Are there too many Canadian young people at university? I think the question is a fair one, but you would not think so from the reaction to the issue being raised. A report I prepared for the Canadian Council of Chief Executives, Career Ready, attracted way more attention for the suggestion that we could do with 30% fewer university students than at present.
Why this book?
Teachers, instructors and faculty are facing unprecedented change, with often larger classes, more diverse students,
demands from government and employers who want more accountability and the development of graduates who are
workforce ready, and above all, we are all having to cope with ever changing technology. To handle change of this nature,
teachers and instructors need a base of theory and knowledge that will provide a solid foundation for their teaching, no
matter what changes or pressures they face.
The post-secondary destination of choice for internationally acclaimed, career-focused education
that is essential to an inclusive, prosperous and globally competitive Ontario.
Colleges will lead educational innovations and advance public policy reforms to build the
advanced workforce required to support new economic investments, rewarding careers and strong
communities throughout Ontario.
Fuelling Prosperity: Colleges Ontario’s strategic plan 2015-18
■ Student success: We promote inclusive college programs and services that will enable all
qualified students to graduate to meaningful careers.
■ Learning and teaching excellence: We drive an innovative learning environment that focuses on
best practices and delivers the high-quality, relevant education required by students and the
■ Responsiveness: We are responsive to our communities and to the needs of the labour market.
■ Collaboration: We act as one voice on critical issues in higher education while recognizing and
respecting each other’s unique differences.
■ Strong stewardship: We are committed to excellent stewardship of public resources.
This white paper reviews the BCcampus Competency to Credential approach to flexible learning in trades training in British Columbia. First, it considers the broader notion of competency-based education and the development of the Competency to Credential concept in response to current education and training challenges. The paper then considers at a high level how the concept may also be applied to other competency-based education and training programs, such as in health care education. In particular, though, this paper describes how the Competency to Credential approach brings system stakeholders together in a collaborative and unified effort to improve trades training and education system-wide in British Columbia and shows how a broader application to other jurisdictions and trades sectors in Canada might occur.
To exemplify the Competency to Credential approach, the paper focuses on the first two phases of a pilot project targeting certification challengers within the Professional Cook trade in British Columbia.
Ontario’s universities know how important it is not only to train and equip students for career and life success, but also to reach beyond the walls of campus and lift up communities. Through partnerships that spark service learning, or community-based opportunities that enrich the learning experience and also improve lives, many thousands of students, faculty and staff are actively engaging with the 33 communities where Ontario universities are rooted. Some start their own initiatives, creating
non-profit organizations, outreach programs, or inventing innovative products that solve critical issues around the globe. Students have won hundreds of awards for their work, and often find or create jobs out of these experiences.
Canada is now a digital society. Decades of evolving digital technologies have changed how we interact, the amount of cultural content we create and exchange, and the methods we use to create and exchange this content. This reality has profoundly affected the established ways in which memory institutions, such as libraries, archives, museums, and galleries, have been
managing Canada’s documentary heritage for future generations. Indeed, the sheer volume of digital content necessitates new ways of locating, maintaining, and accessing digital holdings that must coexist alongside the continued need for the preservation
of non-digital content.
This draft framework has been approved by the Committee of Presidents of the 24 publicly-funded colleges. In approving this template, the presidents recognize that individual colleges may need to make changes to reflect local circumstances during the development of their stand-alone sexual violence and sexual assault policy and protocol. In doing so, the colleges have committed to retaining as much consistency with the template as possible to reflect a similar style, tone, and format that will help students and others easily access information they need no matter which college they approach.
Conference participants agreed that the innovation process is complex, and that models cannot simply be imported wholesale from one national context to another. However, successful innovation systems do appear to include common elements: strong
support for basic research; the involvement of students as researchers, innovators and entrepreneurs; support for creativity and risk-taking in research; multidisciplinary collaboration; and strong university-industry ties.
This study examines the TERTIARY educational needs in Kosovo. Review of past studies revealed limited information on specific needs or suggestions on how to solve the problem. A total of 24 experts from various industries, organizations, and government were interviewed. Gaps in fields of study as well as skills were identified. The fields identified as most needed are Accounting, IT, Marketing, Human Resource Management, and Agricultural Engineering and Management. While some of these fields of study exist already in the university system in Kosovo, the experts showed concern over lack of various business and entrepreneurial skills currently provided. Lack of education in International Relations was related to inability to create a sustainable global exporting system across all industries. This assessment leads to a further conclusion that several basic skills expected from college graduates are missing. The skills identified as most important included Organizational Management, Efficient Planning, Critical Thinking, Analytical skills, Positive Attitude, Work Ethic, Time Management, Writing Reports, Self-Discipline, Self-Motivation, Teamwork, and Team Motivation.
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.
