Women account for an increasing proportion of full-time academic teaching staff in Canadian universities. Building
diversity among academic teaching staff is an important consideration for universities for a number of reasons,
including the increasing diversity of students and Canadian society. According to the Full-time University and College
Academic Staff System (FT-UCASS), 40.2% of full-time academic teaching staff were women in 2016/2017, up from 37.6% in 2010/2011.
The FT-UCASS provides Canadians with a detailed portrait of full-time academic staff including information on how the university teaching environment is changing. The results help universities plan for the future needs of students and university academic teaching staff.
The survey was reinstated in the fall of 2016 and this marks the first time it has been conducted since the 2010/2011 academic year. This is a preliminary release of data and includes 75 of the 112 universities that reported to the survey, covering institutions all across Canada.
Six months after the Ontario government announced a new funding model for the province’s universities, questions are being raised about whether the framework is flexible enough to respond to the challenges facing both Ontario’s more remote regions as well as its booming Greater Toronto Area.
Currently, universities and colleges receive funds tied to their enrolment. Under the new plan, institutions will have to keep enrolment within several percentage points of a target that is now being negotiated between each school and the provincial government. Funding will not be available for enrolment growth beyond that target.
When a person goes to the doctor, it is good to be examined by a professional who can creatively approach diagnosing and developing solutions to physical ailments. When a jetliner is facing a challenging flight situation, it is comforting to know your plane is being piloted by a creative team that will find a way to guide you gently and safely to the ground.
This article examines the elusive concept of safety in liberal arts classrooms which are often contoured by a plurality of social, cultural, political, psychological, historical, and discursive forces and performances. Using select principles from adult education and social work with groups as an organizing metaphor, the article discusses the classroom as a large group, the changing student body, and, especially, the impact of diversity and inclusivity in liberal arts settings. Because the aim of liberal arts education is usually to promote independent and critical thinking, open-mindedness, and greater communi cation and decision-making skills, its goals foster, to a great degree, citizen engagement that empowers persons to participate in
collective actions toward greater equality and justice in communities both locally and globally. Class- room safety is essential to these aims because it increases opportunity for free, critical, and independent thought necessary for progressive, egalitarian, and justice pursuits. The article explores safety, including dialogic practices and reflection on relations of power within the classroom, for its significant role in fulfilling liberal arts aspirations.
Teachers can help students strengthen their brain's executive function with "workouts" in which they practice pausing, prioritizing, improving their working memory, and mapping their options.
The evidence is clear that post-secondary education leads to improved employment opportunities and career outcomes. Over the course of their lives, graduates with credentials from across the spectrum of post-secondary programs, including apprenticeships, trade certificates, colleges diplomas, and undergraduate and graduate degrees, have enjoyed significantly higher rates of employment compared with high school graduates. Median annual and career earnings, meanwhile, rise consistently in relation to post-secondary credentials.
This summer’s college president departure season is off to a swift start that has largely been marked by little
forewarning from colleges before exits are announced.
Many boards of trustees would consider it best practice to have a quick parting of ways with little surrounding
drama. But it doesn’t always go so smoothly in higher education -- it didn’t last summer -- making the pace and tone
of presidential partings so far this year stand out. Also noteworthy is that many recently announced transitions have
involved leaders who are relatively young or who are early in their tenures.
The president of Washington College on Maryland’s Eastern Shore resigned just a week after word leaked that all
was not well between her and the institution’s board. That president, former Federal Deposit Insurance Corporation
chair Sheila Bair, was two years into a five-year contract. She cited her family when she departed, but the college
did not go into depth on reasons for her resignation.
MINNEAPOLIS -- As the former president of two small liberal arts colleges and Pennsylvania’s independent college group, Brian C. Mitchell believes “with all my heart” in the traditional case for American higher education: that it helps produce full and productive members of an engaged citizenry.
“It’s a noble argument, the right argument,” he told an audience at the annual meeting of the National Association of College and University Business Officers. But “it just doesn’t matter given the environment,” he said. “It just doesn’t resonate.”
It’s not that Mitchell thinks there isn’t a good case to be made for higher education. And the former president of Washington & Jefferson College and Bucknell University doesn’t accept the idea that colleges and universities collectively face a “doomsday scenario,” as some prognosticators tend to predict.
“We need to be having more substantive conversations about teaching and learning in our department meetings. We talk about course content, schedules, and what we’re offering next semester but rarely about our teaching and its impact on student learning. What do you think about circulating a short article or article excerpt before some of our meetings and then spending 30
minutes talking about it? Could you recommend some readings?”
This chapter discusses the implications of the NNEST lens in the context of teacher education programs in TESOL. In particular, it focuses on a discussion of two key issues: avoiding the monolingual bias in describing languages and language variation; and, avoiding a monolingual bias in developing teaching methods. In discussing the first issue, the chapter
identifies some of the limitations in how language and grammar are often described in limited ways and how this can be expanded by using an NNEST lens. The chapter describes the three dimensional framework of language variation in some detail and discusses its implications for language teaching. The chapter then discusses why local languages are not included in much of the theorisation and practice of TESOL and argues that there are historical as well as theoretical reasons why local languages have been excluded in TESOL. The chapter describes one way in which teachers can consider integrating local languages in their classrooms.
