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Created by LatCrit scholars in the mid-2000s, Community Cultural Wealth (CCW) is an antideficit framework for understanding educational inequality. Since its publication, Yosso's (2005) seminal paper on the topic has been cited thousands of times by scholars in fields as distinct as engineering, K-12 education, and public health. This paper reviews the recent scholarship on college students' experiences and outcomes that uses CCW as a guiding framework. Although the intended audience for this review is career services professionals in colleges and universities, my hope is it can also be helpful for scholars of career development who want to brush up on the CCW literature and consider future research questions the framework presents. The existing literature offers insights on the college-to-career transition. It reveals the centrality of familial capital in shaping students' career pathways, the function of resistant capital in forming students' career interests, the utility of students' existing social capital in the job search process, and the role of counterspaces in activating CCW for career success. However, CCW scholarship typically focuses on college students' matriculation, persistence, sources of support, and wellbeing, not on their career development--including the psychological, spiritual, sociocultural, political and economic factors influencing students' career interests and the knowledge, relationships, and environmental contexts shaping their career choices (Duffy & Dik, 2009). This gap presents opportunities for researchers and career services professionals to partner in creating and evaluating programming with CCW in mind. There are also opportunities to increase the methodological diversity of CCW scholarship, to consider the ways in which students mix CCW with "dominant" forms of capital for career success, to collect data from employers, faculty, and other gatekeepers, and to account for the role of institutional context.

Internships are widely promoted extra-curricular experiences that can have positive impacts on student outcomes, yet how specific elements of internships contribute to these outcomes and facilitate learning is understudied. In this sequential mixed-methods study, we use sociocultural learning theory to interpret data from surveys (n = 435) and focus groups (n = 52) with students at five postsecondary institutions. After stepwise linear regression analyses indicated that supervisor behaviors were significantly associated with intern satisfaction and career development, analyses of qualitative data revealed features of positive (clear communication, availability, feedback) and negative (unavailability, inattention to learning) aspects of supervision. These results highlight the value of legitimate peripheral participation in internships, and the need for colleges and employers to carefully design and monitor these pedagogic spaces.

As a result of its direct link to the labour market, technical and vocational education and training (TVET) plays an important role in equipping the modern workforce with in-demand skills. This discussion paper aims to inspire the introduction of entrepreneurial learning in TVET towards a fully mainstreamed approach, whereby entrepreneurial learning is integrated into the role, function and delivery of TVET systems for the benefit of all learners. The paper provides insight into the different approaches to mainstreaming entrepreneurial learning and illustrates the contribution of the key pillars that make up the entrepreneurial learning ecosystem. This is supported by a series of practical examples from TVET systems around the world, illustrating how entrepreneurial learning is being transformed into reality by governments, TVET systems, communities, networks, institutions, teachers, trainers and TVET learners. This paper explores five elements of the entrepreneurial learning ecosystem: (1) Developing policy for entrepreneurial learning; (2) Curricula and pedagogies; (3) Supporting teachers and trainers; (4) Learning modes other than formal curricula; and (5) Career paths and start-ups.

This paper was written in 2018 by NCWD/Youth [National Collaborative on Workforce and Disability for Youth] to inform the development of the Guideposts for Success 2.0, an update to the original Guideposts for Success published in 2005. Since it was created in 2005, the Guideposts for Success has become nationally recognized as a valuable research-based framework to inform policies and practices designed to prepare and support youth in transition to adulthood. In 2012, NCWD/Youth began an in-depth process aimed at updating the Guideposts for Success to reflect the latest research studies and current professional standards of practice for supporting youth in transition to adulthood across multiple service systems and sectors. The process included reviewing literature related to youth transition from multiple disciplines.

Changes in the credentialing market have produced a complex, multilayered ecosystem with a demand for shorter credentials that are focused around job market competencies. Community colleges are well positioned to lead this emerging market for three reasons. (1) Their dual mission to offer both traditional degrees and workforce development programs provides a competitive advantage in piloting and implementing many of the new types of credentials, especially those that can be embedded into traditional degree programs. (2) They have a long history in awarding certificates, one type of shorter work-aligned credential that is experiencing a new emphasis in today's market. (3) They have an established infrastructure, content knowledge experts, and employer relationships that can support a broad array of shorter credentials with a solid level of quality assurance. To play a central, even leading role, in the new credentialing market, community colleges must build credentials that respond to four growing trends and imperatives: building competency and market-oriented programs, structuring credentials to facilitate lifelong learning, unbundling learning in traditional degrees, and recognizing the need for quality assurance.