Team-based learning, or TBL, is an application-oriented teaching method that combines small- and large-group learning by incorporating multiple small groups into a large group setting. It has been increasingly used in postsecondary and professional
education over the past two decades. Given this increasing us- age, many faculty wonder about the effects TBL has on learning outcomes. The authors performed a review and synthesis on the educational literature with respect to TBL to examine the quality of their descriptions of core TBL elements, then con- structed narrative summaries of these selected articles. Their analysis demonstrated early evidence of positive educational outcomes in terms of knowledge acquisition, participation and engagement, and team performance. The authors conclude that the TBL literature is at an important maturation point, where more rigorous testing and study of additional questions relating to the method are needed, as well as more accurate reporting of
Selon les estimations du Conference Board du Canada, la pénurie de compétences entraîne un manque à gagner annuel de 4,7 G$ pour le PIB de la Colombie Britannique et de 616 M$ pour les recettes fiscales provinciales.
• Le Conference Board a mené une enquête auprès de 854 employeurs de Colombie Britannique – ce qui couvre plus de 130 000 employés, soit 9 % des employés de la province – afin de connaître les compétences, les professions et les diplômes qui
leur sont nécessaires pour répondre à leurs besoins actuels et futurs.
• Il existe beaucoup de choses que les employeurs, les éducateurs, les gouvernementset les particuliers, notamment les étudiants, peuvent faire pour résoudre la pénurie ou l’inadéquation des compétences et préparer la Colombie Britannique à saisir les nouveaux débouchés qui lui permettront d’exploiter pleinement son potentiel économique.
There is a significant debate in Nova Scotia respecting student finance. Students Nova Scotia is a key contributor to this debate, voicing concerns about unmet need, student debt, tuition and other fees. Like others, we do not always effectively communicate how these different factors or different policies are impacting concretely on real, individual human beings, nor have we successfully situated students’ current circumstances in time. This means many do not understand the real circumstances
of students, the debate often remains superficial, and few appreciate the negative and positive
changes that have taken place.
To demonstrate changes in the circumstances and challenges facing students since StudentsNS was created in 2004, StudentsNS has conducted a number of case studies on the resources and costs that students must meet to attend post- secondary education in Nova Scotia. These case studies are not perfect and certainly cannot capture all the circumstances of the more than 50,000 students attending post-secondary education in the province. They do, however, provide a picture of how circumstances have changed, the impact of different policy decisions made by government, and the impact of policies advanced by StudentsNS.
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.
The majority of employers continue to say that possessing both field-specific knowledge and a broad range of knowledge and skills is important for recent college graduates to achieve long-term career success. Very few indicate that acquiring knowledge and skills mainly for a specific field or position is the best path for long- term success. Notably, college students
recognize the importance of having both breadth and depth of skills and knowledge for their workplace success.
Echoing findings from previous Hart Research employer surveys, employers say that when hiring, they place the greatest value on demonstrated proficiency in skills and knowledge that cut across all majors. The learning outcomes they rate as most important include written and oral communication skills, teamwork skills, ethical decision-making, critical thinking, and the ability to apply knowledge in real-world settings. Indeed, most employers say that these cross-cutting skills are more important to an individual’s success at their company than his or her undergraduate
There are a number of studies that classify governing boards into different types. Some classifications are based on management form. Some are based on the form in which authority is exercised. Some are based on the form of institution that the board serves. Most of these classifications include "working boards" but few offer a clear definition of them. Even those that
do attempt to define this type of board acknowledge that little is known about how they actually function. This study examines a small public not-for-profit institution with a "working board" to determine how that type of board functions, where it succeeds and where it fails, and how it is different from other types of boards.
Educators have long been concerned that fewer women than men pursue STEM
(Science, Technology, Engineering, Math) focused programs at the post-secondary level. Less than
25% of the STEM workforce in Canada is women. Research has indicated that this reality reflects a
trend in high school that sees girls lose interest in STEM studies and careers.
The goals of this study, which focused on junior high school students, was to understand how engaged they were in math and science, their future intention for studying science and math, and the likelihood that they would consider a STEM career down the road. Research also addressed students‟ knowledge of how relevant science and math were across various types of careers. Gender and grade differences, and influencers on science and math study, were also examined.
Work-integrated learning (WIL) has been identified as a key strategy for supporting Canada’s postsecondary education (PSE) system in responding to an increasingly dynamic, globalized, knowledge-based economy. Ontario in particular has been described as a “hot bed” of co-operative education (Ipsos Reid, 2010). However, while there is a common belief that WIL improves employment outcomes (see Gault, Redington & Schlager, 2000; Kramer & Usher, 2010), research on this topic has generally been specific to certain programs and types of WIL (Sattler, 2011).
How do changing economic conditions and uncertain market opportunities affect young adults’ transition from their undergraduate college years to adult roles and responsibilities? The Arizona Pathways to Life Success (APLUS) project is uniquely positioned
to answer this question. Launched in 2007, APLUS examines what factors shape and guide individual life trajectories — the pathways that young adults tread on their way to independence and self-sufficiency.