Management System Survey Now Available

Greetings Adult Education Administrator/Staff,

 

Boston Reed College would like to request that you participate in a quick survey about program management systems for adult education.

 

Please follow this link to a short survey to help us understand how we can serve you, your staff and your students better!

 

http://www.zoomerang.com/Survey/?p=WEB229MSGSKJT2

 

We would like to have all results in by Wednesday, September 23, 2009.

 

Thank you for your participation!

 

Best regards,

A~
Alice Chegia

Boston Reed College

SVP, Partner Care

direct- 707-307-5062

mobile- 510-520-1068

Go Completely Paperless in Adult School Attendance Accounting!

On August 3, 2009, California State Superintendent of Schools Jack O'Connell announced that CDE will now accept electronic signatures in attendance accounting systems.

O'Connell's notice is available at http://www.cde.ca.gov/fg/sf/aa/electronicattenltr.asp,The notice outlines the requirements local education agencies must meet in order to take advantage of the new permission.

It appears that Boston Reed's adult education management system CDI would meet these requirements.

Imagine the savings in money, time, and trees your school might experience by eliminating the print-bubble-sign-scan routine. This is definitely worth exploring!

CTC Collecting Field Reactions to Credentialing Changes

Last fall and winter, the California Commission on Teacher Credentialing convened an advisory panel to review the requirements for Adult Education and Career/Technical Education teaching credentials. CTC now has a survey available to collect the panel's recommendations. The online survey is open until May 8, 2009.

To find the survey, go the the CTC Adult Education page, and then click the link, Stakeholder feedback--Changes to Adult Education Credential Requirements.

Issues related to getting new teachers into our adult schools and ROPs might be the last thing on many school leaders' minds in this season when most schools are working through staffing reducitons. Nevertheless, with an eye to a better day, I would encourage adult and career educators to participate in the survey.

New Program for Clearing the Administrative Credential

On January 15, 2009, the California Commission on Teacher Credentialing's Committee on Accreditation approved Boston Reed's Leadership Development Program. The program meets CTC's "Tier 2" Administrative Credential requirments through  a two-year coaching relationship with an experienced and trained mentor.

The seed for Boston Reed's program was sown about a year and a half ago. In a conversation about professional development among adult school leaders, someone observed, "Every one of us sat through our administraive credentialing programs with a roomfull of elementary school educators," and the relevance for career adult educators was spotty.

We expect our Leadership Development Program, with effective adult educators as mentors implementing a genuine Individualized Development Plan process, will be responsive to the needs new adult school adminstrators face. ...Not just jumpiing through the hoops for the credential.

See the CTC press release naming Boston Reed's program.

Learn more about Boston Reed's Leadership Development Program.

NISOD Newsletter Spotlights Boston Reed Interests

The January 2009 issue of Hook 'Em Up, a newsletter of the National Institute for Staff and Organizational Development (NISOD), includes an informative article on the value of health career training and the value of education institutions partnering to deliver health career training. One brief excerpt:

Allied health careers also “travel well.” A pharmacy technician instructor at the Central Texas College District in Killeen, Texas, told her students with military spouses, “I have traveled with my husband all over the world and have been offered a job everywhere I go. This is one profession that every community needs and hires!”

Read the entire article here.

The Interview: Wow Them From The Word Go

You never get a second chance to make a good first impression, so it's vital your interview skills are first class. Here's how to wow them from the word go.

Preparing for the job interview is very much like preparing for opening night at the theatre. Lines and roles need to be practiced, wardrobes must be readied, and actors must know their cues - when to speak and when to listen. Interviewing with composure takes reasearch, planning, strategizing and preparation.

Research

Get as much information as possible about the organization. What type of clientele do they serve? What is the culture like? Who is its competition?

Strategize

Once you know about the company, indentify how your skills, strengths and experiences fit into the organization.

Plan

Prior to the interview, plan what you will wear, how you will accessorize, and think about your hairstyle. Know how you will get there - the mode of transportation and the time it takes. Add an extra ten minutes to be sure you get there early.

Prepare

During the interview, convey motivation by showing your enthusiasm and utilize active listening skills, including paying close attention to the interviewer's questions. Be sure to make a good impression to whomever you meet at the company- after all people talk to each other! Answer interview questions with concrete examples based on your past experiences or training.

