Workforce Development in the United States: Facilitating Opportunities to Work at Older Ages

2015 ◽  
Vol 25 (4) ◽  
pp. 150-154 ◽  
Author(s):  
Phyllis Cummins ◽  
Bob Harootyan ◽  
Suzanne Kunkel
Keyword(s):  
United States ◽  
Workforce Development ◽  
The United States

scholarly journals Improving Undergraduate Life Science Education for the Biosciences Workforce: Overcoming the Disconnect between Educators and Industry

2018 ◽  
Vol 17 (3) ◽  
pp. es12 ◽  
Author(s):  
Christopher Thompson ◽  
Joseph Sanchez ◽  
Michael Smith ◽  
Judy Costello ◽  
Amrita Madabushi ◽  
...  
Keyword(s):  
United States ◽  
Workforce Development ◽  
The United States ◽  
University Graduates ◽  
Washington Dc ◽  
College And University ◽  
Highly Educated ◽  
Undergraduate Institutions ◽  
And Mathematics ◽  
Undergraduate Programs

The BioHealth Capital Region (Maryland, Virginia, and Washington, DC; BHCR) is flush with colleges and universities training students in science, technology, engineering, and mathematics disciplines and has one of the most highly educated workforces in the United States. However, current educational approaches and business recruitment tactics are not drawing sufficient talent to sustain the bioscience workforce pipeline. Surveys conducted by the Mid-Atlantic Biology Research and Career Network identified a disconnect between stakeholders who are key to educating, training, and hiring college and university graduates, resulting in several impediments to workforce development in the BHCR: 1) students are underinformed or unaware of bioscience opportunities before entering college and remain so at graduation; 2) students are not job ready at the time of graduation; 3) students are mentored to pursue education beyond what is needed and are therefore overqualified (by degree) for most of the available jobs in the region; 4) undergraduate programs generally lack any focus on workforce development; and 5) few industry–academic partnerships with undergraduate institutions exist in the region. The reality is that these issues are neither surprising nor restricted to the BHCR. Recommendations are presented to facilitate improvement in the preparation of graduates for today’s bioscience industries throughout the United States.

scholarly journals Advancing the Science of Tick and Tick-Borne Disease Surveillance in the United States

Insects ◽  
2019 ◽  
Vol 10 (10) ◽  
pp. 361 ◽  
Author(s):  
Samantha Wisely ◽  
Gregory Glass
Keyword(s):  
Public Health ◽  
United States ◽  
Workforce Development ◽  
Disease Surveillance ◽  
The United States ◽  
Centers Of Excellence ◽  
Public Health Burden ◽  
Vector Borne Disease ◽  
Tick Borne Disease ◽  
Vector Borne

Globally, vector-borne diseases are an increasing public health burden; in the United States, tick-borne diseases have tripled in the last three years. The United States Centers for Disease Control and Prevention (CDC) recognizes the need for resilience to the increasing vector-borne disease burden and has called for increased partnerships and sustained networks to identify and respond to the most pressing challenges that face vector-borne disease management, including increased surveillance. To increase applied research, develop communities of practice, and enhance workforce development, the CDC has created five regional Centers of Excellence in Vector-borne Disease. These Centers are a partnership of public health agencies, vector control groups, academic institutions, and industries. This special issue on tick and tick-borne disease surveillance is a collection of research articles on multiple aspects of surveillance from authors that are affiliated with or funded by the CDC Centers of Excellence. This body of work illustrates a community-based system of research by which participants share common problems and use integrated methodologies to produce outputs and effect outcomes that benefit human, animal and environmental health.