Existing research on the effectiveness of college career services centers (CSCs) has primarily focused on students' rates of utilization and their satisfaction with the programs and services offered. Based on survey (n = 372) and focus group data (n = 35) from undergraduate business students, we found that participants were most satisfied with the CSC's provision of practical tools that enhanced employability and were least satisfied with the CSC's integration of students' backgrounds and interests during advising. Our qualitative analysis yielded three categories of contributors (i.e., sociocultural factors, independent activities, and institutional factors) to student career outcomes, which were psychological characteristics, career decisions, and social capital. Sociocultural factors were most prominently featured in students' narratives of their experiences, in that they shaped how students leveraged institutional resources and how they engaged in independent activities as part of their career trajectories. Practical implications and future research directions are discussed.

Stackable credentials--sequential postsecondary awards that allow individuals to progress on a career path--have been suggested as a way to enhance the labor market prospects of middle-skill workers. Yet, thus far, little evidence has been provided on the economic value of these credentials. Here, we report a series of estimates on the association between stackable credentials and earnings. We use national, survey, and college-system-level datasets. A significant body of evidence indicates that the labor market returns to certificates--along with those to college degrees--are positive. But our estimates of stackable credentials show only weakly positive and inconsistent gains from these award combinations. Generally, these estimates are indistinguishable from the returns to only one postsecondary credential. There is no clear evidence of how earnings vary across types of stack--progressive, supplemental, or independent--or student characteristics. However, estimated earnings gains from stackable credentials may be imprecise. Few college students stack awards, the motives for stacking are unknown, and notably, the number of stacked awards depends on whether general vocational awards are included. Future research should examine why students stack awards and how they can choose combinations of awards that maximize their earnings gains from stacking.

Global youth unemployment is a significant cause of poverty, resulting in the persistent marginalization of populations. Education and career counseling professionals and professionals in policy, research, and practice concur that the consequences of global youth unemployment are dire. But leaders in these domains have not yet come to an agreement on the best ways to face this global challenge. Our analysis of interdisciplinary literature on global youth unemployment is a first step in identifying and formalizing best practices for culturally appropriate career and workforce development worldwide. This research will support education and career counseling professionals in developing appropriate career and psychosocial support interventions, establishing empirical intervention efficacy and other program evaluation protocols, and creating a capacity-building infrastructure for knowledge-sharing across policy, research, and practitioner stakeholder groups. We also include a proposal for next steps to establish rigorous empirical support for these future initiatives.

Organizational life has become less predictable in today's rapidly changing workplace. Workers must make career decisions within an increasingly uncertain organizational, societal, and global environment. Businesses face the same evolving landscape, making it difficult for them to anticipate their employees' needs, desires, and likely career directions. Career pathways systems can provide the structure that is vital for career progression, helping people develop competencies designed to increase employability while helping organizations develop employees strategically, build engagement, and improve retention. In our focus on the workplace, we underscore the need for more holistic, data-driven individual and organizational perspectives on career growth and success; we describe how a career pathways framework can contribute to these goals. We offer directions for future research to promote career growth and success for individuals, and to help employers create or strengthen career pathways systems that will reduce bias and enhance organizational performance by supporting the advancement of their employees.

This paper evaluates the behavioural responses of multitask agents to the provision of incentives skewed towards one task only. In particular it studies the case of strong research incentives for university professors and it analyzes their effects on the way university faculty members allocate effort between teaching and quantity and quality of research and on the way they select into different types of universities. I first obtain different individual level measures of teaching and research performance. Then, I estimate a difference in difference model, exploiting a natural experiment that took place at Bocconi University, which heavily strengthened incentives towards research in 2005. I find evidence that teaching and research efforts are substitutable in the professors' cost function: the impact of research incentives is positive on research activity and negative on teaching performance. The effects are driven by career concerns rather than by the monetary incentives and are stronger for low ability researchers. Moreover, under the new incentive regime lower ability researchers tend to leave the university. Since I estimate that teaching and research ability are positively correlated, this implies that also bad teachers tend to leave the university. These results are consistent with a model of incentives where agents allocate effort between two substitute tasks and ability is multidimensional. An appendix shows how the author solved the model (for internal solutions) and shows the equilibrium effort level.

