First Nations employment in Saskatchewan is increasing, yet we continue to lag behind the other two Prairie Provinces. This report shows that if we were to employ First Nations people at the same rate as Alberta and Manitoba, we would increase provincial employment by 5.9 thousand employees in 2012, growing to 8.3 thousand by 2031. That is just by catching up with the average for the remainder of the Prairies.
Results would be better yet if we were to employ our First Nations population at the same rate as our total Provincial population. The result would be an increase in provincial employment by 17.9 thousand in 2012, growing to 25.1 thousand in 2031.
SIX YEARS AGO, Georgia State University (GSU) gathered a decade’s worth of its historical data with the help of a third-party vendor — some 15,000 student records and 2.5 million grades — and applied advanced analytics. Officials hoped to use this information to uncover early-warning signs for students in danger of dropping out of school.
Background/Context: In contrast to cultural constructs that equate education with cognitive development and formal schooling, the Latin American cultural model of educación encompasses academic knowledge and social competence. Prior scholarship has mainly investigated parental notions of educación vis-à-vis childrearing and schooling, primarily among Mexican Americans and
Puerto Ricans. Analysis of educación should include other nationalities and elucidate how adults believe educación is acquired and linked both to schooling and nonformal adult education and literacy.
Purpose/Objective/Research Question/Focus of Study: The purpose of this article is to explicate how former adult literacy participants in rural El Salvador perceived the meanings of educación, how one becomes an educated person, and how educación relates to schooling and literacy.
5 Think nationally, act locally – Paul Cappon
Executive summary
Why should Canadians build a national education strategy? What would it look like? How can we construct it? What role should business play in that strategy?
These questions are central to optimising learning conditions nationwide.
This analysis will begin with a review of the declining performance of Canadian education in contrast to comparator countries in the Organisation for Economic Cooperation and Development (OECD). Recent results from the OECD’s Programme for the International Assessment of Adult Competencies (PIAAC) are particularly alarming. They confirm the mediocre basic skill levels of Canadian adults. Since the competencies of adult Canadians with post-secondary education (PSE) are near the bottom for all three basic
An early consensus in the ongoing discourse about graduate student preparation for diverse careers was that graduates lacked competencies relevant to non-academic professional settings. Lists of missing “skills” were developed that universities and agencies sought to address, most commonly by the offering of generic (transferable) skills workshops or courses. In this paper, we critique this framing of the issue and discuss the limitations of the common approaches taken to address it. We propose a more integrated approach, where students’ thesis research itself is oriented to their possible futures (a practice already occurring in many areas), and where assessment of the competencies so developed is integral to the awarding of the degree. We illustrate the concepts through the stories of two students, and discuss policy ramifications and
the substantial challenges to its realization presented by a highly competitive research
environment and established ways of assessing success in faculty and students.
The Critical Thinking Assessment Rubric was developed as a key deliverable of the ‘Building Capacity to Measure Essential Employability Skills’ project funded by the Higher Education Quality Council of Ontario (HEQCO)1. This handbook serves as a resource to teachers in using the Critical Thinking Assessment Rubric.
Critical thinking is one of the six skill categories within the ‘essential employability skills’ (EES) curriculum requirements for Ontario college programs – specifically, EES numbers 4 and 52. Each of these essential employability skills must be addressed (learned, practiced, evaluated) within a program. How and when these are implemented should be based on decisions regarding the program as a whole and by individual teachers.
Women represent the majority of young university graduates, but are still underrepresented in science, technology, engineering, mathematics and computer science (STEM) fields. This article provides more information on women with STEM university degrees, and examines whether mathematical ability in high school is related to gender differences in STEM university programs.
There is little debate about the biggest challenge facing Ontario today. It is unemployment, particularly the unacceptably high unemployment rate for Ontario’s young people.The 2014 Ontario Budget must focus on comprehensive measures to produce a more highly skilled workforce to promote economic prosperity and allow greater numbers of people to find meaningful work.
Naturally, a key part of that strategy will be to stimulate economic growth.The government needs to continue working with employers and others to create good- paying new jobs and new opportunities throughout the province.
The study of leadership has been an important and central part of the literature on management and organization behavior for several decades. Leadership is a topic of interest, study and debate in almost every professional community worldwide.
Organizations are constantly trying to understand how to effectively develop leaders for long term success within their organizations. The systemic problem with this endeavor is that there are many different leadership theories and styles. These options make it virtually impossible for professionals to agree concerning which one theory and or style can best help organizations to develop great leaders. Indeed, “no other role in organizations has received more interest than that of the leader” (Schwandt & Marquardt, 2000,p. 177).
It may be the most easily predictable behavior in the undergraduate repertoire. Toward the end of every semester comes the clarion call: "Is there any extra credit I can do to help my final
grade?"
Sometimes the request has a desperate tone. The student recognizes that failure is looming and hopes to avert a dire outcome. In contrast, a student in good standing may be looking for any extra work that could inch their GPA upward. Minimally, if other instructors in your department offer extra-credit options, your students will expect you to do the same and may judge you
harshly if you don’t.
It is a fundamental responsibility and obligation of government and of institutional leaders to assure that postsecondary institutions are sustainable and capable of providing a high quality academic experience.
This paper offers a conceptual framework for examining the sustainability of Ontario’s public postsecondary institutions. It discusses the definition of the term “sustainability,” how it can be measured and the various tools and strategies available to both institutions and government to meet sustainability risks when they are identified.
