(1979). Sponsored Research as a Solution to Four Pervasive Problems in Graduate Education. AIR Forum 1979 Paper. Four problems that will be of major concern to academic institutions granting graduate degrees in the coming decade and ways in which sponsored research can help solve them are discussed. The four problems are defined as: (1) the threat posed to research performed by faculty by increased teaching loads; (2) the increasing lack of opportunities for new graduates of doctoral programs to join faculties; (3) the continuing pressures that academic institutions are under to increase the number of women and minorities on their teaching staffs; and (4) the changing employment prospects of students completing their graduate degrees, and thus the skills they need to acquire. A five-point model is proposed which is designed to provide a solution to each of these problems through the generation of sponsored research. The model incorporates practical experience for students in their fields; use of grant monies to provide financial aid for students; active involvement of professors in research in…
(1977). Old Age, Handicapped and Vietnam-Era Antidiscrimination Legislation. Labor Relations and Public Policy Series No. 14. This book brings together materials, cases, and opinions regarding the Age Discrimination in Employment Act of 1967, the Rehabilitation Act of 1973, and the Vietnam Era Veterans' Readjustment Assistance Act of 1974; analyzes these materials; and examines their impact on employer personnel policies. These laws represent, in a sense, a relatively underdeveloped but potentially highly significant aspect of a continuing and expanding public policy of creating an ever-increasing number of protected groups that already comprise a majority of the labor force. A section of the book is devoted to each of the three acts. The final section is concerned with questions of public policy that have been found to exist in the administration of the laws and that are probably inherent in complex legislation designed to regulate industrial relations and personnel administration. Summaries of laws, excerpts from legislation, and other supplementary information are contained in appendixes. (Author/IRT)…
(1977). Chapter 622: A Guide for Administrators. Massachusetts's Chapter 622 and U.S. Title IX regulations both prohibit discrimination by educational institutions. This guide is designed to assist administrators, particularly in Massachusetts, in complying fully with the spirit and letter of these regulations. The guide is divided into thirteen chapters, seven of which use parallel format to cover application of the regulations and compliance techniques to seven specific program areas: admissions, curriculum, guidance, extracurricular activities, scholarships and awards, inservice education, and personnel practices. Other chapters deal with the role of the 622/IX coordinator, annual requirements, complaints and grievances, systemwide planning, organizational dynamics, and resource usage. Five basic practices are encouraged through all these chapters: thorough planning, the involvement of staff at all levels, careful strategy development, research on new educational directions that can be developed through implementation of the…
(1976). Results of Workshop on Research Needed to Improve the Employment and Employability of Women. The purpose of this workshop was to review research needs already identified, to determine other areas in which research needs are not being met, and to establish priorities among these areas. The recommendations which were made on subjects such as part-time employment, career patterns, upward mobility, and equal pay form a broad base on which research projects of benefit to women can be developed. Specific research and action recommendations were made for each of the following seven topics presented as papers: (1) "Barriers to Entry and Reentry into the Labor Force," (2) "Part-Time Work and Flexible Hours Employment," (3) "The Earnings Gap: Research Needs and Issues," (4) "Barriers to Promotion and Upward Mobility," (5) "Minority Group Women," (6) "The Conditions of Women in Blue-Collar, Industrial, and Service Jobs: A Review of Research and Proposals for Research, Action, and Policy," (7) "Upward Mobility for Private… [PDF]
(1975). Ramapo College of New Jersey Handbook for Professional Staff, 1975-1976. While the faculty handbook of Ramapo College is not intended to give complete and detailed information about all of the college's policies and procedures, it is intended to serve as a guide to the administrative and academic regulations, procedures, and obligations as of 1975-76. Sections are: (1) organization and governance, containing general descriptive material on the organization of the college and the functions of its various committees and officers; (2) academic policies, giving a sense of the philosophic thrust of the college and examination of academic programs; (3) personnel policies as developed through contractual negotiations; (4) pension and insurance plans; (5) student services, including information on activities and support services available to students. (KE)… [PDF]
(1976). Time for the Houyhnhnms: Personnel Policies and Government Controls. As part of a discussion of academic planning for the future decades, a proposition is offered that there is little likelihood that any good ideas advanced at the conference can be adopted, and bad changes will be made, unless ways are developed for higher education professionals to approach each other more effectively. An example is cited from personal experience with writing guidelines for nondiscriminatory testing procedures for employment, promotion, and other personnel decisions. Difficulties arising from cooperative efforts among government agencies and universities are described. The guidelines themselves, testing procedures, jargon, and backgrounds of individuals involved are all problem areas. A major problem is each side understanding the other's position. Consideration is given to civil and human rights, contract negotiations, faculty promotions, reporting requirements, equal pay for equal work, rigid regulations, grievances, and arbitration. It is concluded that the…
