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This paper outlines how digital technologies support innovation in teaching and learning the English language across Palestinian Higher Education Institutes. A European project collaborated to build staff capacity in knowledge and skills, shown here through the redesign of curricula, pedagogical training, the design and implementation of interactive textbooks, the creation of language labs, helping to develop expertise in creating and utilising Open Educational Resources (OER) and significantly, the development of individual agency as a form of OER. In this paper, we draw on three years of data to present a model for teacher innovation showing how digital innovation is firstly "personal at a practitioner level" and shaped by need, before becoming driven by "collaboration at an organisational level" with like-minded colleagues. Shared practice at this level can lead to community discourse through practitioner networks, which in turn can lead to dialogue initiating instances of "organisational change". This resonates with literature which shows innovation has three outcomes: "originality" (practitioner-based agency); "scale" (going beyond the site of creation) and "value" (how this produces benefits for others). We perceive that the resulting capacity-building extends beyond the redesign of curricula mentioned to professional enrichment, collegiality through cascading innovation to other areas, and enhanced practitioner agency.

The university system has expanded worldwide and with it the number of those holding a full professorial title. Around a third of US academics eventually become full professors, and the title is used still more exclusively in an Australasian and UK context, representing around 10-12% of university faculty. The professoriate undertake a range of leadership and professional support activities connected with research and teaching practice, including acting as mentors, enablers, guardians and ambassadors. Aside from research leadership, mentoring less experienced colleagues is regarded by professors as their most important function. However, there is little evidence that universities and colleges make any systematic use of the organisational development skills of the professoriate. While professors perform a wide range of formal and informal leadership roles externally, it is less clear how their skills are utilised (and perhaps recognised) within their own institutional contexts. The reality is that becoming a professor is about more than just promotion to a higher career grade. Most perceive it as a new role that carries important inter-generational responsibilities for intellectual leadership, regardless of whether they also hold a formal managerial role. Academic development units could do more to tap into this commitment and unlock what the professoriate have to offer but, in so doing, they need to broker their skills with great care. In other words, one had better whisper it softly. Professors might not define themselves primarily as "developers", but in truth, that is--among other things--what most of the best ones actually are.

This study investigates publication profiles of 137 accounting and finance faculty promoted to professor at UK universities during 1992–2007. On average, nine papers in established academic journals, with 5 at the highest 3*/4* quality levels in a portfolio of 20 outputs are required for promotion. Based on various theoretical perspectives, multivariate models of key performance benchmarks (quality and quantity measures) are constructed and have good explanatory power (R2 ≥ 0.7). Publication requirements seem to have increased over time, argued to be mainly attributable to government-initiated Research Assessment Exercises. For internal promotions, there is some evidence of higher hurdles but no evidence that quality requirements differ based on gender; sub-discipline; research intensity of institution peer group; or government-initiated research ranking of unit. Similarly, the quality benchmark is not reduced for those having an increased recent publication history, a high number of non-ABS outputs or sole-authored papers. Comparison with the US suggests underlying geographically-based paradigm differences. UK promotion benchmarks are argued to have evolved through a dynamic and complex interaction between university managers, the government and the accounting and finance academic community. [ABSTRACT FROM AUTHOR]

This article maps and compares four universities' policies and procedures for addressing faculty and staff sexual misconduct in higher education in the UK and US. While universities have engaged in significant work to grapple with student-student sexual misconduct, attention to misconduct perpetrated, and experienced, by higher education employees is relatively nascent. In this paper, we explore the maze of institutional processes and actors that victimsurvivors of FASSM might encounter. We describe what is known about prevalence of FASSM in the US and UK and offer an overview of the policy landscape in both settings. Inspired by Patricia Yancey Martin, we analyze publicly available policy documents on FASSM from two US and two UK universities and map out visually the range of investigative, reporting, and sanctioning processes. We introduce an analytic distinction between an actor and a practitioner within the FASSM context, whereby actors are those tasked with administrative duties in handling sexual misconduct reports, while practitioners are those with specialized knowledge and training that enables them to prioritize victim-survivor needs. These illustrative diagrams suggest that while university employees are tasked to act on reports and disclosures of sexual misconduct, it is difficult to identify specialist practitioners with expertise to support victim-survivors of FASSM. Ultimately, this work provides a deeper understanding of what practice looks like in relation to higher education FASSM, and we outline implications for future research directions. [ABSTRACT FROM AUTHOR]

Argues about the conclusion that bigger science departments are more productive than smaller ones. Indicates the conclusion cannot be supported by the data. (YP)

Aims This study aimed to compare the findings of the quality of nursing doctoral education survey across seven countries and discuss the strategic directions for improving quality. Background No comparative evaluation of global quality of nursing doctoral education has been reported to date despite the rapid increase in the number of nursing doctoral programmes. Design A descriptive, cross-country, comparative design was employed. Methods Data were collected from 2007-2010 from nursing schools in seven countries: Australia, Japan, Korea, South Africa, Thailand, UK and USA. An online questionnaire was used to evaluate quality of nursing doctoral education except for Japan, where a paper version was used. Korea and South Africa used e-mails quality of nursing doctoral education was evaluated using four domains: Programme, Faculty (referring to academic staff), Resource and Evaluation. Descriptive statistics, correlational and ordinal logistic regression were employed. Results A total of 105 deans/schools, 414 faculty and 1149 students/graduates participated. The perceptions of faculty and students/graduates about the quality of nursing doctoral education across the seven countries were mostly favourable on all four domains. The faculty domain score had the largest estimated coefficient for relative importance. As the overall quality level of doctoral education rose from fair to good, the resource domain showed an increased effect. Conclusions Both faculty and students/graduates groups rated the overall quality of nursing doctoral education favourably. The faculty domain had the greatest importance for quality, followed by the programme domain. However, the importance of the resource domain gained significance as the overall quality of nursing doctoral education increased, indicating the needs for more attention to resources if the quality of nursing doctoral education is to improve. [ABSTRACT FROM AUTHOR]

