scholarly journals Preparing Teens for Success: Building 21st Century Skills through a 4-H Work-Based Learning Program

2008 ◽  
Vol 3 (1) ◽  
pp. 25-May ◽  
Author(s):  
Theresa M. Ferrari ◽  
Nate Arnett ◽  
Graham Cochran
Keyword(s):  
Performance Appraisal ◽  
Work Experience ◽  
Learning Program ◽  
Self Assessment ◽  
Job Experience ◽  
Extension Educators ◽  
Written Comments ◽  
Learning Programs ◽  
Workforce Skills ◽  
And Training

There is widespread concern that youth lack the skills essential for job success and are entering the workplace unprepared. To address issues of workforce preparation, Extension educators at an urban 4-H education center created the Job Experience and Training (JET) program, a work-based learning program for teens. JET is conducted over a six-month period, culminating in an eight-week summer work experience in collaboration with a local park district. Supervisors and teens completed a performance appraisal measure based on SCANS workforce skills at two points during the program. Both teens and supervisors provided written comments addressing teens’ strengths and areas for growth, as well as comments on their satisfaction with the program itself. Overall, the experience appears to have produced improvements in teens’ workforce skills, as evidenced by their own self-assessment and that of their supervisors. We conclude with implications for conducting work-based learning programs.

scholarly journals Online Learning Program Strategic Planning And Execution: Considering Goals, Benefits, Problems And Communities Of Practice

2007 ◽  
Vol 4 (8) ◽  
Author(s):  
Edward A. Sawyer ◽  
Caroline Howard
Keyword(s):  
Online Learning ◽  
Content Analysis ◽  
Strategic Planning ◽  
Decision Aid ◽  
Analysis Tool ◽  
Learning Program ◽  
Comprehensive List ◽  
Strategic Plans ◽  
Learning Programs ◽  
And Training

The nation’s social agenda for improving education and training has converged with national economic forces (Hornbeck & Salamon, 1991).  The emphasis on lifelong learning of the workforce through education, training and development, demands for ever-improving productivity and significant technological advancements have required new tools to deliver education and training at a distance when and where it is requiredneeded.  With the emergence of online learning, organizations have reaped the rewards of a well-educated and trained workforce.  Yet, in surveys, educators reported that strategic planning was not being conducted for online learning programs (Berge & Muilenburg, 2001; McNickle & Cameron, 2003), and what planning that was done was deficient in areas such as policy (U. S. General Accounting Office, 2003) and organizational culture (European Union, 2003).  Sawyer (2005) found that the leaders and managers of online learning programs (from from the academic community, business and industry, the non-profit sector and government) needed hhelp developing and executing strategic plans for their programs, people and systemsave ha.  When evaluating whether to move content to (or develop content for) an e-Learning program, deciding to purchase tools and/or content, internally designing a new distributed learning system, or beginning to plan for the future, Sawyer (2005) found that the state of the research at that time left the decision maker(s) to make critical choices based on their skill (and/or desire) to assemble and analyze the necessary information that would lead to relevant considerations being taken into account.  One large area where the hleaders and managers of online learning programs needed help developing and executing strategic plans for their programs was that they needed a single source that could be located and leveraged to gain an insight into online learning’s goals, benefits or problems to use as a decision aid or analysis tool.  Until now, a comprehensive list did not exist.  Sawyer’s 2005 study was designed to present a comprehensive list of online learning’s goals, benefits and problems that could be applied as a decision aid/analysis tool to aid in strategic planning.  This paper presents some of the key findings from this exploratory study which used the emergent, inductive approach of content analysis to conduct a cross case analysis of 607 research reports published over a two year period to establish the existence and frequency of the dependent variables goals, benefits and problems.  This analysis resulted in the identification of 61 goals that have been set for online learning programs, 131 benefits that have been documented, and 371 problems that have been encountered. Conceptual and relational analysis were concurrently applied to identify key concepts and their semantic relationships which resulted in the development of  a concept map that, when combined with the content analysis,  led to the identification of seven recommended online learning communities, as well as a consolidated planning and decision aid to help decision-makers in their strategic planning effort.