This white paper reports on a study exploring the views of chief fundraising executives at private colleges and universities about the relationship between public relations and fundraising. The research focused on how fundraising executives define public relations and use public relations tactics and strategies within their institutions' fundraising operations. In addition, fundraising executives were asked about what essential skills and training or academic degrees a fundraiser would need to be successful. The study was designed to explore how strategic public relations is at the core of successful fundraising operations and whether future fundraisers should consider selecting an academic path in public relations to prepare for the profession. The research also focused on the fundraising profession overall and whether having an identified academic base deeply linked in related theories and methodologies would aid the profession in terms of its reputation and credibility. the interview questionnaire is appended.

Holding a summer job is a rite of passage in American adolescence, a first rung towards adulthood and self-sufficiency. However, over the past decade, youth employment during the summer has decreased significantly. Summer youth employment has the potential to benefit high school students' educational outcomes and employment trajectories, especially for low-income youth. Despite the potential importance of youth employment during summer, evidence of the impact of summer jobs on youth outcomes is limited to only a few studies. Our research examines summer youth employment, beginning with academic outcomes, by studying New York City's Summer Youth Employment Program (SYEP). SYEP provides jobs to youth ages 14-24, and due to high demand for summer jobs, allocates slots through a random lottery system, allowing for causal estimates of program impact. Our study uses student-level data from the New York City Department of Youth and Community Development (the SYEP administrating agency) and New York City Department of Education, encompassing approximately 300,000 student SYEP applicants for the 2005-2009 program years. This paper examines the impact of SYEP on a wider range of academic performance outcomes, including test taking, passing rates and scores. It also attends to variation in these outcomes. Our findings suggest that SYEP has positive impacts on some student academic outcomes, and that these effects are heterogeneous. Future analyses will focus on examining program, student and school characteristics that might explain these variations. The following tables are appended: (1) Lottery randomization results; (2) Attrition in year following application to SYEP, Grade 8-11 and alternative program, 2005-08; and (3) Impact of selection on attrition, by grade.

This study uses detailed administrative data on teachers and students from the state of North Carolina to revisit the empirical evidence on master's degrees, with attention to teachers at the middle and high school levels. It provides descriptive information on which types of teachers obtain master's degrees, for which subjects, at which institutions, and during what phase of their career. The study estimates returns to master's degrees using teacher fixed effects to control for time-invariant characteristics of teachers, thus separating the effects of teacher decisions to get an advanced degree from the effects of having one. Even with this careful attention to selection bias, we confirm the findings of prior studies showing that teachers with master's degrees are no more effective than those without. The only consistently positive effect of attaining a master's degree emerging from this study relates not to student test scores but rather to lower student absentee rates in middle school.

In this report, employment retention and advancement under Temporary Assistance for Needy Families (TANF) was examined by reviewing research findings regarding labor market development since 1996. According to the research, most of those moving from welfare to work have found employment in low-wage jobs and experienced frequent job losses and limited upward mobility. The following were among the factors deemed predictive of employment retention among welfare leavers: starting off in higher-paying jobs; working steadily, initially; and finding jobs with benefits. Factors predictive of job advancement included starting off with higher-paying jobs, changing jobs strategically and voluntarily (but not too often), and having or acquiring higher basic skills and postsecondary education or training. The following were among the recommendations offered for federal policymakers: (1) expand TANF to include reducing family poverty and promoting family economic well-being; (2) require that states' TANF plans describe how federal TANF funds and other resources will be used to promote employment retention and advancement; (3) if federal work participation rates are not replaced by outcome-based measures, give states broad flexibility to determine the nature of work activities; and (4) require that federal agencies vigorously monitor state and local implementation of civil rights and employment rights protections afforded under current law. (Contains 31 endnotes.) (MN)