Introduction In 1996 the University of Liverpool introduced an integrated problem-based learning (PBL) medical curriculum incorporating the recommendations of Tomorrow's Doctors. This paper investigates whether the PRHO (pre-registration house officer) educational supervisors who supervise Liverpool graduates believe that the reformed curriculum is producing house officers who have the competencies outlined by the General Medical Council. Methods Forty-one interviews were arranged with a sample of educational supervisors in the Mersey Deanery area to ascertain their views on the competencies of Liverpool PRHOs. The interviews were tape-recorded, transcribed and analysed. Results The supervisors felt that the PRHOs had been well prepared to work as PRHOs, and compared with traditional graduates they were actually better prepared for the job of PRHO. They saw the PRHOs as competent communicators with improved clinical skills, who had good attitudes, were aware of limitations, were team workers, good at history-taking and examination and had different approaches to finding information. There was a very confusing picture regarding basic knowledge, with some consultants expressing concerns, despite saying they had adequate knowledge to work as PRHOs. It emerged that there was little consensus about the knowledge base of the traditional or PBL graduates or what knowledge level was needed at this stage. Discussion Educational supervisors believe that the reformed curriculum in Liverpool is producing competent PRHOs who have been better prepared for the role of PRHO than previous graduates. It could be that uncertainty over knowledge base may be the price paid for reducing the factual burden and improving preparedness for professional practice. [ABSTRACT FROM AUTHOR]

The present paper describes the history, the professional development and current state of the speciality of emergency medicine in the UK, and outlines the role of parent bodies that administer the speciality. [ABSTRACT FROM AUTHOR]

ObjectiveTo develop new methods of evaluating face validity in the context of a revised final professional examination for medical undergraduates, organized on three sites, over 2 days. MethodsThe opinion of the students and examiners was surveyed by Likert-style questionnaires, with additional open comments. Expert opinion was gathered from external examiner reports and a recent Quality Assurance Agency (QAA) Subject Review Report. ResultsThe questionnaires had an overall response rate of 84%. Internal reliability, assessed by comparing responses to appropriate questions, was good with an equivalence of 45% (weighted kappa 0·54) for the students and 33% (weighted kappa 0·41) for the assessors. There was little evidence of inconsistency between days or sites. The majority of the opinions from the students, examiners and external experts were positive. Negative comments related to time pressure and case mix. ConclusionThe measurement of face validity proved feasible and valuable and will assist in the further development of the course and the examination. [ABSTRACT FROM AUTHOR]

Transnational academic mobility is of growing importance in higher education. Yet, the acculturation for individual academics is challenging. Taking a phenomenological approach, we interviewed twenty foreign-born academics, who had been living and working in the UK for at least one year, and analysed their emotional experiences of acculturation by chronological stages. Then, using Gross's (Gross, J. J. 1998. "Antecedent-and Response-Focused Emotion Regulation: Divergent Consequences for Experience, Expression, and Physiology." Journal of Personality and Social Psychology 74 (1): 224–237; Gross, J. J. 2014. "Emotion Regulation: Conceptual and Empirical Foundations." In Handbook of Emotion Regulation, 2nd ed., edited by J. J. Gross, 3–20. New York: Guilford) model of emotion regulation, we analysed how participants used emotion regulation processes throughout their adaptation to their new environments. The study makes an original contribution firstly by applying a model of emotion regulation not previously used in researching academic life. Secondly, this study shows that, unlike stage theories, acculturation is not experienced primarily in linear stages, but as an ongoing process during which immigrant academics actively work on changing the things that challenge them. Thirdly, the findings emphasise the contributions rather than deficits of immigrant academics. Implications for supporting immigrant academics' acculturation are discussed. [ABSTRACT FROM AUTHOR]

Objective The principal aim of undergraduate medical education is to produce competent pre-registration house officers (PRHOs). We examined and compared the perceptions of graduates and educational supervisors concerning how well prepared graduates were for their first post. Methods A postal questionnaire was sent to house officers who had graduated from Manchester 3 months earlier and also to educational supervisors of PRHOs in the North-west Region. The questionnaires were based on the competencies set out by the General Medical Council of the United Kingdom. Results The response rates were 66% from the graduates and 76% from the supervisors. Of the 18 broad areas of competence listed, only four were rated more than ‘quite well prepared’ by at least 50% of the graduates (‘understanding disease processes’, ‘communicating effectively’, ‘awareness of limitations’ and ‘working in a team’). Similarly, more than half of educational supervisors rated graduates as more than quite competent in only three areas (‘awareness of limitations’, ‘keeping accurate records’ and ‘working in a team’). Within the competencies surveyed, there were differences between the perceptions of graduates and educational supervisors on the preparedness of graduates for the skills they may require as a pre-registration house officer. Conclusion Overall, given that most graduates and supervisors perceived the preparedness as ‘quite well’ or less, the undergraduate course had only partially met its objectives. A mismatch in ratings could be attributed to either inappropriate expectations on the part of the educational supervisors or the graduates or an inaccurate assessment by either group of respondents. [ABSTRACT FROM AUTHOR]