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This document contains three papers from a symposium on different ways of learning. "How Engineers Learn in the Face of Organizational Change" (Robert Reardon) reports on a qualitative study during which nine engineers described how they learned to perform their altered roles after a major reorganization. The study findings supported current theory related to informal learning in the workplace and expanded on that theory by providing a new conceptualization of informal learning and the impact of organization structure on informal learning used by the engineers. "How Lesbians Have Learned to Negotiate the Heterosexism of Corporate America" (Julie Gedro, Ronald M. Cervero, Juanita Johnson-Bailey) examines the informal and incidental learning that 10 self-identified practicing lesbians experienced when dealing with human resource departments, during committee and group work, and at social/corporate events. "Internationalization: Learning Processes in a Greek Manufacturing Group" (Patricia S. Sherrer) discusses a qualitative study of the following topics: ways individuals learn cultures that are not their own; ways actual versus expected career path influences members of an organization that is undergoing internationalization; ways organizations undergoing internationalization use the learning of their own members for competitive advantage; and factors that align all elements of an organization with its international environment. All three papers include substantial bibliographies. (MN)

A survey was done to determine nationwide salary averages and distributions for seventy-eight work level categories covering nineteen occupations in private industry. Occupational groups included accountants and auditors, attorneys, buyers, personnel management, chemists and engineers, technical support, and clerical. Results showed that the average salaries of workers rose 7.9% from March 1977 to March 1978. Increases for eight of the twelve professional, administrative, and technical support occupations surveyed ranged from 7.8 to 9.1%; the average increase was 8.3%. The average of the increases for the clerical occupations surveyed was 7.4%; increases ranged from 6.0 to 9.7%. Average monthly salaries for the seventy-eight occupational levels varied from $552 for clerks engaged in routine filing to $4,317 for the highest level in the attorney series. For most occupations, salary levels in metropolitan areas and in large establishments were higher than the average for all establishments within the full survey scope. Salary levels and reported averages for standard weekly hours were generally lower in finance industries than in other major industry divisions represented in the survey. (CSS)

To evaluate the accuracy of the 1970 census' occupational classification system, a comparison was made between that year's responses to census questions and the replies by the same population group to the 1972 Postcensal Manpower Survey (PMS). Each of these questionnaires relied on a different methodology; in the PMS the respondent classified himself directly while in the census a clerical coder translated the individual's response into an occupation category. The study sample consisting of 34,938 participants was chosen from the engineering, scientific, and technical fields. Mismatches were found in 19,620 cases, and were ascribed to the following causes: coding or processing errors, structural or methodological differences, and insufficient or conflicting answers. Recommendations made to improve the census classification system included the following: (1) coders should read all the answers in the occupational section before making an assignment; (2) use of the lowest-code rule should be examined; (3) certain occupational titles need to be more clearly defined; (4) responses indicating dual occupations should be placed in a residual category, not assigned to one of the two fields; and (5) more occupational titles should be added to the list. Three recommendations for PMS were proposed: the present categorization of university or college teachers of engineering or science should be changed, examples of appropriate occupational titles should be given for each PMS category, and an investigation should be made into respondents' use of residual categories. (ELG)

A study was done to provide baseline data on the continuing education opportunities that colleges, universities, and professional societies offer engineers and scientists and to determine how programs and courses are developed. Although degree credit courses were included, the focus was on noncredit education designed to increase or update professional knowledge and skills. Activities reported were intensive short courses; after-hours, noncredit courses; institutes, seminars, clinics and workshops; correspondence courses; and self-study. Approximately half the questionnaires were sent to universities and half were sent to professional and technical associations; 50.3% responded from universities and 37.6% responded from associations. In noncredit activities, there was an average of thirty-eight activities per university and twenty-four activities per association. Land-grant universities held many more activities than non-land-grant universities. In summary, it was found that more continuing education takes place through self-study than through all other activities combined. In the course development and operations segment of the survey the most often cited ideas source was "personal communications with or from industry." Of eighty-three respondents, 76% stated they did conduct needs analyses; 12% did not; 12% did, sometimes. And, regarding course evaluations, a subjective questionnaire was used very often by 57% of respondents; only 22% felt subjective questionnaires were extremely important. (CSS)

Contrary to misinformation circulating in the United States, the United States has more engineers absolutely and relatively than does Japan; and U.S. engineers have higher relative income and status than their Japanese counterparts. Compares U.S. and Japanese enrollments in engineering education, curriculum content, engineers' earnings relative to other occupations, and career paths to managerial positions. (SV)

The article offers information on the U.S. science and engineering workforces, projected employment, wages and unemployment. Topics discussed include contribution of scientists and engineers for the technological leadership; diverse views of policymakers, business leaders and academicians; and concentration of employment in science and engineering.

