Universities as Arts and Cultural Anchors

Economic developers commonly refer to universities as anchor institutions because they are large, rooted regional economic drivers that are sites of development, incubation, entrepreneurship, workforce readiness, and knowledge transfer. But most anchor research speaks generally about the university or focuses on STEM and not on arts and culture. Our study asks: what is the role of universities in anchoring arts and cultural innovation in the regional creativity ecology, and how are university leaders identifying, communicating, and investing as arts and cultural anchors? Through a qualitative comparative case analysis of four public universities in the Intermountain West combined with target interviews of field innovators and a synthesis of transdisciplinary literature, we deepen the concept of the university arts and cultural anchor and map a theoretical and practical shift from a traditional to contemporary form of anchoring. We identify four stages of anchor readiness, and we propose a pilot assessment tool for university leaders to determine their anchor stage based on awareness and investment. Our applied research helps universities move from being an arts patron to an arts entrepreneur, investor, innovator, and catalyst.

542 Rethinking/reexamining Grand Challenges Within Teaching for Workforce Readiness – a Scorecard and Recalibration

The ASAS Public Policy Committee (PPC) provides updates of Grand Challenges (GCs; www.asas.org/about/public-policy/asas-grand-challenges) which clearly articulate research priorities while providing science-based information for shaping public policy, and to enhance future funding for research and education programs in animal sciences (AS). In this nexus symposium for 2021, PPC examines previous stated priorities and provides a progress report card and offers additional perspectives and recommendations for research needed to address some of the GCs continuing to face animal agriculture. Among the GCs is teaching for workforce readiness (WR) as the preparation of graduates for diverse roles in the modern workforce has provoked substantial research in recent years. Ensuring new and returning workplace entrants are prepared to enter the workforce with requisite knowledge, skills, abilities, and experiential attributes required in a diverse array of occupations is a GC. Through an examination of the past, present and future instructional landscape, we will examine a gap which exists between WR and expectations of future employers. Expected employee competencies will include critical thinking and problem solving, mastery of human relationship skills and leadership mindsets, diverse and effective communication abilities, influence skills and workplace emotional intelligence. Instructive to meeting the GC are principles identified in ASAS Accreditation Standards for Animal Science Programs. Those standards strive to ensure graduates can communicate the importance of animal agriculture and STEM biology to an increasingly non-ag world. Among the GC of providing experiences are increased emphasis on high-impact programming around internships, externships and apprenticeships layered onto a knowledge, scaffolded curriculum. Use of research methodology to develop and incorporate into practice varied instructional modalities, technologies and practices within a dynamic higher education landscape requires intentional, systematic, and iterative scholarly approaches; which will enable creation of adaptive learning experiences and learning outcomes needed for an ever-changing workplace with its unique challenges and opportunities.

Bekasi Regency Workforce Readiness to Work in The Paperless Office

<p align="center"><strong>Abstract</strong></p><p>The increasing amount of paper consumption has an impact on the environment; forest (ecosystem and species), and pollution. On the other hand, the society shifts in the direction of green environment through the growth of Paperless Office world. The purpose of this research was to investigate how capable and available the workforce is to work in the Paperless Office with substitutes such as the digital mode in carrying out their duties. Quantitative methods were used with a population of Bekasi Regency people aged 17-64 years and the sample were 155 respondents. The data were analyzed using the SPSS v.22 tool and SEM-PLS method with SmartPLS 3.0 tool. The study found that environmental awareness did not have a significant influence on workforce readiness, where the higher the level did not influence Bekasi Regency workforce readiness to work at the Paperless Office. Meanwhile, digital competence and digital usage behaviour have been found to have a significant influence on the readiness of Bekasi Regency workforce to work at the Paperless Office.</p>

Real-time infection prediction with wearable physiological monitoring and AI: Aiding military workforce readiness during COVID-19

Infectious threats, like the COVID-19 pandemic, hinder maintenance of a productive and healthy workforce. If subtle physiological changes precede overt illness, then proactive isolation and testing can reduce labor force impacts. This study hypothesized that an early infection warning service based on wearable physiological monitoring and real-time machine learning could be developed and deployed. We developed a prototype tool, first deployed June 23, 2020, that delivered continuously updated scores of infection risk for SARS-CoV-2. Data were acquired from 9381 United States Department of Defense (US DoD) personnel wearing Garmin and Oura devices, totaling 599,174 user-days of service and 201 million hours of data. There were 491 COVID-19 positive cases. A predictive algorithm identified infection before diagnostic testing with an AUC of 0.82. Barriers to implementation included adequate data capture (at least 48% data was needed) and delays in data transmission. We observe increased risk scores as early as 6 days prior to diagnostic testing (2.3 days average). This study showed feasibility of a real-time risk prediction score to minimize workforce impacts of infection.