(1976). Women in Non-Traditional Occupations–A Bibliography. This bibliography was developed to disseminate information about publications which focus on women's employment in nontraditional fields. It is intended to serve such people as vocational education administrators, education researchers, counselors, teachers, and students considering occupational choices. The literature described is available nationwide and includes magazine and journal articles, books, dissertations, pamphlets, brochures, and government documents. Entries cover three subject categories: Women in Non-Traditional Occupations contains general information about sex-role stereotyping, women in the work force, and employment categories which are non-traditional; Women in Non-Traditional Skilled/Vocational Occupations contains material on non-traditional occupations which do not require a baccalaureate degree; Women in Non-Traditional Professional Occupations includes those occupations which require, at minimum, a baccalaureate degree. Listed alphabetically by title, each… [PDF]
(1979). Impact of Federal Intervention on Higher Education. Research in Higher Education, v10 n1 p71-82. Precepts posited in defense of federal intervention (financial support, social injustice, moral responsibility, etc.) are articulated, and general costs of compliance are enumerated. The impact of specific legislation and suggestions for reducing compliance costs are also addressed, along with a prognosis for the future. (Author/LBH)…
(1987). Reverse Discrimination: What Do the Figures Say?. Journal of American Indian Education, v26 n3 p1-4 May. To conduct personal and career counseling better, the Native American Career Education in Natural Resources Program conducted a survey of state and federal agencies that employ natural resources professionals, asking for employment information by ethnicity, grade/rank, and job title. No significant relationships were found between hiring practices and minority status. (JHZ)…
(1988). Legal Gains. Graduating Engineer, spec iss p41-44 Feb. Describes legal decisions from 1963 to 1987 that helped to remove barriers to equality in job conditions for female engineers. Discusses some barriers that still exist. Suggests a few antidotes for still existing problems and discusses job search implications. (CW)…
(1997). Racial Preferences at U.C. San Diego. Racial Preferences in Undergraduate Admissions at the University of California, San Diego, 1995. This report presents findings of the Center for Equal Opportunity's investigation of undergraduate admissions at the University of California, San Diego (UCSD). It describes the racial and ethnic composition of UCSD applicants, admittees, rejectees, and enrollees, and the racial and ethnic differences in Scholastic Assessment Test (SAT) and high school grade point averages (GPAs) for these groups. The report also provides a detailed summary of the procedures used to generate these results. The analysis and report focus on African Americans, Hispanic Americans, Asian Americans, and Whites, but statistical comparisons were not made with American Indian/Native Alaskan applicants. In 1995, 39% of applicants were Asian Americans, 44% were White, 13% were Hispanic American, and 3% were African American. The racial and ethnic composition of admitted students and of rejected students was similar to that of the profile for applicants. The racial and ethnic composition of enrollees was… [PDF]
(1996). Racial Preferences at U.C. Berkeley. Racial Preferences in Undergraduate Enrollment at the University of California, Berkeley, 1993-1995: A Preliminary Report, Revised Edition. This report presents selected preliminary findings for the Center for Equal Opportunity's undergraduate admissions project for the University of California, Berkeley, 1993-1995. It describes the racial and ethnic composition of Berkeley enrollees and racial and ethnic differences in Scholastic Assessment Test (SAT) scores and grade point averages. The report also describes in detail the procedures used to generate these results. There is a greater degree of racial preference in the admissions process at Berkeley than is usually assumed. Three enrollee data sets were obtained from the university, with information for each enrollee for the applicant's racial and ethnic groups, high school grade point average (GPA), SAT math and verbal scores, and best achievement test scores. At Berkeley, no single racial and ethnic group was a majority of enrollees, but Asian Americans represented 40.9% of the entering class, Whites were 32.8%, and 17.1% were Hispanics. African Americans comprised… [PDF]
(1997). Surveying the Battleground in the Fight for Access. Black Issues in Higher Education, v14 n6 p28-29 May 15. Reviews briefly recent ballot initiatives and court decisions in Alabama, California, Colorado, Georgia, Louisiana, Maryland, Mississippi, Ohio, Texas, Virginia, and Washington that have impacted equal access to higher education for black and other minority students and faculty. (MDM)…
(1994). Reactions: Colleges Say They'll Stay the Minority Scholarship Course. Black Issues in Higher Education, v11 n19 p14-15 Nov 17. Administrators at seven private and public colleges and universities nationwide offer brief statements on their intended policy on minority scholarships in light of a recent court decision, Podberesky v Kirwin, finding one University of Maryland scholarship program racially discriminatory. Most have a wait-and-see attitude while considering implications of change. (MSE)…
(1992). Hispanic Human Rights Goals for the 1990s. Journal of Intergroup Relations, v19 n2 p3-11 Sum. Describes experiences of Hispanic Americans with respect to the civil rights enforcement system. Suggests some goals to help ameliorate problems that Hispanic Americans face, and explains why human rights professionals should help turn these goals into programs and policies and address the enormous discrimination faced by Hispanic Americans. (SLD)…