This report analyses how learning supports labour market transitions and career changes of adult workers across five countries (Denmark, Germany, Spain, France and Italy). To make the most of career and labour market opportunities, individuals have to rely on their own resources and their agency but also know how to navigate the institutional context. To make successful labour market transitions, individuals need to have a sense of direction, they need to learn about opportunities, and they need to learn skills. Education and training has a special role in supporting adult workers in their careers, providing them with the competences, qualifications and, in some cases, with the self-confidence needed for successful transition. Guidance services tailored to individual needs can help individuals find appropriate career trajectories in their search for suitable job opportunities, and can foster relational, emotional, cognitive and practical learning. [This report is the result of a team effort. Cedefop is grateful to Alan Brown, Jenny Bimrose and Barbara Merrill from the University of Warwick (Institute for Employment Research and Centre for Lifelong Learning) for coordinating the research teams and contributing to and editing project reports. The interviews were carried out and the country reports prepared by country teams: Massimo Tomassini from the Faculty of Education Science, University of Roma Tre and Silvia Zanazzi from the Faculty of Education Science, University of Roma La Sapienza (Italy); Rie Thomsen, Ida Juul and Pia Cort from Aarhus University (Denmark); Esther Oliver and Lena de Botton from the University of Barcelona and Itxaso Tellado from University of Vic (Spain); M'Hamed Dif from the University of Strasbourg (BETA-Céreq Alsace), Rachel Mulvey from the University of East London and Sophie Perdrix from the University of Lausanne (France); as well as Simone Haasler and Barbara Rinken from the University of Bremen (Germany). Cedefop experts Antje Barabasch and Giovanni Russo coordinated the study, under the supervision of the Head of Area Pascaline Descy, with a valuable contribution from Pedro Moreno Da Fonseca who reviewed this publication. The work was carried out under Cedefop's service contract No AO/RPA/GRUSSO-ABARA/Narrative learning transitions/015/11.]

This paper investigates the personal and career development needs of TAFE (Technical And Further Education) Queensland's lead vocational teachers through the conceptual framework of Spirituality at Work (SAW), which is a framework for looking at workplace relations. This research was conducted through four focus group meetings held in November 2009, each lasting approximately 90 minutes. A Queensland TAFE-wide notice attracted the lead vocational teachers who volunteered to participate in the focus group discussions. The focus groups reviewed the way in which the lead vocational teacher role is currently being deployed within various TAFE Queensland institutes. The research is limited by the small number of participants. In all, while 80 people responded to the invitation to participate, only 24 were able to take part. This was due mainly to time constraints, work pressures and other commitments. The sample may not be representative of the true demographic of lead vocational teachers in TAFE Queensland. The research is also limited in that the sole method of data-gathering was through the use of focus groups. The paper argues that the Spirituality at Work framework already exists in the teaching profession as a set of humanist values, which, while acknowledged as fluid, changeable and multiple, informs the basis of much teaching work. In particular, the role of teacher leadership in TAFE Queensland resembles a form of servant leadership (Greenleaf 1977), with a strongly affective component. This model of ethics-based behaviour is challenged by the business-based model of education and the proliferation of performance measures. It is argued that this conflict of interest creates an incongruence that is a discouraging factor in staff retention and a source of dissatisfaction among lead vocational teachers. It is revealed that lead vocational teachers view their profession as a "calling" and see serving their students as a priority. With greater emphasis being placed on financial decisions within VET workplaces and the introduction of increased reporting requirements, these teachers feel that they are operating in environments with low levels of trust. Overall, lead vocational teachers consider that their teaching practices were undervalued. Focus group questions are appended.

Most studies that have fueled alarm over the attrition and mobility rates of teachers have relied on proxy indicators of teacher quality, even though these proxies correlate only weakly with student performance. This paper examines the attrition and mobility of early-career teachers of varying quality using value-added measures of teacher performance. Unlike previous studies, this paper focuses on the variation in these effects across the effectiveness distribution. On average, more effective teachers tend to stay in their initial schools and in teaching. But the lowest performing teachers, who are generally the most likely to transfer between schools, appear to "churn" within the system, and teacher mobility appears significantly affected by student demographics and achievement levels. (Contains 5 tables and 41 footnotes.)

Principals tend to prefer working in schools with higher-achieving students from more advantaged socioeconomic backgrounds. Principals often use schools with many poor or low-achieving students as stepping stones to what they view as more desirable assignments. District leadership can also exacerbate principal turnover by implementing policies aimed at improving low-performing schools such as rotating school leaders. Using longitudinal data from one large urban school district we find principal turnover is detrimental to school performance. Frequent turnover results in lower teacher retention and lower student achievement gains, which are particularly detrimental to students in high-poverty and failing schools. (Contains 10 tables and 3 footnotes.)