Service-Learning Opportunities for Preservice Music Teachers within Community Music Settings

2019 ◽  
pp. 641-667
Author(s):  
Jared R. Rawlings
Keyword(s):  
Preservice Teachers ◽  
Service Learning ◽  
Teacher Development ◽  
Learning Opportunities ◽  
Music Teacher ◽  
Teacher Preparation Program ◽  
Community Music ◽  
Learning Program ◽  
Learning Opportunity ◽  
Learning Programs

Authentic teaching opportunities are important for all preservice teachers, and service-learning opportunities within community music settings support preservice music teacher development. The purpose of this chapter is to document a service-learning opportunity within a community music school and showcase the benefits and challenges of a partnership between a music teacher preparation program and this school. After defining service learning and describing how it is utilized in music teacher education, the chapter uncovers the following topics: establishing a community music partnership, designing a service-learning opportunity, and evaluating the outcomes of service-learning programs. The chapter concludes with a discussion of the implications of and recommendations for utilizing a multi-tier service-learning program alongside a preservice music teacher curriculum.

The effect of workload, work experience and inclined standing surface on visual spatial perception: Fall potential/prevention implications

2003 ◽  
Vol 3 (4) ◽  
pp. 251-259
Author(s):  
Laurel Kincl ◽  
Amit Bhattacharya ◽  
Paul Succop ◽  
Angshuman Bagchee
Keyword(s):  
Work Experience ◽  
Spatial Perception ◽  
Parameter Estimates ◽  
Industrial Workers ◽  
Job Experience ◽  
Horizontal Orientation ◽  
Visual Spatial ◽  
Visual Inputs ◽  
Inclined Surfaces ◽  
Main Effects

Maintenance of upright balance involves interplay between sensory (somatosensory, vestibular and visual) inputs and neuro-motor outputs. Visual spatial perception (VSP) of vertical and horizontal orientation plays a significant role in the maintenance of upright balance. For this experiment, a custom designed computer program randomly generated 42 images of horizontal and vertical lines at various angles for 60 industrial workers (39 ± 9.8 years). Half of the workers had more than three years of experience working on inclined and/or elevated surfaces. The main effects investigated included within subject factors of standing surface inclination (0°, 14° and 26°), job experience (number of months), and postural workload (0%, 50% or 100%). The VSP outcome measure was the count of correct responses to the angles presented. The inclination did not have a significant effect on VSP, but the parameter estimates indicated less correct responses on the inclined surfaces. The postural workload significantly affected the VSP, indicating that with increased workload, less correct responses were given. Finally, job experience was found to improve VSP response scores. In summary, these results indicate that job experience increases accurate VSP, while workloads and inclined work surfaces decrease accurate VSP responses.

scholarly journals Training Preferences of School Food Service Staff Vary by Role in the School Nutrition Program

2020 ◽  
Vol 18 (1) ◽  
pp. 50
Author(s):  
Leia Flure ◽  
Melissa Pflugh Prescott ◽  
Whitney Ajie ◽  
Trinity Allison ◽  
Jennifer McCaffrey
Keyword(s):  
Professional Development ◽  
The United States ◽  
School Nutrition ◽  
Training Needs ◽  
Learning Method ◽  
Learning Methods ◽  
Chi Square ◽  
Job Experience ◽  
Training Topic ◽  
And Training

Professional development has been identified as a critical component for school nutrition professionals (SNPs) to successfully implement school meal standards in the United States. However, training needs may vary based on different factors. This study examined (1) the topics of highest priority for SNPs; (2) preferred learning methods; (3) where and when trainings should be conducted; and (4) whether responses differ according to important factors including position type, school locale (urban vs. rural), or job experience. Participants completed surveys that included questions on demographics and preferences for learning methods and training topics (n = 492). Descriptive statistics characterized survey responses. Chi square tests assessed differences in learning method and training topic preferences by participant role, locale, and job experience; Cramer’s V assessed the strength of association for each chi square result. Qualitative responses to open-ended questions were analyzed using an inductive thematic analysis method. Nearly all training topic preferences were significantly different (p < 0.001 using Bonferroni method) when stratified by role. Significant differences were also observed for school locale and years of experience, but to a lesser degree. There was less variation in learning method preferences across staff role. Qualitative results (n = 93) identified three key themes related to training needs: role-specific trainings, innovative learning methods, and geographic access. The combination of quantitative and qualitative analysis indicate that professional development for SNPs should mostly be conducted in-person, be easily accessible, and include hands-on activities. Further, training should be tailored by job role and address situational barriers unique to the geographic area.