Challenges and Strategies for Local Road Safety Training and Technology Transfer

2003 ◽  
Vol 1819 (1) ◽  
pp. 187-190 ◽  
Author(s):  
Keith Knapp ◽  
Donald Walker ◽  
Eugene Wilson
Keyword(s):  
United States ◽  
Technology Transfer ◽  
Workforce Development ◽  
Road Safety ◽  
Cost Effective ◽  
The United States ◽  
Safety Training ◽  
Highway Safety ◽  
Transfer Program ◽  
Local Road

A significant increase in the safety of transportation networks in the United States and throughout the world will require the direct involvement of local jurisdictions (e.g., counties, townships, villages, and cities). In 1998, approximately 4 out of 10 fatalities in the United States occurred on collector and local roadways. Local road agencies need to have the skills to identify, evaluate, and mitigate safety concerns. Effective local road safety training, technology transfer, and resources are essential. A number of challenges need to be met to complete these tasks, but current local road safety training and technology transfer programs and strategies also offer opportunities. Some of these challenges are identified and discussed, and several current and potential programs and strategies for local road safety training and technology transfer are described. Relevant results from a recent FHWA and AASHTO international scan tour on the management and organization of comprehensive highway safety programs are also presented and used to support the suggestions provided. A synopsis of the relevant discussions from a recent workshop on highway safety workforce development, sponsored by FHWA, AASHTO, TRB, and ITE, is also offered. The objective is to initiate discussion about the need for and development of a comprehensive and cost-effective local safety training and technology transfer program.

Results and Recommendations From a National Public Health Workforce Development Systems Assessment Conducted in the United States

2020 ◽  
pp. 237337992090764
Author(s):  
Christina R. Welter ◽  
Betty Bekemeier ◽  
Jennifer McKeever
Keyword(s):  
Public Health ◽  
United States ◽  
Workforce Development ◽  
Health Workforce ◽  
Phase 1 ◽  
The United States ◽  
Public Health Workforce ◽  
Public Health Training ◽  
Wide Range ◽  
Health Workforce Development

Multiple public health workforce development assessments report individual worker knowledge and skill-based training needs. These assessments do not capture practitioners’ in-depth perceptions of complex public health challenges and whether workforce development approaches address these issues. To address this gap, the Public Health Learning Network—a national coalition of 10 Regional Public Health Training Centers located at United States accredited schools of public health, their partners, and the National Network of Public Health Institutes—conducted a public health workforce development assessment using a two-phased mixed-method design to explore systems-level gaps and opportunities for improving workforce development effectiveness. Phase 1 included a content analysis of major public health workforce development reports and peer-reviewed literature. Phase 2 included primary qualitative data collection of key informant interviews and focus groups via conference call with 43 participants representing 41 public health organizations at the local, state, and national levels. Results included a wide range of challenges with an emphasis on major systems changes, the shift in public health’s role to more effectively build community collective capacity, limited staff capacity and capability, and the need for more flexible and integrated training funding. Public health workforce development approaches recommended to address these challenges included improving pedagogical approaches toward more integrated, multimodal training delivered over time; increasing workforce capacity to address complex challenges such as racism and housing; and facilitating public health workforce development system coordination and alignment. Public Health Learning Network’s workforce assessment also identified opportunities for conceptualizing the definition and delivery of training toward ongoing learning.

Assistive Technology and Human Capital for Workforce Diversity

2019 ◽  
pp. 225-236 ◽  
Author(s):  
Ben Tran
Keyword(s):  
United States ◽  
Human Capital ◽  
Assistive Technology ◽  
Workforce Development ◽  
The United States ◽  
International Perspective ◽  
Assistive Technologies ◽  
Diverse Workforce ◽  
Playing Field ◽  
The Past

The purpose of this chapter is not on the varieties of the availability of assistive technologies (AT) and their usages based on individuals' specified disability, so that individuals who require the usage of ATs can be of equal playing field compared to those individuals who do not require the usage of ATs. For information regarding AT and the state of AT in the past, present, and future in the United States, ADA and the like refer to Tran's article titled “Assistive Technology.” The purpose of this chapter is beyond the coverage of Tran's “Assistive Technology” article, such that the purpose of this article is on the end results that AT could provide and contribute to the diverse workforce, and the role AT play in relations to workforce development—from an international perspective.

Public-Private Partnerships (P3s) between Businesses and Adult Education Providers

2013 ◽  
pp. 192-209
Author(s):  
Courtney Curatolo ◽  
Valerie C. Bryan
Keyword(s):  
United States ◽  
Adult Education ◽  
Adult Learners ◽  
Literature Review ◽  
Workforce Development ◽  
The United States ◽  
Public Private Partnerships ◽  
Future Research ◽  
Future Trends ◽  
Business Sector

This chapter defines and examines public private partnerships, often referred to as P3s, between the business sector and education sector. In particular, the focus is on economic and workforce development benefits that ensure the successful connection of these partnerships and the added incentives that aid adult learners in developing new talent and provide opportunities for different career paths. Best practices are discussed through a literature review and information from partnerships that have taken place throughout the United States. Recommendations for future trends and future research are offered.