This project on national standards and accreditation of career practitioners is set against a background of unprecedented interest by governments nationally and internationally in the provision of career guidance services. Currently more is known about the policy and delivery of career guidance than at any other time in history. There is growing interest in the relationship between career guidance and public policy because the benefits of career guidance to individuals, society and the economy have been recognised. In this regard, strategic alliances are being formed between career guidance practitioners and policy makers in order that policy commitments relating to the provision of quality career services are enhanced. Such an alliance is evidenced in the collaboration between the Department of Education, Science and Training and the Career Industry Council of Australia on this project. This project constitutes a very necessary step in a move towards a quality industry. The purpose of this scoping paper is to: (1) identify current standards guiding career practitioners in Australia; (2) review international work on standards including examples of best practice and advise on how this work might be relevant to the development of national standards and accreditation in the Australian context; (3) be informed by outcomes of national workshops, forums, and conferences 2000-2004; (4) identify the current membership requirements of professional career associations and bodies both nationally and internationally; (5) assess how prior learning or qualifications might be recognised and developed to fit within and meet the requirements of the quality standards; and (6) identify the issues that need to be addressed in the development of national standards. To achieve this purpose, this paper is structured around four main sections--international quality standards, national quality standards, standards guiding Australian professions, and the Australian career industry. Following this a number of themes related to the development and implementation of quality standards will be elaborated. A number of issues relating to the development and implementation of quality standards and accreditation in the Australian career industry will then be raised. Appended are: (1) Glossary of terms; (2) Table of Comparative Competencies; (3) Entry-level Qualifications of Australian Career Practitioner Associations; (4) Standards of Australian Career Practitioner Associations; and (5) Comparison of Quality Standards Across Career Case Studies.

With its publication of the Thematic Review on the Transition from Initial Education to Working Life in 2000, OECD has laid the foundation for the development of indicators regarding the transition from education to work. One of the core activities of OECD's Network B in 2005 and 2006 was to further develop these indicators by establishing a framework for monitoring transition systems. A transition system is defined as "the social institutions and processes through which a society provides its members to make the transition from the education system to the employment system". The current report presents the results of this developmental work. It first presents the results of a quick scan carried out among the Network B members on the policy goals for transition systems and relevant indicators used to assess national situations (November 2002-January 2003). Next a theoretical framework is presented that identifies the most relevant characteristics of transition systems. It also relates the outcomes of the transition system to relevant characteristics of the educational system on the one hand and the employment system on the other hand. Based on the results of the quick scan and the developed theoretical framework, an evaluation of the earlier defined policy goals is carried, proposing a new set of 11 policy goals. As a next step, the existing data sources from OECD, EUROSTAT and major international surveys have been analysed to identify relevant indicators for the policy goals as well as descriptors for relevant other aspects of the developed framework. This report presents an overview of these indicators and descriptors. The theoretical framework and the developed set of indicators have been discussed at the March 2006 meeting of the Network B in Washington DC. Members of the network have also sent written comments. All these comments have been taken up in this final version. The report concludes with recommendations for the further data collection strategy. Appended are: (1) Description of Data Sources; (2) Relevant Questions from EULFS and ECHP; (3) Comparison of Age Groups, Synthetic Cohorts and Real Cohorts; (4) Comparison of Unemployment Rates for Lower Educated and Higher Educated; and (5) Comparison of Two Measures of Graduation Rates. (Contains 2 figures, 9 tables and 8 footnotes.)

All effective youth programs have youth development at their core. Effective youth leadership programs build on solid youth development principles, with an emphasis on those areas of development and program components that support youth leadership. This paper has been created by the National Collaborative on Workforce and Disability for Youth (NCWD/Youth) to assist youth service practitioners, administrators, and policymakers in defining, differentiating, and providing youth development and youth leadership programs and activities, which are important components of the Workforce Investment Act (WIA).

This paper describes the experiences of five high schools in Boston, Massachusetts, a district with a successful history of career pathways and academies that, in the last 3 years, has encouraged schools to restructure entirely into smaller learning communities. The schools work to benchmark curriculum to high standards, ensure effective instructional practice, implement multiple and ongoing assessments, create small learning communities, reduce student-teacher ratios, create respectful learning environments, and build partnerships with families, communities, businesses, and higher education. Data from interviews and document reviews at these schools indicate that a strong curricular leader is essential to developing a strong, effective learning community; tensions result from decisions regarding how to fully cluster students and teachers into small learning communities; it is difficult to maintain basic services for bilingual students; it is difficult to balance the desire of teachers for input into staffing decisions with the need to ensure that students have equal access to a range of pathways; and it is challenging to focus simultaneously on implementing new district initiatives directed at preparing students for high stakes tests and on restructuring schools into small learning communities using inquiry-based, contextual learning strategies. The research methodology is appended. (Contains 18 references.) (SM)