The article discusses the shortage of science and engineering talents in the U.S. Employment of computer specialists fell short of Bureau of Labor Statistics projections as a result of offshore business process outsourcing. The U.S. share of global science and engineering activity would continue to decline through the decade. Between 1970 and 2000, the U.S. share of college students in the world decline from 30 to 14%.

This report provides employment, wage and unemployment information for the science and engineering (S&E) workforce in the U.S. as of May 6, 2013. It discusses the ongoing concern of the U.S. Congress over the adequacy of the country's S&E workforce, and the enactment of programs aimed at supporting education and development of scientists and engineers. A statistical snapshot of the S&E workforce in 2011, and the occupational projections for 2010 to 2020 are presented.

The article summarizes employment, wage and unemployment information for the U.S. science and engineering (S&E) workforce as of May 6, 2013. It considers the U.S. Congress' ongoing concern over the adequacy of the S&E workforce and its enactment of programs to support the education and development of scientists and engineers. The shortage of scientists and engineers and its consequent effects on economic growth, job creation and national security are examined.

The article provides a statistical snapshot of the U.S. science and engineering (S&E) workforce in 2011 with respect to occupational employment, wage and unemployment data. It reveals that the S&E workforce accounted for 4.6 percent of total U.S. employment during the year, with S&E managers having a mean wage of 127,200 dollars. The overall unemployment rate for the S&E occupations was recorded at 3.9 percent. Employment projections for 2020 are presented.

The article discusses the methodology used to determine employment, wage and unemployment in the science and engineering (S&E) workforce in the U.S. as of May 6, 2013. It details the implementation of a modified version of the Standard Occupation Classification (SOC) system to categorize scientists and engineers. The S&E occupational groups include computer occupations, mathematical occupations and engineers.

In recent decades, the federal government has made many efforts to recruit and retain scientists, engineers, and technical workers, who otherwise may find a more attractive environment in the private and nonfederal sectors. As a group, these science and technology (S&T) personnel may be called the federal S&T workforce. A large subset of the S&T workforce is composed of scientific and engineering (S&E) personnel. By one count, the federal government employs over 200,000 scientists and engineers. Several factors have contributed to concerns about the federal S&T workforce. These include demand for S&T workers, concerns as to whether federal salaries are competitive with the private sector, the need for U.S. citizenship for federal employment, and the aging of the federal S&T workforce as those hired during previous federal S&T hiring booms retire. Many federal S&T personnel are hired or paid under agency-specific statutory authorities, rather than government-wide civil service laws in Title 5 of the United States Code. Others may be hired or paid under a variety of executive-branch-wide statutory authorities which allow for, among other things, demonstration projects, direct hiring, and special pay rates. Congress frequently has been willing to grant flexibility for expedited hiring or higher-than-usual rates of pay, in order to better equip agencies to accomplish congressionally determined public policy objectives. However, Congress frequently also has been wary of providing too much flexibility, or unaccountable flexibility, because of the potential for flexibility to be abused. Therefore, federal personnel-related laws continually raise the issue of how to balance flexibility, on one hand, with preventing abuse of the flexibility, on the other. Human resource management issues relating to S&T personnel have been of ongoing concern to Congress, both government-wide and for particular agencies. Because hiring and pay practices are changing constantly, not only by law, but also by agency regulation and administrative action, it is not possible to provide a comprehensive overview or assessment of all policies here. Nevertheless, if Congress wishes to evaluate the ability of the federal government and its agencies to recruit and retain S&T personnel, the variety of statutory authorities provide illustrations of topics that might be examined. In addition, the federal governments experience with these statutory authorities might inform Congresss deliberations. For example, Congress may wish to consider modifying the ability of the federal government to recruit highly-qualified scientific, engineering, and technical personnel. In evaluating current efforts or considering future modifications, Congress may wish to consider options that include agency-specific or executive-branch-wide approaches; leveraging the involvement of the Office of Personnel Management, the Office of Science and Technology Policy, the federal Chief Human Capital Officers Council, or other entities; requiring agencies to engage in strategic planning, evaluation, or other activities; and exploring a variety of S&T personnel issues in specific agency and policy contexts. This report will be updated when events warrant. [ABSTRACT FROM AUTHOR]

