the regulations; (3) ways in which the tone and operation of the offices have changed; (4) what files or position papers might aid in analyzing the changes; (5) how regulations have shaped the college as an institution; and (6) how the interviewee assesses the administration of the regulations and their general consequences. A discussion of the survey results includes the following issues and elements: financial and time costs; regulatory costs and the institution as an employer; occupational safety; physical plant; legal costs; the Employee Retirement Income Security Act; the college as a nonprofit institution;…
(1997). Master Plan Policies for Illinois Higher Education, 1997. This document presents new or revised master plan policy statements for various segments of Illinois higher education. Chapter 1, on statewide goals and organization, lists goals for Illinois higher education, for coordination and planning, for the Board of Higher Education membership; and briefly discusses the organizational structure of public higher education institutions in Illinois. Chapter 2 presents institutional focus statements for public universities (Chicago State University, Eastern Illinois University, Governors State University, Illinois State University, Northeastern Illinois University, Northern Illinois University, Western Illinois University, for Southern Illinois University at Carbondale and Edwardsville, and for the University of Illinois at Chicago, Springfield, and Urbana-Champaign); public community colleges; and independent colleges and universities. Chapter 3, on instruction, offers policy statements concerning undergraduate education, workforce preparation,… [PDF]
(2021). Racial Preferences. Blueprint for Reform. James G. Martin Center for Academic Renewal Today, colleges and universities use overt admissions preferences to create student bodies that reflect the ethnic, racial, or gender demographics of the population–at the expense of academic merit and preparedness. While the original aim of the policy was to end discrimination and promote fairness, it has led to unequal treatment on the basis of race, gender, economic status, and national origin. There is evidence that racial preferences not only fail to provide any long-term equality, but also hurt minority students, especially those whom it claims to help. In this document, the Martin Center recommends steps that legislatures, university boards, and faculty governing committees can take to end the use of racial preferences on college campuses and recommit themselves to nondiscrimination, equality of opportunity, and academic freedom…. [PDF]
(1996). Anti-Immigration Movements in the 1990s: A New Perspective in the Post Cold War. The United States has been through anti-immigration movements every few decades since its founding. A new face of the anti-immigration movement can be seen emerging from current events including: (1) California's Proposition 187, under which illegal immigrants are barred from public education and teachers are required to report illegal immigrants and their children to authorities; (2) House of Representatives welfare reform initiatives including student financial aid cuts and cuts in job training; and (3) various ordinances making English the official language. An important aspect of the current anti-immigration sentiment is opposition to Hispanic and Asian immigrants, as opposed to Anglo Saxon immigrants. This focus on non-Anglo immigrants underlies a larger conflict based on socioeconomic disparity, with children and their education often getting caught in the middle. The confused politics of liberals and conservatives as they address immigration and related issues, such as… [PDF]
(1993). B-WEST Regional Workforce Training Center. Building Workers Entering Skilled Trades. Employer Training Guide. This guide, which was developed during the B-WEST (Building Workers Entering Skilled Trades) project, includes materials for use in training and providing on-site consultations to contractors, managers, supervisors, office/technical staff, and others in two areas: diversity in the workplace and sexual harassment in the workplace. Part 1, which deals with managing a diverse work force, is divided into two sections. The first section includes the agenda and instructional materials for a presentation on what managing diversity entails, values that shape attitudes toward business and work, work force issues, the changing business climate, and sensitive issues in the workplace, and the second section contains a workshop plan and handouts from a published training guide. The first half of Part 2 consists of text, a 33-item bibliography, and a sexual harassment awareness test excerpted from a published training guide; the second half consists of excerpts from a 1992 employer's guide to… [PDF]
(1993). Faculty Handbook for Full-Time Instructors. Revised. Designed for use by full-time faculty at Illinois Valley Community College (IVCC), this handbook provides information regarding responsibilities, procedures, and available services. The first section provides a calendar of campus events for 1993-95, a hierarchical chart of instructional administration, and information on the responsibilities of full-time instructors at IVCC. This section also presents a chart of IVCC's expectations of faculty with respect to attendance and participation in campus activities, a list of responsibilities of full-time counselors, and information on tenure. In addition, this section offers practical suggestions for scheduling classes, a description of a separate handbook on minimum teacher qualifications, and procedures for obtaining competency status for a course. The second section describes campus support services, facilities, and use policies, as well as guidelines regarding professional travel, leaves of absence, student admissions/class attendance,… [PDF]
(1991). Economic Development and Employment Opportunities for American Indians. American Indian unemployment remains high despite efforts by tribes and the federal government to improve employment opportunities. Persistently high unemployment among Indians has resulted in low family incomes and high poverty rates relative to Whites. Particularly serious on reservations, these continuing problems are related in part to low educational attainment and poor health among American Indians. Federal agencies and programs that affect employment are the Bureau of Indian Affairs, Indian Health Service, Department of Agriculture, Office of Elementary and Secondary Education, and federal employment programs. Policies and strategies to address employment problems emphasize Indians as: members of tribes administered by tribal governments; members of a minority group; or members of a larger disadvantaged group in need of better education and training. The evidence suggests that strategies relying on tribal governments have had limited success but have been hampered by lack of… [PDF]