This paper describes the national, state, and local contexts in which California (CA) is implementing School-to-Career (STC). Section I presents an historical view of School-to-Work (STW), describing national goals of the STW Opportunities Act 1994 (STWOA), and also discusses CA's STC efforts. Section II provides contextual information about STW implementation nationwide. It presents findings of three national studies and describes institutional participants, career awareness activities, efforts to promote access for all students, implementation of career majors, curriculum integration, and work- based learning. Section III focuses on CA, describing goals and strategies that local partnerships (LPs) are using as they implement STC. It describes how LPs are working to reach goals set by STWOA and to build their STC initiatives, giving illustrative examples of efforts related to school- and work-based learning, connecting activities, and providing access. These early quantitative findings from the LP Survey are presented: partnership participants; career awareness and development; student access; career majors; curriculum integration; and work-based learning. It addresses LPs' efforts to build a sustainable STC system. Section IV highlights implications for the Phase II Evaluation. Section V provides a comprehensive plan for evaluating CA's STC system. It describes guiding principles, major components and core data elements, and the reporting of results. Appendixes include 47 references and analyses. (YLB)

This paper highlights New Jersey's community colleges and their efforts to respond to market and consumer needs. Since one-third of the average New Jersey community college operating budget is paid by credit and non-credit students and clients, the colleges must approach their business like private sector enterprises, performing market research and meeting customer needs with quality programs and services. Each college does research in its service area through surveys of business and industry as well as through focus groups of employers, students, and former students. Academic officers, deans of continuing education, and institutional researchers carefully follow labor market projections. This document discusses: (1) industry clusters, concentrations of particular businesses in certain counties that assure that the local community college will provide occupational programs to support those industries; (2) downsizing and retooling, including initiatives to meet the needs of displaced workers; (3) licensure and certification, stating that within the last decade the number of occupations requiring licensure in New Jersey has risen dramatically; (4) retaining and attracting jobs; (5) building strategic alliances; and (6) supporting the middle class. Provided is a table of examples of jobs retained or added through community college training, and a table of mean annual earnings by levels of education. (EMH)

This study examined factors associated with job satisfaction among part-time faculty at different types of institutions of higher education. The study used data from the 1992-93 National Study of Postsecondary Faculty, which sampled 974 institutions and 31,354 faculty. This study analyzed the 15 items from the survey, grouped into three categories, which addressed aspects of job satisfaction: (1) satisfaction with personal autonomy, (2) satisfaction with students, and (3) satisfaction with demands and rewards. Analysis indicated that part-time faculty were statistically less satisfied than full-time faculty in terms of autonomy and students, but were equally satisfied with demands and rewards. Part-time faculty were more satisfied than full-time faculty with their jobs overall, were more committed to an academic career, and were less likely than full-time faculty to leave their current jobs for other opportunities. Part-time faculty at two-year institutions were significantly more likely than part-time faculty at four-year institutions to value tenure enough to leave their present positions to achieve it. Part-time faculty at four-year institutions appeared to be more research-oriented than their two-year counterparts. (Contains 25 references.) (DB)

This report highlights findings from the fourth National Survey of Working America conducted for the National Career Development Association. The survey gathered information through interviews with a national sample of 1,003 adults, 18 years of age or older, representing a total population of 185.2 million adults, in summer 1999. The study examined adults' attitudes and experiences related to work and the selection of a career or job, including the use of technology, particularly the Internet, for disseminating career and job information; the increased demand for training and certification; and the effects of globalization on individual careers. Key findings of the survey were the following: (1) a "career information digital divide" may be emerging, as more Americans use the Internet to find help in locating a job and people without computer skills and Internet access may be at a disadvantage in pursuing job and career opportunities; (2) adults in the U.S. express a need for career assistance; (3) job change is viewed by many as a positive experience; (4) adults appreciate the need for lifelong learning; and (5) adults are not clear on the effects of globalization on their job. (KC)