After the Interview

Send a "thank you" note acknowledging the time the interviewer offered you, reinterate your enthusiasm in working for the company, reinforce responses you were proud of and emphasize the skills you bring to the company. End by indicating that you will follow up.

For more guidance on job interviews, check out Boston Reed's Career Garden.

New Reimbursement Report for CDI

Effective in the next statements (for October 2008), organizations using Boston Reed's data system, CDI, will receive a new version of the statement sent with reimbursement checks. The new report is intended to give clearer accounting of all tansactions, especially for schools and colleges using a wider range of CDI features.

If you really like the former report, don't despair. You still have direct access to the older report as well as the newer report. From the CDI Index page, click on Downloadable Transaction/Registration Reports in the FISCAL area. On the new page, the old report is available behind the link, BR Transaction Report, the newer one is through the link, Reimbursements.

If you are not using Boston Reed's data system now, on our website you can get an Introduction to CDI, our web application supporting online registration, catalog development, student attendance accounting, and more.

New Features of Registration System Support Your Marketing Efforts

"How did you leearn about us?"

When your students and customers answer this question, they give you valuable feedback to help you assess the impact of your various advertising efforts.

Schools and colleges using Boston Reed's data system CDI ("Comprehensive Data Infrastructure") now have a means for collectiing this key information. New features allow schools to ask enrollees this question on the registration page when students are doing online registration. The school can completely customize the list of answers that students may select from.

Once this "learned about" information is collected, we give you a tool for reporting it out for any date range you choose. We also include the 'Learned About' responses in the form of a filter in the Contact Tool for direct email marketing. So you can, for example, send a targeted email specifically to those students who learned about you from a radio ad campaign you ran and signed up for the first time between August 20 and September 15.

(And, if you haven't been to the Contact Tools window lately, you will find that it now has a built-in HTML editor to help you send out emails with eye-appeal!)

To see documentaqtion for using these "Learned About" features, go to the CDI Help Table of Contents. In the section, "Doing Business on the Web," see article number 9, The "Learned About" Report.

If you are not using Boston Reed's data system now, on our website you can get an Introduction to CDI.

Like almost everything in CDI, these ideas came from administrators like you who use the applicaton. We always listen to our customers to discover what features would make your life easier and make your programs more manageable.

Career Ladders Help Health Workers Move Up Faster

As the article indicates, there's no such thing as a dead-end job in healthcare!' This article on the 'Explore Health Careers' Site gives excellent examples of career ladders in healthcare.

Additionally, "Advancing in Health and Health Care Careers - Rung by Rung" is a good resource for employers looking for examples of how to initiate a work-based learning environment to allow incumbant workers to pursue career ladder programs.

Jobs to Careers is a national program of the Robert Wood Johnson Foundation in collaboration with the Hitachi Foundation and the United States Department of Labor, Employment and Training Administration and with technical assistance provided by Jobs for the Future.

 

Closing the Health Workforce Gap in California -The Education Imperative

While all industries are projected to show major shortages of college-educated workers in California by 2020; the shortage has already hit the health care sector. And it's not just nursing. "Allied health" practitioners make up 60% of the health workforce with technical occupations such as medical assistants, pharmacy technicians, respiratory therapists and the like.

The Golden State will soon be hit by the 'double whammy' of California's aging population and workforce, with a generation of highly skilled Baby Boomers retiring from the industry. Despite having a projected growth in population in the coming years, the study found that California lags behind the rest of the nation in providing an adequate health care workforce.   The first study of it's kind in a decade, the Executive Summary of the report outlines the factors driving the demand of the allied healthcare workforce as well as illustrates the factors limiting the supply. The full report defines the allied healthcare workforce, the projected growth in California, limiting supply and demand factors and an analysis of nursing as it relates to the role with allied healthcare.

Stakeholders across the state overwhelmingly cited limited educational capacity in allied health education programs as the greatest factor restricting workforce supply. The study also offers policy recommendations both specific to health care training programs and to overall educational performance.

The research was funded by Kaiser Permanente and the California Wellness Foundation and conducted by Health Workforce Solutions, LLC. The study was sponsored by the Campaign for College Opportunity.  

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