Comparison of perceived employment barriers among low-income jobseekers in the United States and South Korea

2015 ◽  
Vol 61 (1) ◽  
pp. 23-39 ◽  
Author(s):  
Philip Young P Hong ◽  
In Han Song ◽  
Sangmi Choi ◽  
Jang Ho Park
Keyword(s):  
United States ◽  
South Korea ◽  
Workforce Development ◽  
Low Income ◽  
The United States ◽  
Development Programs ◽  
South Korean ◽  
Employment Barriers ◽  
Five Factors ◽  
Two Samples

The Perceived Employment Barrier Scale (PEBS) has been validated as a tool to assess low-income individuals’ level of employment barriers in the United States. Using samples from workforce development programs in the United States and South Korea, this study aims to examine the comparability of this measure and to compare score differences on the five factors of PEBS between the two samples. Evidence for cross-sample equivalence was found, indicating cross-national comparability. Furthermore, the South Korean sample perceived significantly higher on human capital barriers compared to the United States. Implications for workforce development practice and research in the United States and South Korea are discussed.

Why Did You Become a Police Officer? Entry-Related Motives and Concerns of Women and Men in Policing

2021 ◽  
pp. 009385482199350
Author(s):  
Samantha S. Clinkinbeard ◽  
Starr J. Solomon ◽  
Rachael M. Rief
Keyword(s):  
United States ◽  
Gender Differences ◽  
Police Officer ◽  
Workforce Development ◽  
The United States ◽  
Research Area ◽  
Police Departments ◽  
Men And Women ◽  
National Institute Of Justice ◽  
Police Agencies

As police agencies in the United States suffer declining applications and struggle to recruit women, the National Institute of Justice has identified workforce development as a priority research area. To recruit more effectively, we must understand what attracts people to policing and what deters them. We surveyed officers in two Midwestern police departments ( n = 832) about entry motivations and concerns and examined gender differences. Serve/protect motivations were most important for men and women, though women rated the category significantly higher. Women and non-White officers rated legacy motives higher than did males and White officers. Women reported more concerns overall and scored higher on job demands and acceptance concerns; officers of color also reported more acceptance concerns than White officers. The largest gender differences were associated with gender-related obstacles and stereotypes (e.g., discrimination; being taken seriously; physical demands), indicating recruitment reform necessarily includes improving systemic issues.

scholarly journals Challenges to the Reforestation Pipeline in the United States

2021 ◽  
Vol 4 ◽  
Author(s):  
Joseph Fargione ◽  
Diane L. Haase ◽  
Owen T. Burney ◽  
Olga A. Kildisheva ◽  
Greg Edge ◽  
...  
Keyword(s):  
United States ◽  
Workforce Development ◽  
Large Scale ◽  
Public Support ◽  
Fold Increase ◽  
The United States ◽  
Tree Seedlings ◽  
Seed Collection ◽  
Nursery Production ◽  
Mitigate Climate Change

Large-scale global reforestation goals have been proposed to help mitigate climate change and provide other ecosystem services. To explore reforestation potential in the United States, we used GIS analyses, surveys of nursery managers and foresters, and literature synthesis to assess the opportunities and challenges associated with meeting proposed reforestation goals. We considered a scenario where 26 million hectares (64 million acres) of natural and agricultural lands are reforested by 2040 with 30 billion trees at an estimated cost of $33 ($24–$53) billion USD. Cost per hectare will vary by region, site conditions, and other factors. This scenario would require increasing the number of tree seedlings produced each year by 1.7 billion, a 2.3-fold increase over current nursery production levels. Additional investment (not included in the reforestation cost estimate) will be needed to expand capacity for seed collection, seedling production, workforce development, and improvements in pre- and post-planting practices. Achieving this scenario will require public support for investing in these activities and incentives for landowners.

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