PwC has been retained by Colleges Ontario to provide an independent assessment of the fiscal sustainability of the Ontario college sector over the next decade to 2024-25.1 To that end, we have analyzed the current fiscal condition of Ontario’s 24 public colleges (collectively referred to hereafter as “colleges”) and conducted interviews with senior executives at each college to augment our understanding as to how recent economic and demographic trends have affected colleges’ financial condition, as well as the challenges and opportunities they foresee, for their respective college, over the course of the next decade.
Last week we reviewed the reappointment, tenure and promotion process. In this article, we will discuss strategies
for assembling your file for it.
The typical file should include a copy of your CV, a narrative and documents providing evidence of your accomplishments in the three areas of faculty work: teaching, research and scholarship, and service. Those three
components of the file should be tightly integrated to tell a compelling story about your accomplishments.
It is a standard question that my fellow consultants and I hear at the outset of any search, especially at the presidential level: Should we have a student on the committee?
The issue has always been somewhat fraught, but it has become more and more important as undergraduates around the country assert themselves on any number of topics facing their colleges — tuition costs, loan debt, racial inequities, gender identity, sexual misconduct, bullying and violence on campus, to name but a few. In many ways, the campus environment today is reminiscent of an earlier age, one in which campus unrest ultimately led to real change — the end of in loco parentis policies, inclusion of students in shared governance, and, oh yeah, stopping a war.
The time may have come for the Ontario government to take a closer look at the issue of part-time faculty at the province's public colleges, says Charles Pascal, a professor at the Ontario Institute for Studies in Education, at the University of Toronto.
It is naïve to think that a finished teaching product can be created in four semesters of any teacher preparation program. These programs instead provide the knowledge and skills for preservice teachers to begin their journey toward being and becoming skillful professionals and eventually, expert teachers. Toward this end, there are two necessary elements: developing knowledge and engaging in reflective analyses.
Numerous studies have found that men in the sciences publish at higher rates than women. But the designs of some of those studies make it difficult to isolate the possible origins of that gap. Women are less likely than men to attend prestigious doctoral programs, complicating any study of gendered publication rates among researchers with different educational backgrounds, for example, as journals favor prestige.
People abused by angry discipline as children, may tend to abuse or overly punish other people or themselves for perceived wrongs in their adult lives. Passive and aggressive personality types are often attracted to each other. In some individuals, aggressive or passive personality traits may be genetically inherited. The aggressive personality may feel weakened by having guidelines or boundaries for anger. Anger is a normal human emotion, and these guidelines can help express anger in a healthy way:
With all the post-Harvey-Weinstein wringing of hands about why it takes so long for abuse to be revealed, especially when everyone clearly knows it’s happening, I was reminded of what my department head had said to me when I asked for a member of my dissertation committee to be removed:
"Please don’t ask me to do this. He’ll make my life miserable."
I had approached the chair for help after it became clear that this professor and I had an "unworkable relationship." Ditching him, another faculty member told me, was the only way I could finally finish a lagging doctorate. I’d even sought help from a therapist who told me, "He doesn’t seem to want to let you go," and added, "but you have to get away."
You know, I'm a numbers guy. Yes, I'm a math guy, but no, that doesn't automatically make me a numbers guy. In fact, being a pure mathematician at the University of Waterloo, the running joke was none of us could do mental math because we hadn't seen numbers since high school.
But that never really applied to me, because I also love numbers. The Pythagoreans said that "all is number"; Plato believed that numbers were the "gateway to the divine"; Erdos and Ramanujan found "extraordinary beauty" in numbers; and a colleague recently said in a talk that "numbers transcend us, yet bind us together."
I've always found that numbers told stories.
Purpose: Our study uses Remillard’s framework for characterizing and studying teachers’ interactions with curriculum materials specifically in the context of GBL. We believe that exploring the dynamic relationship between teachers and a GBL curriculum may help those involved in supporting teachers in implementing GBL to gain a deeper understanding of the complexity of the teacher/GBL curriculum relationship. This research examined teachers' GBL implementation experiences in order to answer the following research question: How do we describe and characterize teachers’ interactions with GBL curriculum materials?