Effects of Sex on Raters' Accountability

2003 ◽  
Vol 92 (2) ◽  
pp. 693-702 ◽  
Author(s):  
Ted H. Shore ◽  
Armen Tashchian
Keyword(s):  
Performance Appraisal ◽  
Performance Ratings ◽  
Self Assessment ◽  
Men And Women

The effects of sex (rater and ratee) on raters' accountability in the context of performance appraisal were investigated. The 130 participating undergraduates (men and women) rated a fictitious male or female's performance on a clerical task subsequent to receiving self-assessment information. As expected, raters' knowledge of a high self-assessment was followed by significantly higher performance ratings than after knowledge of a low self-assessment. Contrary to expectations, no differences were found for either raters' or ratees' sex. The results suggest that the sex of the rater or ratee is not associated with raters' accountability.

scholarly journals An Analytical Perspective of the Reliability of Multi-Evaluation in Higher Education

Mathematics ◽  
2021 ◽  
Vol 9 (11) ◽  
pp. 1223
Author(s):  
Antonio Rodríguez Fuentes ◽  
José Luis Gallego Ortega
Keyword(s):  
Selection Process ◽  
Self Assessment ◽  
Statistical Software ◽  
Self Evaluation ◽  
Participant Selection ◽  
Analytical Perspective ◽  
Second Year ◽  
The University ◽  
And Control ◽  
And Training

It is urgent to evaluate the rest of the renewed elements within the university didactic action, overcoming the hegemony of traditional methods in which the professor constitutes as the sole evaluator. If autonomous and cooperative group-based learning is encouraged, self-assessment and co-assessment must also be promoted, apart from the traditional lecturing and evaluation by others. The assessing competence of Teacher Training degree students (n = 175) was researched, started with stratified sampling (in the second and fourth years), following a participant selection process in each group. The compiled data were subject to descriptive, inferential, and correlation analysis by means of statistical software. The results pointed to low execution levels as for the self-evaluation (individual and group), although a certain progress was identified in the four year students compared to those in their second year of study. A better execution in evaluation was observed in all students regarding co-assessment (among different work groups in the classroom) and assessment by others (towards the professor). The use of all types of assessment is proposed, having a certain awareness and training regarding self-evaluation, and counting with a full supervision and control over it. All in all, the advantages of multiple and democratic assessment surpass the drawbacks derived from them.

THE EFFECT OF WORK EXPERIENCE, WORK ACHIEVEMENT, EDUCATION AND TRAINING ON CAREER DEVELOPMENT IN PT. PLN (PERSERO) KOTA PADANG RAYON KURANJI

2021 ◽  
Vol 5 (2) ◽  
pp. 523
Author(s):  
Ai Elis Karlinda ◽  
Putri Azizi ◽  
Mardhatila Fitri Sopali
Keyword(s):  
Regression Analysis ◽  
Career Development ◽  
Data Collection ◽  
Correlation Analysis ◽  
Multiple Regression ◽  
Work Experience ◽  
Work Performance ◽  
Education And Training ◽  
Collection Method ◽  
And Training

This study aims to determine how much influence the work experience, work performance, education and training have on the career development of employees at PT PLN (Persero) Rayon Kuranji, Padang City. The analytical method used is correlation analysis and multiple regression. The data collection method in this study is to use a questionnaire filled out by respondents, namely employees at PT PLN (Persero) Rayon Kuranji, Padang City. From the results of multiple regression analysis, it shows that: (a) work experience has a partially significant effect on career development, (b) work performance has a partially significant effect on career development, (c) education has a partially significant effect on career development, (d) training does not have a partially significant effect on career development, (e) work experience, work performance, education and training have a significant effect on career development together, (e) the contribution of variable work experience, work performance, education and training together The career development is 52.5%, while the remaining 47.5% is influenced by other variables not examined in this study.

scholarly journals Cooperative Learning to Enhance Horticulture Skills and Raise Funds for Professional Development

2017 ◽  
Vol 27 (4) ◽  
pp. 455-457
Author(s):  
Brian J. Pearson ◽  
Kimberly Moore ◽  
James Barrett
Keyword(s):  
Professional Development ◽  
Cooperative Learning ◽  
College Graduates ◽  
Learning Opportunities ◽  
Academic Departments ◽  
Learning Program ◽  
Employment Opportunities ◽  
Hands On ◽  
Learning Programs ◽  
Critical Skills