(1992). Recruiting Trends 1992-93: A Study of Businesses, Industries, and Governmental Agencies Employing New College Graduates. 22nd Anniversary Edition. This report examines expectations of employers hiring new college graduates for the 1992-93 labor market, based on a survey of 504 organizations. Survey questions focused on: anticipated changes in job market demand and hiring trends for new college graduates; expected starting salaries; campus recruitment activities; salaried employees in overseas locations; minorities, women, and foreign nationals hired for 1991-92; new hires with no experience last year; international placement programs; reorganization activities and results experienced; advice for new graduates who cannot find jobs; shortages of qualified women and minority candidates; anticipated change in starting salary offers; estimated starting salary averages; offers of \parachutes\ to new college graduates; campus visits last year and expected this year; new and emerging occupations; job categories yielding most employment opportunities; compensation plans and retirement benefit packages; characteristics of outstanding… [PDF]
(1993). Report of the Provost's Committee on the Recruitment and Retention of Women Faculty. A committee studied the recruitment and retention of women faculty at Stanford University (California). The committee gathered data in four ways. First, they looked at Stanford-wide data on number and percentage of women faculty by school and department and reviewed faculty salary information by gender. Second, they compared Stanford data with data from comparable institutions for number and percentage of women. Third, they collected data on the experiences of faculty members through focus groups of a stratified random sample of junior faculty and young senior faculty; through review of questionnaires returned by faculty members; and through telephone interviews with a matched sample of faculty women and men, who had left Stanford in the past 5 years. Fourth, they spoke with department chairs about their recruitment and retention procedures and with chairs of recent faculty search committees about their recruitment procedures. Fifth, they gathered information on the use of the…
(1983). In Search of a Community College President. Designed for governing boards, search committee members, and aspiring community college presidents, this booklet examines different institutional procedures involved in the search for and selection of a community college president, and outlines relevant problems and issues that should be considered at various phases of the process. After introductory material highlights the time and money involved in the search process, two models for the in-house presidential search are reviewed. Based upon these models, a basic framework for presidential searches is presented consisting of the pre-planning phase; the appointment of an acting or interim president; the creation of a presidential search committee; board review and update of institutional objectives; determination of the president's role, job description, and qualifications; solicitation of nominations and applications; screening, assessing, and narrowing the pool of applicants; selection of a new president; and making the offer and…
(1986). Public Higher Education and Black Americans: Today's Crisis, Tomorrow's Disaster?. Declines in high school and college attendance and completion for blacks, factors that contribute to this decline, and strategies for improvement are addressed by the Chancellor of the State University of New York. Black youth attend college disproportionate to their representation in the population, in large part because of the high school dropout rate. Blacks attending college are much less likely to complete a baccalaureate program than whites, and too few black graduate and professional students enter promising fields. Black women outnumber black men on college campuses by a substantial margin. Important variables in educational attainment are the self-image and aspiration of black youth and the pervasive stereotype that blacks are academically deficient. A broad-based effort to foster stronger, more competitive, achievement-oriented self-images is advocated. The role of the family and values such as discipline, hard work, and ambition are emphasized, as well as an important…
(1986). Community Work Development: A Marketing Model. This manual is concerned with developing community-based work for persons with disabilities, particularly disabled workers in segregated settings and individuals who are considered not yet ready for or capable of work. The first part of the publication deals with the following topics: the concepts of community, work, and severe disabilities; the pros and cons of a two-client model; marketing principles (strategies for developing a business approach and product definition and development); provision of company services (assessment, goal setting, intervention, and monitoring); job positions as variables and job creation as problem solving; and organizational implications for agencies (implications for a marketing approach and for community programming). The second part of the guide consists of case studies of a manufacturer of small electronic motors, a bakery, a power company, and an apartment complex. Concluding the guide is a descriptive listing of 48 different services that… [PDF]
(1985). Guidance and Counseling: Ensuring the Rights of Students. Guidance counselors believe that all students, regardless of sex, race, handicap, or national origin, have an inherent right to make informed career decisions, and to manage their own lives. A variety of barriers sometimes prevent the realization of this ideal for women, minorities, handicapped persons, and ethnic groups. Counselors must address these barriers to occupational equity. These barriers include negative beliefs, cultural blindness, white male standard, occupational stereotypes, limited role models, lack of occupational skills, lack of career management skills, inadequate counselor preparation, weak career guidance programs, little adult guidance, discriminatory employment practices, and biased materials. Activities which may prove useful to address barriers include: (1) increasing counselors' awareness of cultural differences; (2) analyzing enrollment data to identify disproportionate enrollments in vocational programs; (3) ensuring that counselors can communicate with… [PDF]