The article offers information on the presence of foreign science and engineering students and professionals in U.S. universities and labor force. Topics discussed include the concerns of the scientific community over the increased presence of foreign students, participation rates in engineering and science, foreign student support in graduate school, and perceived problems and benefits. It also mentions the policy implications.

The article reports that the adequacy of the U.S. science and engineering (S&E) workforce has been a concern of the U.S. Congress for more than 60 years. Scientists and engineers are believed to be essential to U.S. technological leadership, innovation, manufacturing, and services. The Congress has enacted many programs to support the education and development of scientists and engineers.

The article reports that the U.S. policymakers have had an interest in STEM education. The U.S. students appear to have made gains in some areas but may be perceived as falling behind in others. The national conversation about STEM education develops from concerns about the U.S. science and engineering workforce.

The article provides an overview of employment, wages and unemployment in the science and engineering (S&E) workforce of the U.S. as of May 6, 2013. The U.S. Congress has enacted and appropriated funds to help ensure an adequate S&E workforce. A statistical snapshot of the S&E workforce in 2011 is presented. It also discusses how S&E employment, wages, unemployment have changed during the 2008 to 2011 period.

The article reports that the U.S. National Aeronautics & Space Administration (NASA) aeronautics researchers have dropped a small helicopter from a height of 35 feet to note whether an expandable honeycomb cushion called a deployable energy absorber could lessen the destructive force of a crash. They used an MD-500 helicopter donated by the U.S. Army, for the test. Engineers say the MD-500 survived relatively intact as a result of the honeycomb cushion.

The article reports that the U.S. Air Force engineers are assisting with major expeditionary projects in Afghanistan to prepare for the troop buildup in that country. Major general Del Eulberg noted that building airstrips--even very rudimentary, dirt strips in the "very austere locations" across the country--has been the first order of business. Air Force engineers have completed some $5.2 billion worth of reconstruction projects to date in Iraq and Afghanistan, according to Eulberg.

The article reports that the Aerospace Industries Association of America (AIA) is suggesting that U.S. space capabilities and budget issues should be coordinated directly with the president-elect Barack Obama. A report by AIA stressed on the need of a singular, comprehensive body to overlook matters related to the U.S. space program. Chief executive officer of AIA Marion Blakey mentioned about the need of young engineers for the aerospace industries.

The article focuses on student programs that develop next-generation engineers in the U.S. The AggieSat program at Texas A&M University in College Station, includes an eight-year, four-mission campaign with Johnson Space Center. The Bandit program at Washington University in St. Louis, Missouri, involves extremely small deployables, which are tiny satellites with nonessential equipment stripped off. BalloonSat at the University of Colorado in Boulder, calls for students to design payloads that operate at 100,000 feet in altitude.

This section presents an update on the U.S. Society of Cable Telecommunications Engineers (SCTE). SCTE has announced that Glen Hiemstra, known worldwide for his proficiency as a futurist, will share his insights at SCTE Conference on Emerging Technologies (ET) 2008 as the keynote speaker. Two of the courses being offered by SCTE, the Carrier Grade Ethernet and CCNA1: Networking Fundamentals, are set to begin in mid-January 2007. The book "Introduction to Digital Video, Second Edition," by John Watkinson was released in the market.

The article presents a calendar of events of the Society of Cable Telecommunications Engineers (SCTE). SCTE Business Service Symposium will be held in Chicago, Illinois on October 17-18, 2006. Nominations for the SCTE Board Election 2007 are due on October 2, 2006. A Member-Get-A-Member Campaign started on October 1, 2006.