Very often, we tend to interpret a person's behavior as an act that reflects their character, however, behaviors don’t always tell us everything we need to know about a person's personality. The desire to classify people and judge them prevents us from seeing things that can explain the reason for that behavior, and according to prominent American psychotherapists, Beck, and Arthur Freeman, authors of "Cognitive Therapy of Personality Disorders," something bigger often hides in abnormal behavior that can indicate a mental illness with the same symptoms. In order for you to try and identify these disorders in their
initial stages and to prevent further development and/or treat it, and especially so as not to rush to judge people because of their behavior, we’ve collected for you eight personality traits that many of you have encountered in a certain person and perhaps interpreted incorrectly.
If we are serious about accessible online learning, we must talk openly about disability as if it is right here, right now – because it is.
Collège Boréal has a dual mandate: to be a postsecondary college institution and a vital community development organization. Collège Boréal is a hub of education, innovation, culture, and community serving a diverse francophone clientele: Franco-Ontarians, French immersion students, immigrants, French-speaking First Nations and Métis persons, and international students, among others. Its purpose is to produce a highly skilled bilingual workforce that is active in French-speaking communities and contributes to the economic, social, and cultural vitality of the province and country.
The following statements are part of the College’s 2010-15 Strategic Plan:
Vision
To foster knowledge and stimulate culture.
Mission
Collège Boréal provides a high-calibre personalized education to a diverse clientele and practises community leadership to foster the sustainable development of the francophone community of Ontario.
I am a relative newcomer to contract instructing, having moved to Ontario from Saskatchewan in 2010, for family reasons related to health care for my younger son, who is a special-needs child. We moved from Saskatchewan because we were unable to get the health care we needed for him. My wife and I had a unique position at the University of Saskatchewan. We had a job share; she was on the tenure- track in Physics, and I was the teaching sidekick. This suited me, as I came late to university level teaching, working first as a research scientist in universities and then as a scientific computer programmer in the private sector. I did not have the conventional career trajectory of an academic employed in a tenured position at a university. We
moved to Ontario without having jobs to move into, but I was fortunate to be able to find work immediately at Carleton University as a laboratory supervisor. I was then offered contract instructor positions, and moved to teaching five one-semester Introductory Physics courses during the course of the year. To put this in perspective, this is the teaching load expected of a
full-time Instructor/Lecturer position, as defined in the Carleton faculty collective agreement. It would be extremely difficult to teach more than two of these courses in parallel—the workload would then be 50-60 hours per week. With my special-needs childcare commitments, this would be impossible. Nor would it be possible for me to take on a tenure-track position. The hours of work typically required to develop, fund, and launch a research program were more than I could actually devote to it. My ambition is more modest: to obtain a full-time instructor position and be able to develop better pedagogy for the teaching
of physics at the university level.
Vision
Enriching lives and fulfilling dreams
Mission
Providing outstanding applied education and training for a changing world
Ensuring a good match between skills acquired in education and on the job and those required in the labour market is essential to make the most of investments in human capital and promote strong and inclusive growth. Unfortunately, in the OECD on average, about one in four workers are over-qualified –i.e. they possess higher qualifications than those required by their job – and just over one in five are under- qualified – i.e. they possess lower qualifications than those required by their job. In addition, some socio- demographic groups are more likely than others to be over-qualified – notably, immigrants and new labour market entrants who take some time to sort themselves into appropriate jobs – or under-qualified – notably, experienced workers lacking a formal qualification for the skills acquired on the labour market.
Ensuring a good match between skills acquired in education and on the job and those required in the labour market is essential to make the most of investments in human capital and promote strong and inclusive growth. Unfortunately, in the OECD on average, about one in four workers are over-qualified – i.e. they possess higher qualifications than those required by their job – and just over one in five are under- qualified – i.e. they possess lower qualifications than those required by their
job. In addition, some socio- demographic groups are more likely than others to be over-qualified – notably, immigrants and new labour market entrants who take some time to sort themselves into appropriate jobs – or under-qualified – notably,
experienced workers lacking a formal qualification for the skills acquired on the labour market.
Attraction and retention of apprentices and completion of apprenticeships are issues of concern to all stakeholders involved in training, economic development and workforce planning. The Canadian Apprenticeship Forum (CAF) has forecast that by 2017 there will be a need to train 316,000 workers to replace the retiring workforce in the construction industry alone (CAF, 2011a). In the automotive sector, shortages are expected to reach between 43,700 and 77,150 by 2021. However, shortages are already widespread across the sector, and CAF survey data show that almost half (48.1%) of employers reported that there was a limited number of qualified staff in 2011 (CAF, 2011a). Given this, retention of qualified individuals in apprenticeship training and supporting them through to completion is a serious issue. There is some indication that registration in apprenticeship programs has been increasing steadily over the past few years, but the number of apprentices completing their program has not kept pace (Kallio, 2013; Laporte & Mueller, 2011). Increasing the number of completions would result in a net benefit to both apprentices and employers, minimizing joblessness and skills shortages.
Last fallDonald Trump theorized that the computer hacker who stole emails from the Democratic National Committee could have been “someone sitting on their bed that weighs 400 pounds.” But the stereotypical rogue nerd isn’t the threat that most concerns information-security officers on college campuses.