Connecting O*Net® Database to Cybersecurity Workforce Professional Certifications

The Occupational Information Network O*NET is considered the primary source of occupational information in the U.S. I explore here possible uses of O*NET data to inform cybersecurity workforce readiness certification programs. The O*NET database is used to map out education requirements and how they relate to professional certifications as required by employers and job designers in accordance with the National Initiative for Cybersecurity Careers and Studies (NICCS). The search focuses on the “Information Security Analysts” occupation as listed on O*NET, Careeronestop, U.S. Bureau of Labor Statistics (BLS), and finally tied back to NICCS source work role to identify certifications requirements. I found that no site has listed any certification as required, desirable or mandatory. NICCS offered general guidance to potential topics and areas of certification. Careeronestop site provided the ultimate guidance for this role certification. Professional certifications are still not integrated in the Cybersecurity Workforce Framework official guidance.

Workforce Readiness Training: A Comprehensive Training Model That Equips Community Health Workers to Work at the Top of Their Practice and Profession

Background: Recent reports have recognized that only 20 percent of health outcomes are attributed to clinical care. Environmental conditions, behaviors, and social determinants of health account for 80 percent of overall health outcomes. With shortages of clinical providers stressing an already burdened healthcare system, Community Health Workers (CHWs) can bridge healthcare gaps by addressing these nonmedical factors influencing health. This paper details how a comprehensive training model equips CHWs for workforce readiness so they can perform at the top of their practice and profession and deliver well-coordinated client/patient-centered care.Methods: Literature reviews and studies revealed that training CHWs alone is not sufficient for successful workforce readiness, rather CHW integration within the workforce is needed. Consequently, this comprehensive training model is developed for CHWs with varying skill levels and work settings, and supervisors to support organizational readiness and CHW integration efforts. A systematic training program development approach along with detailed implementation methods are presented. Continuing education sessions to support CHW practice and Organizational Readiness Training for supervisors, leadership and team members directly engaged with CHWs in the workplace are also discussed. CHWs were involved in all phases of the research, development, implementation, and actively serve in evaluations and curriculum review committees.Results: Components of the comprehensive training model are presented with an emphasis on the core CHW training. Two CHW training tracks are offered using three delivery modalities. Process measures with student learning objectives, outcome measures developed using the Kirkpatrick model to capture attitude, perceptions, knowledge acquisition, confidence, behavior, and overall experience, and impact stories by two CHWs are presented. Lessons learned from the implementation of the training program are discussed in three categories: Practice-driven curricula, student-centered training implementation, and adaptations in response to COVID-19 pandemic.Conclusion: This comprehensive training model recognizes that training CHWs in a robust training program is key as the demand for well-rounded CHWs increases. Furthermore, a comprehensive training program must include training for supervisors, leadership, and team members working directly with CHWs. Such efforts strengthen the CHW practice and profession to support the delivery of well-coordinated and holistic client/patient-centered care.

Developing marketing curriculum to make students workforce ready

PurposeThe purpose of this paper is to investigate how to overcome the dilemma of the lack of student workforce readiness upon graduation. Based on experiential learning theory, the authors propose an innovative three-step approach to marketing curriculum to help address this dilemma.Design/methodology/approachThis study examines both quantitative and qualitative data. First, quantitative results were obtained from 5,222 end-of-course surveys of students taking an experiential learning course at a southeastern United States public university. Results were also obtained from 111 end-of-course surveys of students taking experiential learning courses in marketing. Second, qualitative results were obtained through a critical review of self-reflection assignments from over 1,000 students taking a variety of experiential learning marketing courses.FindingsThe authors identify a three-step process that can be used to develop curriculum that will better prepare students for entering the workforce. The advantages and disadvantages associated with this type of curriculum are also discussed. The outcomes indicate that an entire curriculum focused on experiential learning, self-reflection and ePortfolios will allow students to not only be better prepared for the workforce but also will help them be better communicators on what they have learned.Originality/valueIn this paper, the authors contribute to the literature by providing a curriculum-based approach to learning in order to minimize the gap between academic knowledge and workforce preparedness. Sample course projects, reflective prompts and grading rubrics are provided to aid others in the implementation of this type of curriculum.

Emerging workforce readiness in regenerative healthcare

The biology of regenerative medicine has steadily matured, providing the foundation for randomized clinical trials and translation into validated applications. Today, the growing regenerative armamentarium is poised to impact disease management, yet a gap in training next-generation healthcare providers, equipped to adopt and deliver regenerative options, has been exposed. This special report highlights a multiyear experience in developing and deploying a comprehensive regenerative curriculum for medical trainees. For academicians and institutions invested in establishing a formalized regenerative medicine syllabus, the Regenerative Medicine and Surgery course provides a patient-focused prototype for next-generation learners, offering a dedicated educational experience that encompasses discovery, development and delivery of regenerative solutions. Built with the vision of an evolving regenerative care model, this transdisciplinary endeavor could serve as an adoptable education portal to advance the readiness of the emergent regenerative healthcare workforce globally.