Routes into education and employment for young Pakistani and Bangladeshi women in Oldham, England, were examined. The data sources were as follows: group discussions with Pakistani and Bangladeshi young people at different stages in the educational system and at an early stage of labor market participation; interviews with public and voluntary sector practitioners in employment-related support services; interviews with women from the young women's parental generation; and national and local statistics on application and entry to higher education. The young women demonstrated high aspirations--particularly in relation to their parents' educational and occupational levels--and their rates of participation in post-16 education were considerably higher than for white young people. The young women's parents were strongly supportive of their children's continued education. Although the Pakistani and Bangladeshi girls were still restricted in their access to higher education, their numbers in full-time undergraduate courses had increased markedly. Even those young women who had higher qualifications wanted to make their young children their priority. For some women, this meant changing from full-time to part-time work. Given their employment ambitions, however, it seemed likely that the young women would eventually follow employment patterns very different from those of their mothers. (The bibliography lists 20 references. Five tables/figures are appended.) (MN)

As part of a study of two-year instructional opportunities, this paper discusses the structure of associate degrees in Indiana according to the amount of general education required, degree designations used by public institutions in concert with program major designations, and what these requirements and designations imply for transferability. The paper opens with a list of previous working papers related to two-year instructional opportunities in Indiana, a description of terminology used in the analysis, and policy statements for associate degree programs developed by the American Association of Community Colleges (AACC). Next, the paper examines the associate degree programs in Indiana, indicating that the associate of science (AS), the most common degree, is used for career-oriented or transfer programs and the associate of arts (AA) designation is used infrequently and most often designates a liberal arts or general studies degree program. Information from other states is then provided, indicating that ratio of associate degrees conferred by two-year institutions to those by four-year institutions was 1 to 1 in Indiana but 10 to 1 for the nation as a whole. Appendixes include a list of selected out of state degree designations and purposes, policy statements by the AACC, and background information on selected states with a significant public technical college presence. (TGI)

A study examined the structure of the general vocational interests of 2,709 male and female high school pupils in Australia. The study was part of the longitudinal "Youth in Transition," a national probability sample of Australian youth. Participants completed a 24-item questionnaire that reflected J.L. Holland's vocational interest typology. Multidimensional scaling was used to analyze the intercorrelation matrix, and a three-dimensional solution demonstrated only partial support for the circular ordering of interests. The theoretical consistency of the hexagonal arrangement was evaluated using a randomization test and yielded a correspondence index of only 0.24. A quasi-spherical configuration of interests emerged and the underlying dimensions of interests, namely things versus people and data versus ideas were supported. The results have implications for the classification of interests, and possible explanations of these results are discussed. document (Contains 26 references.) (Author/KC)

This report by the Chancellor of The Alabama College System provides recommendations to the governor for implementing the Workforce Investment Act (WIA) of 1998 in the state. The WIA consolidates and streamlines the federal role in adult and youth job training and adult and vocational education. Alabama high school graduates who were successful in high school are unlikely to have adequate computer and technical skills to compete for increasingly high-tech jobs in the global economy. The prospect of moving into the next century with fewer younger, better educated workers entering the workforce demands that a system be developed that can transform the fragmented training and employment programs into a coordinated information and service delivery system for individuals seeking jobs, and for employers seeking more highly trained workers. Key elements of such a system include: (1) one-stop centers; (2) customer choice; (3) integration of services; and (4) performance-driven outcomes. Alabama's two-year colleges have been striving to accomplish the creation of such a network, and this effort has been tied to actions of state and national leaders. The WIA presents a number of opportunities for the Alabama College System to work cooperatively and constructively as an equal partner with other agencies in redefining and advancing the state's workforce development system as Alabama moves into the 21st century. (AS)

This study explored how junior faculty perceive the academic tenure system impacting on their personal and professional lives and how they cope with the process. Using theoretical principles rooted in the tradition of phenomenology, the study conducted three in-depth phenomenological interviews with 18 assistant professors who explored, recreated, and reflected on episodes of their recent and distant pasts. The participants came from diverse disciplines within the university. This paper presents the narratives of four of these faculty members and an analysis. Findings indicated that females were more likely than males to mention the influence of parental expectations on their emerging career interests and appraisal of their potential; that many participants had a preoccupation with knowing where they stand in the tenure process and a craving for specific indices; that most departments are characterized by a culture of competition; and that, although males and females both struggle with the issue of social expectations, males appeared more likely to arrive at a decisive stand and point of resolution while females continually feel ambivalent. (Contains 48 references.) (JB)