Insight into Impressive Practices in Career Services: A Reference Guide is the second of two reports summarizing the findings of a CERIC-funded study that sought to establish the importance publicly funded universities and colleges place on the provision of career development services and to highlight particularly impressive models of career service provision across the country.
Specifically, CERIC’s interest in conducting this study was two-fold:
1. To understand the landscape of career service models across Canada
2. To examine the level of institutional commitment to the provision of career services
This CERIC-funded study sought to establish the importance publicly funded universities and colleges place on the provision of career development services and to highlight particularly impressive models of career service provision across the country.
Specifically, CERIC’s interest in conducting this project was two-fold:
1. To understand the landscape of career service models across Canada
2. To examine the level of institutional commitment to the provision of career services to students
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.
All of us — even those with the best perception — are always somewhat out of touch with the exact state of the world
we live in. Today, every business is living in a time of great change, and the chasm between what leaders and
employees believe about the state of things seems to be widening.
The State of Inbound, for example, found large discrepancies between how leaders and employees rate marketing
effectiveness, and what tactics they believe are the most effective — from new marketing channels to sales
A simplistic response to this tension might be to argue that leaders need to be more realistic and ground themselves
in the everyday realities confronting the average employee. Equally simplistic is the pressure for employees to get in
alignment with the leadership’s goals. But perhaps a different mindset is needed for everyone across the
Critical thinking is no longer a strange concept in this world. It is being talked about all over, from university to the
workplace, from developed countries to poor ones. The importance of thinking critically has never really been
considered properly until recently. In fact, critical thinking is believed to be the new intellect of the modern era that
reflects a person’s ability to analyze daily problems and make the right decision.
As it’s not a specific talent that people are born with, critical thinking requires practice and effort. Ironically, while
critical thinking has become popular all over the world, not many people know how to develop their critical thinking
skills effectively. Therefore, we are about to show you how you can effectively develop these skills.
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.
I didn’t always want to be a professor, but when I learned what a professor did (or what I thought they did), I decided
it was exactly the profession from which to do the things I wanted to do. My early career dreams primarily revolved
around three things: I wanted to be an actress, an activist and a writer.
Reality got the best of me, and I decided none of those things were viable career paths. Or at least not financially
lucrative career paths, which was a necessity for someone who grew up working-class with a single mom. By the
end of college (which I attended by the grace of loans and persistence), I was enamored with the professors who
taught me theories to make sense of my positionality as a woman, a poor person, a queer femme, a white person,
etc. I also witnessed professors publishing books as well as doing activist work on their days away from the campus.
And they got to perform, in a way, in front of the students they taught. I felt like it was a legitimate dream career, and
I was nothing short of elated when I was accepted tuition-free into a master’s and then a Ph.D. program.
In August, a report by Rand Europe confirmed what many had long suspected: that academics face a greater mental
health risk than the population at large. About two in five scholars have common mental health disorders, such as
depression or stress-related problems. Among the reasons behind this, the report, which was commissioned by the
Royal Society and the Wellcome Trust, identified environmental risk factors such as heavy workloads and lack of job
security and management support. But is there anything that academics themselves could do to boost their wellbeing?
Here, scholars from disciplines ranging from philosophy to neuroscience share their insights into how the
search for happiness should be conducted – if it should be conducted at all
With the average undergraduate university program costing $6,373 in tuition for the current academic year, up about
40 per cent from 10 years ago, it is little wonder that many students feel the need to support their studies with parttime
Having just completed her third year studying human resources at York University in Toronto, Eleisha Akin is happy
to put her new-found skills to the test. While she has been working weekends at the local McDonald’s restaurant in
her hometown of Aurora, Ont., since before she arrived on campus, she is also spending this summer as an HR
assistant in the university’s office of the dean in the faculty of Liberal Arts and Professional Studies.
You’ve probably heard "ivory tower" jokes or other ways of lampooning academic researchers and scholars. Here’s
one: How many college professors does it take to change a light bulb? Answer: Eight. One to secure funding for the
light bulb, one to observe and record the changing of the bulb, one to consider the theoretical implications of the
change, one to write the research paper, two to edit the journal to which the research paper is submitted, and two
more to serve as blind peer-reviewers for the manuscript. (The actual changing of the bulb will be done by a