Women and Leadership around the World is a compelling body of international research that provides a comprehensive vision of the triumphs, journeys, and challenges encountered by women in various contexts across the planet. This third volume in a new series explores issues pertaining to women's leadership from four regions of the world including the Middle East, Europe, North America, and Asia Pacific. This title is published under the rubric Women and Leadership: Research, Theory, and Practice.
The Halton Catholic District School Board may be on the verge of deflating one of the biggest bubbles in Canadian public education. Later this month, the school board will consider ending its French immersion program.
Many middle-class parents will find this heretical, as they have flocked to the program in droves over the last decade. But just as the GTA’s frenzied housing market experienced a much-needed return to sanity, it is high time for our schools to be released from the spell of French immersion.
French immersion programs started in the 1970s as a nation building effort in what had then become an officially bilingual country. For years, it remained a small boutique program within most school boards. However, within the last decade, enrolments across the country have exploded.
The key to graduating in four years (at least in the minds of many parents) is picking a major early and sticking with it. But a new report suggests students who change their major as late as senior year are more likely to graduate from college than students who settle on one the second they set foot on campus.
The report, published by the Education Advisory Board, a research and consulting firm based in Washington, D.C., challenges the notion that changing majors is keeping students in college past their intended graduation date and driving up their debt. Instead of looking at when students first declared a major, the EAB's study explored the connection between students' final declaration and how it affected their time to degree and graduation rates.
Since the founding of the United States, many Americans have recognized the “fragility and rarity” of democracy (Michelli & Keiser, 2005, p. 246). As a result, many have called for schools to inculcate the values of democracy in American youth (Barber, 1994). As one would expect, the nature of these calls has shifted over time as the perceived needs of the nation have fluctuated. This paper is yet another call for democratic education, an education that is as Ayers (2009) argues “eye-popping and indblowing”
(p. 3), an education that not only promotes and inspires democratic dispositions, knowledge, and values in students, but leads
students through and engages them in the deliberative and collaborative processes of democracy. While contemporary scholars have called for democratic education at the K-12 level in order to increase civic participation (Apple & Beane, 2007; Ayers, 2009; Collins, 2009; Mitra & Serriere, 2015), I join the ranks of those scholars who call for the democratization of teacher education programs as a means to that same end. Soder (1996) explains that while “much has been said about the importance of schools in a democracy…many of those very same people…lapse into uncharacteristic silence as to the education of educators in these matters” (p. 249). In the twenty years since Soder made this claim, more has indeed been written, but arguably the silence around democratic teacher education has been raised to barely a whisper.
This document describes the development of analytic rubrics for competency assessment project. The purpose of this report is to describe the process of developing a set of general analytic rubrics to assess competencies in design, communication and teamwork, and a set of outcomes and indicators to assess problem analysis and investigation.
The work to develop the rubrics was structured into three main phases. In the first or planning phase, a review of the literature was carried out to create a comprehensive list of learning outcomes in the five competency areas under investigation. A list of more specific, measureable learning outcomes, called indicators, was also compiled. The resulting comprehensive list of learning outcomes and indicators was distilled by removing redundancy between the systems, filling content gaps, and grouping indicators into common learning outcome categories.
Consider this scenario: as an editor of a scholarly journal, you are informed that an anonymous blogger has publicly accused your journal of publishing an article with allegedly numerous ethical violations and acts of misconduct from 20 years before you became editor. Your journal has no archives or records from that long ago, but you are being contacted by current authors and the media to respond. Who ya gonna call? If you are one of the approximately 11,500 members of a voluntary organization called COPE (the Committee on Publication Ethics), that’s probably who you’ll call.
This time of year has always been my favorite. Back to school once meant new clothes, new notebooks, and new
hopes of avoiding the dreaded bottom locker. Now, as a professor, I retain the joy I have every August when I get
new colleagues, new students, and yes, new clothes. Mostly though, I’m excited about the opportunity to start fresh
and do a better job than I did the year before.
To begin that process, I revise and enhance my professional networks — because a new academic year should
bring with it new relationships and new opportunities.
Watching the crackdown on protestors in Turkey four years ago, Ayca Koseoglu, then a recent MA graduate from a university in Ankara, had two thoughts.
“I thought there was no life in Turkey for people like me any more, for academics,” said Ms. Koseoglu, who decided she had to go abroad to continue her education.
Her second thought was that she wanted to research how political movements used public space to stand up to repressive regimes, whether in Turkey, the Middle East or the United States.
Ontario is moving forward with postsecondary education for thousands of French-speaking students by creating a new stand-alone French-language university, l'Université de l'Ontario français. This historic addition to Ontario's postsecondary sector will offer a range of university degrees and education, entirely in French. The university will promote the linguistic, cultural,
economic and social well-being of its students as well as Ontario's growing French-speaking community.
I was in several meetings last month with groups of higher education Vice-Presidents with oversight for teaching and learning, where the topics of discussion included the increasingly dynamic knowledge environment which our graduates are facing. The capsule summary of the workplace knowledge dynamics from one of these meetings was daunting: “We expect most of our graduates will enter work contexts where they will soon face the following new challenges:
working with knowledge that doesn’t yet exist…
using practices that don’t yet exist…
in jobs that don’t yet exist.”