Increased global trade coupled with diversified employment opportunities have generated demand for college graduates to possess enhanced interpersonal and foreign communication skills and a well-developed understanding of foreign culture. Horticultural employment opportunities also require students to possess a mastery of horticultural theory with an established record of direct, hands-on experience. Despite these needs, financial limitations of students and academic departments coupled with a lack of available opportunities may restrict students from developing these critical skills. Through development of cooperative learning programs, students have an opportunity to master and refine their horticultural skills while simultaneously raising funds, which are allocated for professional development including an international learning program. This article provides a successful overview of a student-based cooperative learning program that enhances student learning opportunities.

Employers’ experience in managing high potential employees in Malaysia

2015 ◽  
Vol 34 (2) ◽  
pp. 187-201 ◽  
Author(s):  
Nurita Juhdi ◽  
Fatimah Pa'wan ◽  
Rammilah Hansaram
Keyword(s):  
Performance Appraisal ◽  
Customer Service ◽  
Work Life ◽  
High Potential ◽  
Common Method ◽  
Development Programs ◽  
Content Type ◽  
Mean Values ◽  
Job Experience ◽  
Immediate Supervisor

Purpose – The purpose of this paper is to determine key competencies used by organizations in identifying high potential employees. It also seeks to examine practices and programs to manage such employees and finally to identify problems encountered in the development programs. Design/methodology/approach – The respondents of the study were HR practitioners. Convenient sampling was used and the respondents answered survey forms that were sent out using regular mails and e-mails. As a result, 237 forms were generated and used for analyses. In order to test construct validity, factor analyses were performed and mean values of each variable were also used for interpretations. Findings – Employers put highest emphasis on employees who were customer service oriented. Three major competences were identified – results-oriented character, interpersonal competence and technical competence/flexibility. The most common method to identify potential was performance appraisal by immediate superiors. The most common method to develop high potential employees was job enlargement and the most common problem in the development programs was in dealing with those who had personal and work-life balance. Practical implications – Performance appraisal done by immediate supervisor may not be the best method to gauge future performance and should be coupled with performance review or discussion with the superiors. Job experience is still effective in developing potential. Specific policies that help employees to balance personal and work life are important in development programs. Originality/value – The responses from the HR practitioners shed some lights on what major competences are important in identifying potential that can be used in talent management.

scholarly journals What does competent moral expertise look like in public health practice?

2020 ◽  
Vol 30 (Supplement_5) ◽  
Author(s):  
F Tahzib
Keyword(s):  
Public Health ◽  
Work Experience ◽  
Public Health Practice ◽  
Daily Practice ◽  
Moral Dilemmas ◽  
Education And Training ◽  
Public Health Workforce ◽  
Public Health Training ◽  
Training Programmes ◽  
And Training

Abstract Background Public health practitioners regularly face moral dilemmas in their daily practice but they are not well prepared to deal with them. Yet, from an ethics perspective, educational programmes are often inadequate. Rather, there is a need to better understand public health ethical competencies and to develop education and training in public health ethics (PHE). Objectives This presentation will share findings and learning from an ESRC funded research by the UK Faculty of Public Health in collaboration with the Universities of Southampton and Bristol around the nature of competency in PHE and law. Our leading question is: What are the key ethical and legal knowledge, skills, values and attitudes necessary for PHE and law as a professional competency of the public health workforce (PHW)? Results We created a working list of what the competencies should look like based on the material from the competency library, comments from a panel of practitioners, experts which we convened, and own analysis that reflects subject matter knowledge, expressed skill development requirements and personal work experience. These were organized within five areas which: (i) Awareness and Understanding, (ii) Engagement and Research, (iii) Analysis and Reasoning, (iv) Evaluation and Reflection and (v) Action and Advocacy. The five areas and various issues which they cover will be described, as well as reflection and learning from some key activities and initiatives in building competency and capacity. Conclusions There is need to appreciate the nature of competency of PHE and build capacity and competency of the PHW through education and training programmes as key element of public health training curricula. Key messages There are distinguishing features in teaching, learning and practice of PHE compared to clinical ethics. To implement PHE competencies into practice and in public health curricula requires better understanding of practice and the political mandate of public health.

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